Important HR and employment law changes for 2019

With 2018, employers had to grapple with the introduction of the GDPR and gender pay reporting.  Our corporate partner Ellis Whittam writes about what charities can expect in 2019

March: Brexit

Under the EU Settlement Scheme, EU workers will be able to obtain settled or pre-settled status. This will allow them to live and work in the UK after 31st December 2020.

To achieve settled status, EU citizens will be required to have lived continuously in the UK for a period of five years. If an EU citizen has less than five years’ continuous residence, they will be issued pre-settled status. The government has said that the scheme will be open fully in March 2019. At the time of writing it is not yet known how non-UK resident EU Citizens will be affected by Brexit.

April: National Minimum Wage 

The National Living Wage (the rate for those who are 25 or over) will rise from £7.83 to £8.21 per hour.

The National Minimum Wage (for those aged under 25), the hourly rates will increase as follows:

  • From £7.38 to £7.70 for those between 21 to 24-year-olds
  • from £5.90 to £6.15 for between 18 to 20-year-olds
  • from £4.20 to £4.35 for 16 and 17-year-olds
  • from 3.70 to £3.90 for apprentices

Contact the partnerships legal team to avoid falling foul of minimum wage rules.

April: Payslips

As of April 2019, the right to an itemised pay statement will be extended to cover workers. At present, this right is only afforded to employees.

Furthermore, changes are coming to effect in regards to what needs to be shown on the pay statement. Employers will need to state the number of hours for which they are paying the employee on the pay statement in cases where the employee’s wages vary in accordance with how much they have worked. The employer must either show the total number of hours worked for which payment is being made or provide the figures for different types of work worked or different rates of pay.

What else is on the horizon?

A new right to paid leave and pay for bereaved parents is expected to enter into force in 2020.

Finally, there may be some movement following the recent consultations on the Taylor Review of Modern Working Practices, which considered the definitions of workers and employees in light of recent gig economy cases currently going through the Courts.

To explore this further, call 0845 226 8393, ask for the partnerships legal team and quote your ACEVO membership number.

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