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Building on our new year Blog on 2019 Hot 10 Topics, we give you the dates of the most important employment law changes this year that we know of so far. We’re sure to be covering many of these events in more detail in our Newsflashes and Newsletters so watch this space…
Opening of EU settlement scheme trial (more information here).
New changes will allow organisations to rely on online checks to establish a statutory excuse against liability for a civil penalty (in the event that they are found to be employing illegal workers), permitting short birth or adoption certificates to be relied upon when evidencing an individual’s right to work and bringing into force a revised Code of Practice. (For more information see here).
Proposed date the UK exits the EU.
Public sector employers to report their Gender pay gap before this
date (with a snapshot date of 31 March 2018).
The new rates are as follows:
The minimum contribution rates will increase to 3% for employers and 5% for employees.
Date by which all applicable private sector employers must publish their gender pay gap data for the snapshot date of 5 April 2018.
The report must be published on the Government website and a searchable UK website that is accessible to employees and the public.
The right to receive a written itemised payslip will apply to workers as well as employees. The payslips of workers and employees paid by the hour must clearly set out the number of hours for which they have been paid.
All payslips must include:
Government guidance on this new right is available here.
The maximum compensatory award for unfair dismissals taking effect from 6 April 2019 will increase from its current rate of £83,682 but the amount of increase has not yet been announced.
A week’s pay (used to calculate statutory redundancy payments and the basic award in unfair dismissal claims) will also increase from its current rate of £508 (gross) but the amount of increase has not been announced yet.
Tribunals have the power to impose a financial penalty against employers that are in breach of employment rights where that breach has one or more aggravating factors.
The maximum compensation will increase from £5,000 to £20,000.
The personal allowance will increase to £12,500 and the higher rate tax threshold to £50,000.
Class 2 NICs will be abolished.
Statutory rates for everything other than sick pay will increase from £145.18 to £148.68 or 90% of average earnings if lower.
Statutory sick pay will increase from £92.05 to £94.25.
Employers may transfer up to 25% of their apprenticeship levy to support apprentices in their supply chain.
A number of new requirements to report about employees and pay take effect in 2019. The most relevant to HR teams are included here. The changes apply to financial years beginning on or after 1 January 2019, so the first reports will be published in 2020.
Tags: Expected in 2019
Categories: Employment Law
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