As we proceed with pace into 2019, now would be a good time to look at the developments in employment law so you know what’s coming your way in the year ahead:
Settled Status for EU workers
As part of the government’s post-Brexit plans, European workers currently living in the UK will be able to apply for settled status in 2019, allowing them to remain indefinitely following the end of the transition period in 2021. To attain settled status individuals must be able to prove they have been living in the UK for 5 years by 31st December 2020. Meanwhile, those who fail to meet this requirement can apply for temporary status, allowing them to remain until they have accrued enough residency to be granted settled status. If you are keen to provide your EU workers with confirmation of these rights, let us know and we can create a letter for you outlining the UK’s settlement scheme.
Gender pay gap reporting
Private sector organisations with 250 or more employees will again be required to publish their gender pay gap figures on 4th April 2019, whilst public organisations will need to do the same by 30th March. Although many organisations will be reporting for the second time, this year will be the true test as figures are expected to be heavily scrutinised in order to determine whether efforts to address any significant pay disparity highlighted in the previous year have been successful.
If you need help producing your own gender pay gap report please let us know. At the same time, 2019 may also be the year mandatory ethnicity pay gap reporting is introduced – watch this space for any future developments.
Increase in NMW rates
National minimum wage (NMW) rates will again increase for all workers from 1st April 2019. As part of these new rates workers aged 25 and over, and therefore eligible for the national living wage (NLW), will benefit from an increase of 4.9%, with hourly rates rising from £7.82 to £8.21.
Statutory sick pay and family friendly rates
1st April 2019 will also see an increase to the lower earnings threshold and weekly pay for those who receive statutory sick pay (SSP). Individuals must receive average weekly earnings of £118 or greater to qualify for SSP which will then entitle them to payments of £94.25 per week. The statutory weekly rates for maternity, paternity, adoption and shared parental pay will also increase at this time, rising from £145.18 per week to £148.68 (or 90% of the employee’s average weekly earnings if this figure is lower than the statutory rate).
Organisations will also need to review, and potentially change, the way they issue payslips in 2019 as from 6th April onwards the legal right to a payslip will be extended to include those who are recognised as ‘workers’. Furthermore, a new requirement means organisations will be obliged to include the number of hours worked on payslips for staff whose wages vary depending on the amount of time worked.
Additionally, from 6th April the minimum contributions for auto-enrolment pension schemes will increase for both employers and employees. Under these new requirements employers must contribute a minimum of 3% of an eligible worker’s pre-tax salary to their pension pot, with the individual contributing 5% themselves.
For further detail on your auto-enrolment obligations, please don’t hesitate to get in touch.