1. The government’s ‘Good work plan’, published in December 2018, made a commitment to increase the penalties for employers that repeatedly breach their employment law obligations. Tribunals have the power to impose a £5,000 ‘aggravated breach’ penalty on employers losing cases, and from 6th April 2019, the maximum limit on these penalties will rise to £20,000.
2. As of 7th April, statutory maternity/paternity/adoption/shared parental pay and maternity allowance is to be increased from £145.18 to £148.68 a week. Statutory sick pay is to be increased from £92.05 to £94.25 per week from 6th April.
3. Two important changes to the Employment Rights Act 1996, affecting pay slip information, will come into force on 6th April:
Employers must include the total number of hours worked where the pay varies according the hours worked, for example; under variable hours or zero hours contracts.
Payslips must be given to ‘workers’ and not just employees.
Auto-enrolment: Minimum employers’ contributions will rise from 2% to 3% and employee contributions are increasing from 3% to 5% (including tax relief).
4. The limit on a week’s pay will rise to £525 and the maximum compensatory award will increase to £86,444.
It’s our mission to advise and develop the employment law capability of HR professionals wherever we can, helping HR teams make a real commercial difference to their organisations. That way, you spend less time solving operational issues and more time actioning projects that drive far-reaching change in your company.
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