This morning we saw over 100 Senior HR professionals and business leaders gather at our yearly legal update, held at AFC Bournemouth from Paul Burton at Frettens Solicitors who gave an overview of the legalities of both new and current employment law legislation.
Paul Burton is an Employment Solicitor and Associate at Frettens Solicitors. He specialises in both contentious and non-contentious matters, including unfair dismissal, discrimination, TUPE, contracts and policies. Representing both companies and employees he is recommended in this year’s Legal 500 and Chambers & Partners, independent legal directories and also a member of the Employment Lawyers Association.
Thank you to everyone who attended the event this morning and thank you to Paul Burton for bringing us all up to date with the changes coming into effect in the following months that could cause a considerable impact for businesses in a number of HR areas. Here’s an overview of some of the 2016 dates that employers should be aware of:
From 11th January 2016 new regulations were applied aimed at giving employees power to make a complaint to an employment tribunal where they have been dismissed or disadvantaged following a breach of an exclusivity clause in zero-hour contracts. It is a legal offence to prevent staff on zero-hour contracts from seeking other employment and you could face legal penalties under a provision in the Small Business, Enterprise and Employment Act. However, the new regulation will make it easier for employees who have been offered a contract with an exclusivity clause to claim compensation. Employers must actively monitor their need for zero-hour contracts and consider whether it would be more efficient to recruit staff on temporary contracts.
From 26th March 2016 it may become compulsory for organisations with 250 or more employees to announce information about the difference in pay between men and women, including details of the gap in bonus payments. However, employers are expected to be given further details and particulars before the reporting requirements will be enforced.
On 1st April 2016 the introduction of the National Living Wage will mean that employers will need to pay their staff over the age of 25 a minimum rate of £7.20. This is a significant change to minimum pay levels and will make a substantial difference for the lowest-paid workers. With the financial penalties in place for failure to pay workers the national minimum having doubled it’s one you can’t afford to ignore. Start to consider how you are going to implement this across your business now.