Busy Times Ahead for HR and Employment Law
(Read time: 1 min)
So far 2019 has been a busy year for employment law. We’ve seen changes in the National Minimum Wage, statutory payments, pension contributions and payslips, but there’s still much more to come.
Here’s a quick overview of other important employment law changes we can expect later this year and in early 2020:
After Brexit, European workers must be able to prove that they have been living the UK for five years to be allowed to remain and be given settled status. Workers who do not meet this criterion can apply for temporary status which will allow them to remain until they have accrued the five years necessary to achieve settled status.
Bereavement leave and pay
From April 2020 the Government is going to introduce a new right for bereaved parents to take paid leave. This leave will likely consist of a two-week period of leave or two separate periods of one week to be taken within 56 weeks of the date of the loss of the child.
Greater redundancy protection for new mums
In early 2019 a consultation was held on a proposal to increase the protection of new mums from redundancy. If successful, new mums will be protected from redundancy for up to six months after their return to work from maternity leave.
Guidance against age discrimination at work
With older workers making up nearly a third of the UK workforce, ACAS has stepped in and issued guidance to employers on how to comply with the Equality Act 2010 and how to help stamp out age discrimination. This guidance is in a clear format that all employers can understand.
How are you keeping up?
If your agency engages with Plus Payroll Services, our payroll team is constantly updating our systems and processes to ensure that we comply with legislation. If you’re not sure whether the umbrella’s on your PSL are making the necessary changes, why not speak to Plus?
You can contact our helpful customer service team by calling 03333 110 222 or you can contact us by one of the other methods listed on our “Contact Us” page.
*This document is not a substitute for specific legal, accounting or other professional advice or opinions on related matters and issues that arise and should not be taken as providing specific advice on any of the topics discussed.
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