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Employment Law Changes introduced on 6th April 2020
Changes to provision of employment particulars
All workers employed on or after 6th April 2020 will be entitled to a written statement of employment particulars. This requirement to provide employment particulars currently only applies to employees.
Employees and workers must be provided with their written statement on or before their first day of employment. This triggers the duty of employers to provide particulars significantly earlier than currently required by law, which states that employees must be provided with their particulars no later than two months after their employment begins.
Written statements will need to contain further particulars than currently required, including:
The hours and days of the week the worker or employee is required to work, whether the hours or days can be varied and, if so, how.
The worker or employee’s entitlements to any paid leave.
Any other benefits not covered elsewhere in the written statement.
Details of any probationary period that the worker or employee will be subject to.
Details of any training to be provided by the employer.
Changes to Agency Workers Rights
After 12 weeks of work, all agency workers will be entitled to the same rate of pay as their permanent counterparts. This will mean that contractual provisions which waive the right of agency workers to equal pay after 12 weeks will not be permitted.
Agency workers will be entitled to a ‘key information document’, which will more clearly set out the terms and conditions of their relationship with their agency.
Agency workers who are considered to be employees will gain protection from unfair dismissal or suffering detriment, if the reasons for the dismissal or detriment relates to them asserting rights under the Agency Worker Regulations.
Changes to holiday pay calculations
The reference period to calculate a week’s pay for holiday pay purposes will be extended from 12 weeks to 52 weeks of work.
Introduction of Parental Bereavement Leave and Pay
The Parental Bereavement Leave and Pay Act 2018 will come into force in April. This will introduce a right to two weeks’ leave for parents who have lost a child under the age of 18, or suffer a stillbirth from 24 weeks of pregnancy.
Changes to ICE (Information and Consultation of Employees) Regulations
Currently, 10% of employees in a workplace are required to make a valid request for an agreement on the sharing of information and consultation in the workplace, before an employer is obliged to take steps to comply with this right. On 6th April 2020 this will be reduced to 2%.
The hourly rate for the minimum wage depends on your age and whether you’re an apprentice.
You must be at least:
School leaving age to get the National Minimum Wage
Aged 25 to get the National Living Wage - the minimum wage will still apply for workers aged 24 and under
These rates are for the National Living Wage and the National Minimum Wage. The rates change every April.
25 & Over
21 to 24
18 to 20
Apprentices are entitled to the apprentice rate if they’re either:
Aged under 19 or Aged 19 or over and in the first year of their apprenticeship
More details can be found on the gov.uk website.
25 & Over
21 to 24
18 to 20
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