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News – 19.12.24
Buzzacott advises Rose Street Partners on its investment in Kenwood Damp Proofing PLC
Discover how Buzzacott supported Rose Street Partners on its investment in Kenwood Damp Proofing PLC … Read more
Insight – 18.12.24
Start-up guide: Everything you need to know about Tronc schemes to set your new hospitality business up for success
One challenge for new hospitality businesses is the management of tips and service charges. … Read more
Upcoming event – 16.01.25
VAT on Private School fees training
This in-depth, interactive training seminar is designed to provide school administrators, bursars, finance officers, accountants, and trustees with tailored support and expert insights on the practical implementation of VAT. … Read more
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2023 has already brought numerous changes to the UK employment law landscape, and this is only expected to continue as we move through the year. These changes highlight a clear focus on promoting a healthy work-life balance and improving employee satisfaction in the workplace, with updates looking to modernise current legislation.
This insight will help ensure you’re aware of the changes and the impact they’ll have on the HR practices within your organisation.
Thus far 2023 has seen several changes and updates to employment legislation, including increases in statutory sick pay, updated redundancy pay calculations and national minimum wage increases. Those changes result in organisations having to review their current HR processes and documentation to be in line with statutory regulations.
By providing tailored recommendations the Buzzacott HR Consultancy team can assist you in making sure your organisation is and stays compliant.
Organisations with 250+ employees must publish their gender pay gap figures on their website and on the gender pay gap reporting portal of the GOV.UK website, where you can also find out more.
National minimum wage rates have increased as of 1 April 2023. Take a look at the new rates here.
Rates have increased for statutory maternity, paternity, adoption, shared parental and parental bereavement pay as well as statutory sick pay. You can view the rate changes here.
Similar to the public sector update on publication, organisations operating for private, voluntary and all other public authority employers have a deadline of 4 April for publication.
New limits on employment statutory redundancy pay mean that employers that dismiss employees for redundancy must pay those with two years’ service an amount based on the employee’s weekly pay, length of service and age.
As we rapidly approach the half-way point in the year, the government show no signs of slowing down with eight further changes to employment law on the horizon.
If approved, the proposed bills, will result in impactful changes to the HR processes and documentation for many organisations.
Our HR Consultancy team can help you and your organisation manoeuvre the present and upcoming changes.
The Employee Relations (Flexible working) Bill would introduce changes to the right to request flexible working. This Bill is subject to Parliamentary approval and is currently in the House of Lords for second reading.
The Carer’s Leave Bill would provide employees with caring responsibilities a day-one right for one week’s unpaid leave per year. This is to ensure they can care for a dependant with a long-term care need. The Bill is currently in the House of Lords at Committee stage.
The Neonatal Care (Leave and Pay) Bill would provide employees with responsibility for children receiving neonatal care with a day-one right to take 12 weeks of paid leave in addition to statutory maternity/paternity leave. This Bill is currently in the House of Lords at Committee stage.
The Protection from Redundancy (Pregnancy and Family Leave) Bill would alter the starting point from which an employee is protected from redundancy. The Bill is currently in the House of Lords at Committee stage.
The Workers (Predictable Terms and Conditions) Bill would provide employees and workers alike the right to formally request more predictable working patterns twice a year. The bill is currently in the House of Lords at second reading stage.
In line with the recent announcement by the UK government, the Retained EU Law (Revocation and Reform) Bill, will retain the majority of EU law which is incorporated into UK law and only specified pieces of retained EU law will now be repealed. This will lead to a substantial revision of the Working Time Regulations 1998 and is of particular importance for calculation of annual leave and holiday pay.
The Strikes (Minimum Service Levels) Bill would provide anti-strike measures, such as a minimum service level to be in place during any period of strike across several sectors including health services, fire and rescue, education and transport. The Bill is currently in the House of Lords at report stage.
With various changes on the horizon, several of which potentially coming into effect in the next quarter, our HR Consultancy team can support you in ensuring your organisations HR processes and documentation stay ahead of the curve of legislative changes.
Reach out to our experts today to find out more about how these changes may affect your organisation.
Please note, some HR Consultancy services may not be available to existing Buzzacott audit clients.
