By the time you are reading this article another series of steps may have been taken by Parliament trying to frustrate the government’s Brexit deal. Whether you voted to remain or leave the only thing we can be sure of is an uncertain future in 2019. Whether or not we will Brexit in March and on what basis is impossible to predict even with only 10 weeks to go.
The old saying, “There is nothing so constant as change”, seems a fitting description of the future in terms of Employment legislation. Every April and October new laws or changes to existing legislation are introduced. Although, there are 4 key changes in April 2019 affecting employers, there could be many more by October depending on Brexit.
1, Gender Pay Gap Reporting deadline In April employers with over 250 staff have to file their gender pay gap reports by the 4 April 2019 and this must appear on their websites and be uploaded on to the government’s reporting website.
2, National Minimum Wage
From 1st April minimum wage increases to the following:
• Apprentices £3.90 per hour
• Under 18 £4.35 per hour
• Between 18-20 £6.15 per hour
• Between 21-24 £7.70
• Over 25 £8.21
3, Auto – enrolment minimum contributions
From 6 April the Employer class 1A, National insurance contributions will rise to 3% and 5% for employees to produce a minimum of 8%.
4,Pay Slip Changes
From 6 April 2019 there are two changes to the Employment Rights Act 1996 which mean that payslips must include the total hours worked if the pay varies according to the number of hours worked such as variable hours or zero hours contracts. Payslips must also be given to “workers” as well as employees.
We are helping our clients plan for their future staffing needs in 2019 and offer an initial free consultation.
If you have any questions regarding the above contact Slade de Lacey, Partner and head of our employment law and HR team on 01752 246011 or e-mail firstname.lastname@example.org
- About Us
- Beers for Business
- Beers For You
- Pricing & Services
- Find Us