The sun is out – and it looks like it’s staying out for a while at least! Now is the time (especially if it’s the start of a new holiday year) to get holidays planned in and a timely reminder for us to provide some guidance on calculation of entitlement and pay. Under new regulations
Following consultations with business groups, trade unions and civil society, the UK government has introduced the first round of amendments to the employment rights bill as it progresses through parliament. Here are the key changes to date: SSP One of the key revisions will extend statutory sick pay (SSP) benefits to 1.3 million low-paid workers,
Hi Everyone, Please find below a summary of the key legislative changes which will impact upon your business planning for 2025: Disclosure Scotland Our clients who have ‘regulated roles’ within their organisation should be aware that the Protecting Vulnerable Groups (PVG) scheme becomes a legal requirement from 1 April 2025, with the introduction of new
A new statutory code of practice on dismissal and re-engagement, or fire and rehire, came into force last July, setting out practical guidance for employers and employees. The term refers to the practice of making employees redundant and then rehiring them with reduced terms and conditions. The code is applicable where the prospect of dismissal
Currently, parents of newborn babies requiring neonatal care have only the standard types of statutory family-related leave to rely on, including maternity, paternity and so on. However, that’s set to change when the Neonatal Care (Leave and Pay) Act 2023 comes into force, which is likely to be in April this year. In the absence
What is Changing? The proposal under the New Employment Rights Bill (NERB) is to ban the use of ‘exploitative’ zero-hours contracts and replace such contracts with a new right for employees to have a contract that reflects the hours regularly worked (in a 12-week reference period). The legislation will also apply to workers on low-hours
With 2024 having ended, we thought it would be useful to reflect on some of the key legislative changes extracted from the CIPD’s ‘People Management’ publication that will shape people strategies and workplace culture this year. Flexible Working Legislation (implemented) The government announced new flexible working regulations which came into effect on 6 April 2024,
An Amendment Paper on the new Employment Rights Bill (numbering no fewer than 53 pages!) has been tabled. The key proposed changes from the Government include: Extending the time limit for bringing all tribunal claims from 3 months to 6 months. This is a big change, and it was missed out of the original Bill,
From October, new legislation will require businesses to take ‘reasonable’ steps to protect their employees from sexual harassment at work. Employers will have a duty to take ‘reasonable steps’ to prevent sexual harassment of their employees, under new legislation expected to come into force on 26 October. Under the Worker Protection (Amendment of Equality Act 2010)
As you will all be aware, Prime Minister Rishi Sunak has announced a snap election for 4 July 2024, putting to bed months of speculation surrounding the future of the current UK Government. Legislation The election has called into question the status of legislation currently going through parliament, and what this means for the future
