April is always a key date in the employment law calendar when a number of important changes usually take place, writes Lesley Purveur, of Larken & Co.
This year is no exception. With rises in National Minimum Wage rates, gender pay gap reporting dead-lines, increases to statutory benefits and Tribunal compensation, businesses need to ensure that they are on top of the latest developments and stay compliant with the law.
National Minimum Wage
This increased on April 1, from 9.50 to 10.42 per hour for those aged 23 and over. Other new rate increases are: 21-22 year olds — 10.18 per hour; 18-20 year olds — 7.49 per hour; 16-17 year olds — 5.28 per hour and an increase to the apprentice rate from 4.81 to 5.28 per hour.
Employers should check their pay rates against the new minimum wage rates and ensure, where necessary, they increase remuneration for the first pay reference period beginning on or after April 1.
Statutory Benefits
The weekly rate of Statutory Sick Pay (SSP) increases on April 6 to 109.40 per week (previously 99.35).
Weekly statutory family related pay, including maternity, adoption, paternity, shared parental, and parental bereavement pay increases from 156.66 to 172.48, effective as of April 2.
Employers should ensure staff on maternity, paternity, adoption, shared parental and parental bereavement leave, as well as those on sick leave are paid these new statutory minimum rates, and that all relevant policies and procedures are reviewed and amended to...
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