Important Employment Law Changes April 2020
With so much going on with the coronavirus and furloughed leave, we wanted to remind you that there have been other important changes in employment law recently that you will need to comply with. These are detailed in previous blogs, but we have summarised the most significant ones (in our view), below.
Employment Law Changes from 1st April 2020
The National Minimum Wage increase from 1st April 2020.
|Over 25 year olds||£8.72 per hour|
|21-24 year olds||£8.20 per hour|
|18-20 year olds||£6.45 per hour|
|16-17year olds||£4.55 per hour|
|Apprentice rate||£4.15 per hour|
|Accommodation Rate||£8.20 per day or £57.40 per week|
Employment Law Changes from 6 April 2020
Parental Bereavement Leave
This new legislation will see employed parents who lose a child aged under 18 years, being entitled to two weeks’ bereavement leave. This will mean employees are better supported at such a difficult time.
This new legislation, which came into effect on the 6th April 2020, will cover any working parent, no matter how long they have worked for their employer. Parents employed for six months or more, will also be able to claim statutory pay for the bereavement period, in line with the approach for other entitlements such as maternity leave, subject to meeting the eligibility criteria.
Bereaved parents will be able to take leave in either a single block of two weeks, or as separate blocks of one week across the first year after their child’s death.
A further change from 6th April 2020, relates to the calculation of a week’s pay for holiday pay purposes, where an employee or worker has variable pay. Previously, holiday pay was based on the average pay for the 12 weeks before the holiday. This reference period has now increased to 52 weeks (i.e. their average pay for the year). We advise businesses to take regular overtime or other regular payments into consideration when calculating holiday pay.
If you currently pay using an average of 12 weeks, you need to review your processes and adjust this to 52 weeks. This will mean a change to your contracts of employment if you have any employees who have variable pay.
Written statement of Terms
From 6th April employees and workers are entitled to a written statement of terms not later than the beginning of the employment i.e. before or on their first day of work (prior to 6th employers had two months to provide this, and it was not required for workers). In addition, further information must be provided. This new information includes:
- any training entitlement provided by the employer, any part of it which is compulsory, and any other compulsory training which the employer will not bear the cost of
- any probationary period, including any conditions and its duration
- hours of work, including any terms and conditions relating to normal working hours, the days of the week they’re required to work, and whether or not such hours or days may be variable and, if they may be, how they vary or how that variation is to be determined
- any other benefits (including non-contractual) not covered elsewhere in the written statement
- any terms and conditions relating to any other paid leave, e.g. maternity leave
To read the latest FAQs on Furlough leave, please visit YourHR.space and our FAQ page https://yourhr.space/furlough-leave-faqs/