Posted: 14 Mar 2017
As most employers and HR reps know, April is a busy month when it comes to changing employment laws. So here is a short debrief on some of the changes coming our way, courtesy of Personnel Today, aimed at keeping you from playing the fool come 1st April.
The National Living Wage and National Minimum Wage are poised to increase come 1st April. Workers aged 25 or over can expect an increase from £7.20 to £7.50, and other age brackets will also be able to bank a little extra.
Following months of divisive rhetoric, the government has settled on introducing a charge of £1,000 (£364 for small employers and charities) for employers that sponsor skilled workers with tier-2 visas.
Certain positions within education, social or health care will require employers to access the applicant's criminal record from every country they have lived in over the last 10 years. Elsewhere, the salary threshold is set to increase to £30,000 from 6th April 2017 for "experienced" migrants.
After decades of campaigning, the gender pay gap's end could be nigh. New rules coming into force dictate that employers with 250 or more employees must report data about their pay gap, including bonuses, based on the "snapshot" date of 5th April each year. For organisations in the public sector, their date falls on 31st March.
Employers have 12 months to display the information on their own website as well as upload it to the government's portal.
The weekly rate for maternity, paternity, adoption and shared parental pay will see an upturn to £140.98 after 2nd April 2017. The weekly rate of statutory sick pay is also set to rise to £89.35 from 6th April 2017.
Members of defined-contribution and hybrid pension schemes will from 6th April be able to claim £500 from their scheme tax-free against the expense of financial advice.