by Emma | Apr 18, 2019 | Newsletter
| As part of the Good Work Plan, from 6th April 2020 employers must issue written statement of particulars from DAY 1. There will no longer be the two month grace period. This will apply to both employees and workers.
We at ECHR Ltd have always recommended issuing documentation to employees and workers prior to their start date and hopefully most of you already do this as best practice. For everyone else, you have a year to put procedures in place to ensure that you comply with this new legislation.
Please contact ECHR if you need assistance in writing terms and conditions of employment or need any advice on changes to them. |
by Emma | Apr 11, 2019 | Newsletter
Drop from 10% to 5% contribution
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| From 1st April 2019, the amount smaller firms contribute to training apprentices will drop from 10% to 5%.
All levy paying organisations will be able to share 25% of their funds with their supply chain, which increases from 10%.
For further information on apprenticeships or for assistance with recruitment please contact us now. |
by Emma | Mar 12, 2019 | Newsletter
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The guidance has been updated to reflect the Immigration Order 2018, which provides that employers may establish a statutory excuse against liability for an illegal working civil penalty by conducting an online right to work check using the Home Office online right to work checking service.
The guidance states that since 28 January 2019 employers have had the option to conduct either a manual right to work check, or an online right to work check in order to establish a statutory excuse against a civil penalty in the event that an employee is found to be working illegally. The Home Office online right to work checking service sets out the information and/or the documentation the employer will need in order to access the service. In circumstances where an online check is not possible the employer should conduct a manual right to work check.
There are three basic steps to conducting an online right to work check:
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Use the Home Office online right to work checking service in respect of an individual and only employ them if the online check confirms they are entitled to do the work in question.
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Be satisfied that any photograph on the online right to work check is of the individual presenting themselves for work.
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Retain a copy of the response provided by the online right to work check for the duration of the employment and for two years afterwards.
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by Emma | Mar 4, 2019 | Newsletter
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The legal minimum hourly rates for workers will increase as follows from 1 April 2019 (to be applied to the employee’s next pay reference period after that date):
- from £7.83 to £8.21 for workers aged 25 and over (the National Living Wage)
- from £7.38 to £7.70 for 21-24 year olds
- from £5.90 to £6.15 for 18-20 year olds
- from £4.20 to £4.35 for 16-17 year olds
- from £3.70 to £3.90 for apprentices aged under 19 or in the first year of their apprenticeship.
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by Emma | Feb 28, 2019 | Newsletter
The Department for Business, Energy & Industrial Strategy (BEIS) has opened a consultation seeking views on proposals to extend the redundancy protection of new mothers from the date they notify their employer in writing of their pregnancy to six months after their return from maternity leave.
The consultation document deals with the proposals to extend the time limit to bring an employment tribunal claim in pregnancy and maternity discrimination cases from three to six months. Although the consultation does not ask any questions relating to extending the tribunal time limit, it does state that the Government has committed to consult to explore the evidence for changing employment tribunal time limits for claims relating to discrimination, harassment and victimisation, including on grounds of pregnancy and maternity.
Watch this space! |
