Employment Law Changes April 2020 | Howells Solicitors

Employment Law Changes April 2020

Amongst all the corona chaos it may have been easy to miss some important changes to employment law.

From 1 April there was a significant increase in National Minimum Wage, from £8.21 per hour to £8.72 per hour for those aged 25 and over.

And from 6 April employees and workers (including agency workers and those on zero hours contracts) got the right to a written statement of terms and conditions (contract) from day 1 of their employment. It must be provided on or before they start, and in addition to all the terms already required in such documents, include:

  • the hours and days of the week the worker or employee is required to work, and whether they may be varied and how
  • entitlements to any paid leave
  • any other benefits not covered elsewhere in the written statement
  • any probationary period
  • training provided by the employer

This makes it more important than ever that employers have compliant contracts ready to use at any time. Employees and workers who are already employed can request a compliant or updated contract and this must be provided within one month of the request.

Parental Bereavement Leave was introduced. So employed parents whose child aged under 18 years old dies or who have a stillborn baby after 24 weeks of pregnancy now have the right to two weeks’ paid leave.

All agency workers are now entitled to same rate of pay as their permanent counterparts after 12 weeks, and to a key information document that clearly sets out the type of contract they will have and the pay they’ll receive.

It’s now easier for employees to request an information and consultation agreement with their employer. A minimum of 2%, rather than 10% of employees (or at least 15 people), in workplaces with 50 employees or more can request a formal agreement to be informed and consulted about workplace matters.

Finally, the period for calculating holiday pay for employees and workers whose hours are different in each pay period has changed. It is now calculated based on the previous 52 weeks’ earnings rather than the previous 12 weeks’ earnings.

If you need advice about how these changes might affect you or your business, don’t hesitate to get in touch with our friendly expert employment law solicitors Clare Fowler and Danny Smith on 0114 249 66 66 or [email protected]

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