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Key Employment Law Changes Coming Soon

Parental bereavement leave rights take effect

The Parental Bereavement (Leave and Pay) Act 2018 is expected to come into force in April 2020. This will entitle employees to a period of leave following the death of a child under the age of 18 or a stillbirth after 24 weeks of pregnancy. Employees with 26 weeks continuous service will be entitled to paid leave at the statutory rate and other employees will be entitled to unpaid leave.

Extension of the right to a written statement to all workers

From 06 April 2020, employers must give all workers (not just employees) a written statement of particulars from their first day of employment. This is a change from the current position under which employees must issue the statement to employees within their first two months of employment. Employers should begin to prepare the statements at the recruitment stage, ensuring that all required content is included.

IR35 changes for the private sector

Reforms to the intermediaries legislation (IR35) in the public sector are due to be extended to medium and large private-sector employers from 06 April 2020. Responsibility for determining if IR35 applies to independent contractors will shift to the organisation engaging the individual. The rules are aimed at reducing tax avoidance for off-payroll contractors employed via personal service companies. Employers should review the contracts and pay arrangements for their contractors to determine how the new rules will affect them.

Brexit

While there is still much uncertainty about changes brought about from Brexit, there are practical steps that you can take. This includes contacting employees European Economic (EEA) nationals to urge them to apply for settled or pre-settled status, so that they can reman living and working in the UK indefinitely.

Increase in the holiday pay reference period from 12 weeks to 52 weeks

The reference period for the purpose of calculating holiday pay for workers with irregular hours will change from 12 to 52 weeks. From 06 April 2020, employers will need to look back over the past 52 weeks, discarding any weeks that a worker did not earn pay, to calculate their average weekly pay.

What next?

There’s not long to go until some of the changes come into effect but there’s no need to panic. If you’d like to know how we can support you why not give us a call, or email.

We’re available on 0161 926 8519 or contact us.

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