Changes are set to come into effect in the following months that could cause a considerable impact for your business in a number of HR areas, especially if you are not correctly prepared. Here’s an overview of the some of the fast approaching dates that employers should know
From 11th January 2016 new regulations will apply 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.