by Emma | Jan 21, 2024 | Newsletter
The Paternity Leave Amendment Regulations 2024, which will apply in all cases where the expected week of childbirth falls on or after 6 April 2024, will allow paternity leave to be split into two blocks of one week at any point in the first year after the birth or adoption of their child.
Currently fathers or partners can only take one continuous block of paternity leave of one or two weeks, and this must be taken within the first eight weeks after birth.
The notice period required for each period of leave will be shortened to 28 days, or four weeks. Under the current legislation, employees must give notice that they intend to take leave 15 weeks prior to the expected week of childbirth.
Although the regulations will apply for parents of children born or adopted on or after 6 April 2024, the regulations will come into force on 8 March.
Please contact me for a new policy!
by Emma | Jan 21, 2024 | Newsletter
The Employment Tribunal Appeal has found that the tribunal had been wrong to find that a claimant’s resignation in the heat of the moment during an altercation with his manager was really intended.
The claimant brought a claim for unfair and wrongful dismissal and argued that his case fell within a “special circumstances exception” (in the heat of the moment).
A resignation must be “seriously meant” or “really intended” or “conscious and rational”.
If you have a resignation, which is later retracted and you want to know where you stand, give me a call.
by Emma | Jan 21, 2024 | Newsletter
The civil penalties for employers employing workers illegally are due to triple!
From 22nd January 2024, the current civil penalty for employers who employ an individual without the appropriate immigration permission in the UK will rise from £15,000 per illegal worker for a first breach, to £45,000.
The current maximum of £20,000 per illegal worker for repeat breaches will rise to £60,000 per illegal worker.
Provided that a proper check has been carried out the employer will have a statutory excuse against a civil penalty if an employee is subsequently found to be illegally working in the UK.
by Emma | Jan 2, 2024 | Newsletter
National Minimum Wage
From April 2024, the national minimum wage will increase by almost 10% to £11.44 per hour for those aged 21 and over. For 18-20’s it will increase to £8.60 per hour and for under 18’s and apprentices it increases to £6.40 per hour.
Please ensure you make changes to your payroll and inform staff of their new rates.
New Employment Laws
Likely to come into effect during 2024 include The Carer’s Leave act, The Neonatal Care (leave and pay) Act and changes to flexible working laws.
Watch this space for more info.
What about the financial crisis, how will this continue to impact businesses?
The back end of last year I featured in HRgrapevine talking about cash V benefits. Take a read here:
Cash V Benefits
New course!
If you are interested in attending a menopause session or sending your staff / managers on a course then please contact me now. Special offer for courses booked from Jan-March.
by Emma | Oct 10, 2023 | Newsletter
The Act amends the Employment Rights Act 1996 (ERA 1996) to give workers and agency workers the right to request a predictable work pattern. The circumstances in which they will be able to do this will be where:
- There is a lack of predictability as regards any part of their work pattern (fixed term contracts of 12 months or less are presumed to lack predictability);
- The change relates to their work pattern; and
- Their purpose in applying for the change is to get a more predictable work pattern.
A maximum of two applications may be made in a 12-month period. The length of service requirement to access the right, which is expected to be 26 weeks, will be specified in regulations.
Employers, temporary work agencies or hirers will be able to reject applications based on statutory grounds. These will include the burden of additional costs, detrimental impact on the recruitment of staff or other aspects of the employer’s business, or there being insufficient work during the periods the worker has asked to work. Workers and agency workers will have the right not to suffer a detriment short of dismissal for making an application under the procedure or for bringing proceedings to enforce the statutory right to request a predictable work pattern. It will also be automatically unfair to dismiss an employee for making an application under the statutory procedure or for bringing proceedings to enforce the statutory right.
The Act is due to come into force a year after receiving Royal Assent (next September) and an Acas code of practice which will provide guidance on how to make and handle requests will be issued for consultation over the coming weeks.
