Key Employment Law Changes April 2020

Key employment law cases. Effective 6 April 2020.

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Come 6 April 2020 the reference period will be change to 52 weeks or the number of weeks of employment if a worker has been employed for less than 52 weeks.

Key employment law changes april 2020. From 390 to 415 for apprentices. However from 6 April 2020 the reference period will increase from 12 weeks to 52 weeks. 1 April National Living Wage increased.

4 April Delayed from April 2020 the third round of gender pay gap reports must be published by employers with more than 250 employees. From 770 to 820 for 21 to 24 year olds. The opt-out ceases on 6 April 2020 when the Agency Workers Amendment Regulations 2019 come into force.

The previous rules permitted a two-month period for employers to provide written terms. From 6 April 2020 all agency workers will have a right to the same pay as direct employees after 12 weeks of service. 6 April Compensation limits awarded by Employment Tribunals have increased.

4 April Statutory time off work rates have increased. The government is aware that significant numbers of employers are still not calculating holiday pay correctly and this is also our experience with many racking up tens of. Changes to written statements of terms and conditions From 6 April 2020 the requirement to provide a written statement of terms and conditions extends to workers and not just employees.

April 2020 Morrisons not vicariously liable for a rogue employees data leak WM Morrisons Supermarkets plc v Various Claimants Supreme Court 67 November 2019 published 01 April 2020. The change. National Living Wage for workers aged 25 and over increases to 872 per hour.

Currently it is pay that a worker receives during the 12 weeks worked prior to taking a holiday. Agency workers also become entitled on this date to a Key information document specifying what type of contract they are on their rate of pay how they will be paid and by which company. The reference period used to calculate holiday pay for workers with variable pay is changing on 6 April 2020.

From 06 April 2020 employers will need to provide a written statement of terms of employment on or before the first day of employment. Termination payments All termination payments above the 30000 threshold will be subject to class 1A NICs. Written statements of terms and conditions of employment.

From April 2020 all workers and employees will be entitled to and must be provided with a written statement of particulars either on their first day of work or prior to them commencing work. Employment Timeline 2020. HR professionals should ensure that workers starting on or after 6 April 2020 are provided with compliant written statements on or before their first working day.

The current exceptions allowing differences in pay will no longer be permitted known as the Swedish derogation rule. Currently employees who have been continuously employed for more than one month must be provided with a written statement of terms within two months of employment commencing. There is no longer a minimum length of service requirement and therefore all workers are entitled to.

From 435 to 455 for 16 and 17 year olds. Before the statements had to be provided within the first eight weeks of employment and it was only employees who had such entitlements. There are also changes to the information that the written statement must include.

From 615 to 645 for 18 to 20 year olds. There are several important changes to employment law that came into force on 1 5 and 6 April 2020 including legislation on section 1 statements holiday pay reference periods and the removal of the Swedish derogation for agency workers to implement the Good Work Plan increases to the National Minimum Wage increases to tribunal awards and statutory payments and the introduction of parental. The national minimum wage NMW increases.

Key employment law changes coming in to force on 6 April 2020. Further to our update at the beginning of the year there are a key number of changes coming in to force on 6 April 2020 including legislation under the Good work plan.

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