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Forthcoming Employment Legislation

Feb 19, 2019
Ezra Moffatt, Consultant
0333 400 7920 | ezra@employassisthr.co.uk




29th March 2019
Brexit - European Workers

Post-Brexit, employers should be aware that the employment of workers from the EU is likely to be subject to restrictions in the same way as employment of other foreign nationals. Employers should start thinking about their recruitment processes to see if they need to be adjusted to allow for these changes.

For workers already in the UK, the government has introduced a scheme for them to be able to apply for settled status. To be eligible to apply for settled status individuals must be able to prove they have been living in the UK for at least five years on the date they apply. Individuals who do not meet the eligibility criteria can apply for temporary status which would allow them to remain in the UK until they have the required length of residency to be granted settled status. 

30th March 2019
Gender Pay Gap Reporting (Public Sector)

Public authorities which include schools, the NHS, councils and government departments are required to publish their gender pay gap reports by 30th March 2019 based on information collated from 31st March 2018.

4th April 2019
Gender Pay Gap Reporting (Private and Voluntary Sector)

Employers with 250+ employees will be required to publish their gender pay gap reports based on information collated on 5th April 2018. Figures for this year are expected to be more closely scrutinised to see whether employers have made efforts to address the pay disparity from their figures in 2018.

6th April 2019
Auto-Enrolment Contributions

Minimum contributions increase for both employers and employees:

  • Employers are required to contribute a minimum of 3%;
  • Employees are required to contribute a minimum of 5%.

Employers should ensure that they allow appropriate time to consult with employees before making changes to their pension contribution scheme.

6th April 2019
Payslips

The legal right to be provided with a payslip will be extended to those who are 'workers'.

For employees whose wages vary depending on how much time they have worked, employers must include the total number of hours worked on the payslip. Employers must either show the total number of hours worked or provide figures for the different types of work or rates of pay.

If you would like advice on any of these points or with Employment Law issues in general please do not hesitate to contact by calling 0333 400 7920 or fill in our Online Enquiry Form.


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