Time off to accompany your partner to ante-natal appointments

Law change – new employment right Time off to accompany a pregnant woman to ante-natal appointments From October 2014 partners now have the right to unpaid time off to accompany their pregnant partner for up to two anti natal appointment. This new right will be available to employees and qualifying agency workers.  It applies from day one of employment so requires no continuous service. Employees do not need to make the time up and must not suffer any detriment for taking this new right. It implements part 8 of the Children’s and Family Act 2014 and comes into force on … Read More

National Minimum Wage from October 2014

Employment Facts and Stats  National Minimum Wage from October 2014   The National Minimum Wage (NMW) rate is dependent on age and whether your employee is an apprentice. To qualify for the National Minimum Wage a person must be school leaving age. Please note that whether a person is considered school leaving age or not will be dependent on exactly when in the year they were born. It is always best to check. The NMW is usually updated every October.  The rates below are implemented as from 1st October 2014. To help we publish changes so you have a ‘one … Read More

Military reservists – October 2014 law change

The Reserve Forces (payments to employers and Partners) Regulations. These regulations come into force as from today, 1st October 2014   Just a short overview let you know that these regulations were amended and the changes are effective as of today, 1st October 2014. Before when called up, military reservists were paid directly by the Ministry of Defence – and employers could claim expenses in respect of additional costs incurred whilst replacing the reservist (to a maximum of £110 per day). From 1st October 2014, small and medium employers will now also be able to receive up to £500 per month … Read More

New Explosives and Acetylene Regulations

New Health & Safety Regulations New and simpler Explosives and Acetylene Regulations – October 2014 From the 1st of October 2014 the new Explosives Regulations 2014 (ER) and Acetylene Safety (England & Wales and Scotland) Regulations 2014 (ASR) will come into force. Until today, 30th September the Approved Code of Practice (ACOP) for the Manufacture and Storage of Explosives Regulations 2005 will apply.  However from 1st October onwards it is replaced by L150 Safety provisions which need to be read alongside of the L151 Security provision. The ACOPs will provide employers with a guidance on how the safety provisions of the Regulations … Read More

Flexible working: June 2014 changes

Flexible Working 2014   This HR Micro Guide is designed to give you the employer an overview of the legal employment law change to the right to an employee’s right  request flexible working. The change As from 30 June 2014, any employee with at least 26 weeks’ service will have the statutory right to request flexible working arrangements. The right previously only applied to the parents of children under 17 (18 if the child was disabled) or to those with caring responsibilities for an adult. It also replaced the former very formal statutory procedure an employer had to follow when … Read More

Auto Enrolement for SMEs

Auto enrolment    This HR Micro Guide is designed to give you the employer an overview of the legal employment law requirement to Auto enrol your workforce into a suitable pension scheme.   Background to Auto enrolment The Lord Turner 2005 Pensions Commission recommended the Government needed to change peoples’ view of not saving for a pension. Eventually this turned into a new statutory obligation on all UK employers and the Auto enrolment scheme was born. From 2014 onwards it is the turn of the SMEs.  It is based on your given staging date fixed by the HMRC as per your employee … Read More

Tougher £20,000 penalty for employing illegal workers

Employment law update 2014 Illegal workers:  Tougher £20,000 penalty for employing illegal workers   Employers may now be liable for a criminal and/or civil penalty of up to £20,000 if they knowingly, or negligently employee an illegal worker. It is also now per employee and not per employer. A significant change. Your defence still rests on you providing evidence that you checked the employee/worker had the necessary documents entitling them to work in the UK. This focuses the need for employers, no matter their size, to have a structured Induction system and the necessary documentation compliant to the UKBA requirements to … Read More

No need to Disclosure of minor crimes in recruitment?

Disclosure of minor crimes at Recruitment Employment law update: Minor crimes need not be disclosed by job applicants   A recent ruling by the Supreme Court has ruled that forcing any job applicant to disclose minor crimes as part of a background check at recruitment is a breach of their Human rights. The background. A man ‘identified as T’ was first refused employment at a football club and then later a place at university due to a caution he had received for stealing a bicycle when he was just 11. ‘T’ took his case to the Court of Appeal who ruled it … Read More

Redundancy calculations 2014

Employment Facts and Stats – 2014 Statutory payments:  Guide to calculating redundancy pay  Extracted from our latest Employment Facts and Stats update Summer 2014 In business change happens and this sometimes means that a redundancy situation cannot be avoided. Below are the minimum Statutory calculations for redundancy payments employees with over 2 years service are entitled to. Of course you may offer a more generous package within your Terms and Conditions with your employee, but that is up to you.   One & a half weeks pay Each full year of employment in which the employee is aged 41 & over … Read More

Statutory notice periods 2014

Employment Facts and Stats  Statutory Notice periods 2014 So many employment facts and laws an employer needs to know. One is the minimum notice periods to be given by Employer and Employees if the contract of employment is ended for whatever reason. Employers: Statutory minimum notice will override any contractual notice within an Employee’s Terms and Conditions of Employment if greater. In other words, whatever the contract may state, below is the minimum notice you must give to an Employee if you are terminating their Contract of Employment. The only override to this is if the Employment Contract is ended due … Read More