Changes to UK employment law from April 2020
There has been much discussion around furlough, redundancies and varying terms and conditions of employment recently, but there are also a number of other important employment law changes which come into force today, 6th April 2020, summarised below.
New employees and workers right to a statement of particulars on their first day of employment
Employers were required to provide a statement of particulars to employees within two months of the commencement of employment. This requirement is now extended to workers. In addition, the information that should be provided on the commencement of employment/engagement has been expanded to include:
- Details and eligibility for sick leave
- Details of other types of leave
- All remuneration and not just pay
- The normal working hours, the days of the week the worker is required to work, and whether or not such hours or days may be variable, and if so how they vary and how that is determined
- Any training requirements provided by the employer and the details of who bears the cost of the training.
As a result of this change it is important that your terms and conditions of employment are reviewed to ensure that all the requirements are included, and processes introduced to ensure that an employee/worker receives the statement of particulars on the first day of employment/engagement.
Calculation of holiday pay for those workers that work variable hours
The reference period for determining an average week’s pay will increase from 12 weeks to 52 weeks, if the worker has been employed for less than 52 weeks, the number of complete weeks for which the worker has been engaged.
The introduction of parental bereavement leave
Parents who have sadly suffered the loss of a child under the age of 18 or suffered a still birth from 24 weeks will be entitled to two weeks’ statutory bereavement leave, and if they have 26 weeks’ service, statutory bereavement pay.
Parents can take up to two weeks’ leave, either in one block of two weeks or in two blocks of one week, within 56 weeks of the child’s death.
Employees with at least 26 weeks’ service will be entitled to £151.20 or 90% of weekly earnings if lower.
In addition to these changes the bands of awards for injury to feelings in discrimination cases, known as the Vento bands, have been updated from April 2020. For claims presented on or after 6th April 2020, the new Vento bands are:
- A lower band of £900 to £9,000 (less serious cases)
- A middle band of £9,000 to £27,000 (cases that do not merit an award in the upper band)
- An upper band of £27,000 to £45,000 (the most serious cases), with the most exceptional cases capable of exceeding £45,000.
Changes to the tax treatment of termination payments
All termination payments above £30,000 threshold will be subject to class 1A National Insurance Contributions.
If you have any questions, please do not hesitate to contact Sejal Raja on email@example.com
This briefing is for guidance purposes only. RadcliffesLeBrasseur LLP accepts no responsibility or liability whatsoever for any action taken or not taken in relation to this note and recommends that appropriate legal advice be taken having regard to a client's own particular circumstances.