With so much of our time taken up with the ongoing crisis it is easy to forget that legislation still moves on and that for 2020 the following employment law comes into effect. National Minimum Wage The new rates are available in library document 1217 here: -https://www.gcma.org.uk/library/1217/. Contracts of Employment Several changes to the right to receive a written statement of main terms and conditions of employment will apply from 6 April 2020 in respect of new recruits from that date (existing employees may request an amended statement to incorporate the changes). Employers currently have two months to provide a contract to a new employee. From April 2020, the grace period will be removed meaning employers will have to give the written statement of terms and conditions to the employee no later than the commencement date of employment. In addition, more details will have to be included in the written statement of terms and conditions, as follows: • Duration of and conditions attached to any probationary period. • All paid leave entitlements (including for example, maternity and paternity pay entitlements). • All benefits the employee receives (not just pay) including contributions in cash or kind e.g. vouchers and lunch. • An employee’s training entitlement, including whether any training is mandatory and/or must be paid for by the worker. • The days of the week the employee is required to work on and whether normal working hours are variable or not. If they are variable, information must be included on how they vary or what determines the variation. Significantly, employers will have to provide a written statement to their ‘workers’ including “zero hours workers”, as well as their employees. Currently, only employees Holiday Pay From 6 April 2020, employers will have to use a reference period of 52 weeks, (instead of the current 12 weeks) when calculating holiday pay for staff whose pay varies, including “zero hours” workers. This calculation method will result in a payment which balances out any peaks and troughs of working hours throughout the year. The Parental Bereavement (Leave and Pay) Act Comes into force on 6 April 2020. This legislation creates a new right to two weeks’ bereavement leave and pay for employees whose child dies below the age of 18, or whose child is stillborn.
This is member only content
Please LOGIN to read the full
Not a member? Please click here to join today.