What’s in store for 2018?
What employment legislation changes are in store for 2018?
As the end of the year 2017 beckons, HR professionals will no doubt be thinking ahead to 2018 and what is to come from an employment legislation perspective.
So, what is on the cards!
March/April 2018
Gender pay gap reporting must be submitted by 30 March 2018 for public sector employers who employ 250 or more staff and 4 April 2018 for private and voluntary organisations who employ 250 or more staff.
On 1 April the hourly rate for national minimum wage/national living wage rates will increase as follows:
£7.50 to £7.83 ages 25 and over
£7.05 to £7.38 ages 21 to 24
£5.60 to £5.90 ages 18 to 20
£4.20 per hour for 18 year olds who are no longer of compulsory school age.
£3.50 to £3.70 for Apprentices with the accommodation offset rising to £7.00 per day.
Weekly pay rates for statutory maternity, adoption paternity, shared parental pay and maternity allowance will increase from £140.98 to £145.18.
Statutory sick pay will increase from £89.35 to £92.05
6 April 2018 will see all notice paid out in settlement agreements treated as earnings and therefore taxable. Tax and national insurance contributions will be deducted regardless of whether the contract has a pay in lieu of notice clause.
May 2018
Last and by no means least, on 25 May 2018 the General Data Protection Regulations (GDPR) will come into force. GDPR makes significant amendments to the Data Protection Act 1998 bringing it in line with the rest of Europe.
Please contact Qdos if you do require guidance on any of the above.
As far as GDPR goes watch this space as Qdos will be producing guidance for clients in early 2018.
See here for 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.
