It is fair to say year on year a significant amount of change is inevitable. With change however comes uncertainty.
The key changes which have come into force & are still due to take effect include:
• 1February – New tribunal award limit came into force for unfair dismissal an increase from £72,300 to £74,200.
• 8March – Parental leave increased from 13 weeks to 18 weeks.
• March- DBS (CRB) checks became portable between employers.
• 6April – Collective consultation periods were reduced to 45 days.
• 6April – RTI for payroll reporting began.
• 7April – Statutory Maternity, paternity & Adoption pay increased to £136.78
• 6April – SSP increased from £85.85 to £86.70
• Summer– fees for bringing an employment tribunal claim will be imposed.
• Sept/Oct– Employee-shareholder contracts are introduced.
As such Employers must take into consideration current contracts of employment and specifically family friendly policies.
Are your documents legally compliant and reflect today’s legislative changes?
Do they meet all statutory obligations?
Many employers are still not aware of their responsibility of ensuring terms & conditions of employment are in place within 2 months of an employee starting work. If this is not in place you could face an automatic 25% uplift at an employment tribunal.
It is recommended you have a fit for purpose employee handbook with clearly defined policies and procedures in place.
With the Government moving to a more family friendly stance affecting– Maternity, Paternity and adoption rights, the next phase is likely to look at things such as time off for fertility treatment, increased flexible working, and more time off for dependents.
The impact this can have on a smaller workforce means the time is now to look at your policies and business continuity plans.
Contact me now to discuss how HHR can support you with our HR in a Box toolkit and business continuity planning!
E: firstname.lastname@example.org W: www.harrieshr.co.uk