It’s almost April, and the time for some key changes to Employment Law. Our team have put together the top 4 things you need to know to help ensure your company stays on top of the new rules.
4 Key Employment Law Changes
Increase in Minimum Wage – 1st April
Whilst April brings new minimum wage increases, there are also rises in other statutory rates. There is a focus on improving family friendly leave rates. Maternity, paternity, adoption and parental bereavement leave are all changing. These rates will increase from £152.97 to £156.66 per week.
Sick pay is all rising from £96.35 to £99.35 per week.
National minimum wage rates will be –
- National Living Wage – £9.50
- 21-22 Year Old Rate – £9.18
- 18 – 20 Year Old Rate – £6.83
- 16 – 17 Year Old Rate – £4.81
- Apprentice Rate – £4.81
Gender Pay Gap Reporting
The deadline for publishing your gender pay gap report is imminent! The deadline for private and voluntary sector employers is 4th April 2022. This report will need to be on your website and on the gender pay gap reporting portal on gov.uk
But you don’t just have to provide the figures. The gender pay gap report also give you the opportunity to provide any details around the gender pay gaps, if you have any. You can provide and explanation and can even include what measures you are taking to reduce the gap. As documents such as this are likely to form part of the decision-making process when hiring, it’s important that it shows you in a good light. Whilst candidates will appreciate that gaps do exist, if you are making proactive steps to reduce this, that could help attract a more diverse workforce.
IR35 ‘Grace Period’
IR35 came into force in April 2021. However, HMRC has taken a light touch to any enforcement notices in what is being called a ‘grace period’. The important thing to know is that this comes to an end on 6th April. Under the new rules, it is the responsibility of the organisation employing the contractor to determine their employment status. Therefore, it’s a great time to review your IR35 compliance and get your status determinations updated if necessary.
If you employ contractors and need help to secure the very best IT talent, we can help. We have a fantastic pool of contractors ready for work. Get in touch with our team to find out what we could do for you.
Employment Law Changes to Flexible Working
Just 2 years ago the way we worked changed practically overnight. Most companies required staff to work from home full time. But as we return to normal and the return to the office now fully underway, it’s important to know the changes to flexible working. Although, it’s important to note that there isn’t yet a fixed date for this to happen.
The current government guidance is to ‘work from where you can’. And in a view to modernise the day we work; they have proposed a change that will impact every company. The proposed plan is to make it possible for employees to request a flexible work pattern from day one. There’s also discussion around the number of requests and employee can make, and the time you should take to respond.
About Langley James
Established in 1999 we connect the right people to the right opportunities across all types and sizes of organisations throughout the UK. Our extensive Network of IT Professionals puts us ahead of the competition. Next time you’re recruiting into your IT team, whether contract or permanent, we’d love the opportunity to help you to recruit someone worth recruiting.