There’s always something going on which impacts employing people and 2016 looks to be another big year for this.
At the moment we have the decision from the EAT in Lock v British Gas, holiday pay should include commission, if you have not already you really need to review your company’s approach to holiday pay to ensure it covers commission, over-time and other payments not made when an employee is off on holiday. Contact us for further advice.
Gender Pay reporting
We also have the proposed requirement for gender pay reporting likely to come into effect in October 2016. Consultation is currently open – https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/501331/GPG_consultation_v2.pdf
Modern Slavery Act 2015. We expect if you are a business with a turnover of less than £36 million you did not expect this to impact you. However as the requirement is for these Companies to to prepare an annual slavery and trafficking statement. This statement will need to include the measures that the company has taken to ensure that slavery or human trafficking is not taking place in any of its supply chains, or in any part of its business, or a statement that the company has taken no such measures. The statement should be posted up on the company’s website or made available on request. If your turnover is lower but you are a supplier to an organisation who has to provide this statement you may well be asked to provide this anyway so they can meet their requirements. Further guidance can be found here: http://ow.ly/YE2gm
National Living Wage
The National Living Wage comes into force from 1 April 2016, this applies a minimum wage rate of £7.20 to those aged 25 or over.
Although called the National Living Wage it is effectively another tier on the National Minimum Wage.
Penalties for paying less than the minimum are also doubled.
The date for the referendum has been set, we will see debates going on from both camps, whatever your personal view, if the vote is to leave there will be an impact on the economy and running a business in the UK.
- What will happen to legislation derived from EU Directives?
- What will happen to the current free movement of labour? If we stay in the single market then we will retain free movement of labour so an exit will not necessarily address the immigration concerns.
- How will trade with EU member states and the rest of the world be effected?
It is clear there is a lot to be considered and that it is not as simple as a yes or no vote! We will be keeping a close eye to see how business and employment may be effected.