If you require detailed advice on a specific area of the current law, please contact the Quest Employment Team for help. Alternatively, if you are interested in one of the Quest HR products, please contact our Sales and Marketing Team.
There are also some useful links below for checking current statutory rates and thresholds i.e. National Minimum Wage, tax and NIC, maternity, paternity and adoption pay; statutory sick pay.
Since the new Conservative Government came into power, there has been very little new employment legislation placed on the statute book. The EU referendum has also meant that it may be some time until we see a great deal of change to the employment law landscape.
However, whilst the post Brexit adjustments to employment legislation may well be far reaching, we may have to wait until 2018 or beyond for any substantial new provisions. With the next election not expected until 2020, we can though expect the Government to implement some key legislative initiatives to further regulate the employment framework before a possible change of government .
The changes to employment law are listed below
The Government plans to exclude certain employers from claiming the Employment Allowance for a period of one year if:
The Government announced proposals in 2016 to extend Shared Parental Leave to allow grandparents to take time off work to help with childcare. No final details or date for implementation have yet been announced.
The Government is aiming to introduce an apprenticeship levy for larger public and private employers in the UK to help to fund up to £3 million new apprenticeships during the life of the current Parliament.
The proposals include setting a rate at 0.5% of an employer’s pay bill across all sectors of industry and commerce. The intention is that the levy will only be payable on a pay bill in excess of £3 million. Employers with an annual pay bill less than £3 million will not pay anything. However, a ‘levy allowance’ of £15,000 per year is also being proposed. This means that the total amount an employer will spend is 0.5% of their pay bill, minus £15,000.
All private and voluntary sector employers in England, Wales and Scotland who have at least 250 employees will be mandatorily required to publish information on any differences in pay rates between men and women in their employment.
The information will be based on the level of each relevant employee’s pay as at April 2017. Going forward, the rates must be reported at every subsequent April.
The Government announced in the Autumn Statement that the following increases to the National Minimum Wage and National Living Wage would apply
National Living Wage rate for workers aged over 25 years will increase to £7.50 per hour.
National Minimum Wage:
Rates and thresholds for employers 2015 to 2016 and also 2016 to 2017
Includes: PAYE tax and NIC, thresholds, rates and codes; NMW; maternity, paternity and adoption pay; statutory sick pay; student loan recovery; company cars; mileage allowance payments
In essence, Employment Law sets out with the responsibilities of employers alongside the rights of their employees. In the UK, there are three main sources of the legal principles that relate to employment
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