There is perhaps something comforting in the fact that it is business-as-usual for employment law in terms of a number of changes coming into force in April, as is the case every year.
The new rates are as follows:
Statutory rates for everything other than sick pay will increase from £148.68 to £151.20 per week or 90% of average earnings if lower.
Statutory sick pay (SSP) will increase from £94.25 to £95.85 per week.
The amount of the weekly lower earnings limit that applies to National Insurance contributions (below which employees are not entitled to SMP, SPP, SAP, SSPP and SSP) is increasing from £118 to £120).
We updated you in our January Blog that all workers, as well as employees, will be entitled to a written statement of terms. The Blog gives you some real detail about what you need to do as an employer.
From 6 April 2020, the written statement will need to be provided at the start of the employment or engagement (not within two months of starting work as was the case).
Statements must include a variety of new matters, including information about:
Transitional arrangements mean that updated written statements do not have to be issued to existing employees as a matter of course.
The period over which average holiday pay is calculated for employees without normal working hours, or who have variable remuneration, is being extended from 12 to 52 weeks.
The new legislation does not cover the calculation of holiday pay for workers with “normal working hours” whose pay does not vary. For these workers, case law so far has said that any calculation of what commission and overtime etc. to include in holiday pay should be based on average pay over a “representative“ period. In practice, even although the new legislation does not apply to these workers, it might result in Tribunals being more inclined to view 52 weeks as being “representative“.
The usual annual increase in statutory payments and Tribunal awards includes the:
The new rates take effect where the ‘appropriate date’ for the course of action, such as the date of termination in an unfair dismissal claim, falls on or after 6 April 2020.
The “Swedish derogation“ under the Agency Workers Regulations currently allows employment businesses to avoid pay parity between agency workers and direct employees if certain conditions are met. This derogation will be removed from 6 April 2020. Agencies must inform relevant agency workers by 30 April 2020 that it no longer applies.
In addition, from 6 April 2020 all employment businesses will have to provide agency work-seekers with a key facts statement, before agreeing the terms by which the work-seeker will undertake work. The document must be headed “Key Information Document“, be separate to any other documents provided to the work-seeker, and include specific information. Guidance on the key information document is available here.
The Information and Consultation of Employees Regulations 2004 (sometimes referred to as the ICE Regulations), are being amended to lower the threshold of employees required for a valid request to start negotiating an agreement on informing and consulting employees. The threshold is being lowered from 10% of the workforce to 2% (subject to a minimum of 15 employees).