April changes - Employment
April 6 is usually an important date in any Employment Lawyer's calendar as it is one of the two dates each year when legislative changes are implemented.
This year has been exceptional, with many focussed on the employment implication of the pandemic, particularly the furloughing of employees.
The key changes that occurred on 6 April are set down below ( in no particular order)
- A week's pay for the purposes of calculating (amongst other things) statutory redundancy pay increased to £538.
- The statutory cap for unfair dismissal (compensatory award) is now £88,519.
- The statutory cap for unfair dismissal (basic award) is now £16,150.
- Statutory Sick pay has increased to £95.85 per week.
- Statutory maternity/paternity/parental leave pay is now £151.50 per week.
- The Agency Workers (Amendment) Regulations 2019 came into force; abolishing the Swedish Derogation
- The number of weeks to be taken into account when determining an average week's pay is increasing from 12 weeks to 52 weeks
- Employees are now entitled to receive from their employer a statement of written particulars on day one of their employment, rather than within two months of the employment starting.
- There is additional information that written statements will need to contain, including:
• the hours and days of the week the worker /employee is required to work, whether they may be varied and how
• entitlements to any paid leave
• any other benefits not covered elsewhere in the written statement
• details of any probationary period
• details of training provided by the employer.
- Any part of a termination payment over £30,000 will now be subject to employer NICs.
- The Parental Bereavement (Leave and Pay) Act 2018 gives employees who lose a child under the age of 18, or suffer a stillbirth from 24th week of pregnancy the right to two weeks' leave. This can be taken as one block or two one week blocks. Pay will be the same statutory rate as other family friendly rights if the employee has 26 weeks' services.
- The "Vento bands" for compensation payable for injury to feelings have been increased, so that the bands now range from £900 to £45,000.
Get in touch with our employment law team
For detailed advice on any of the changes detailed above, or how they may affect you or your business please contact a member of the Employment Team.