There are a number of employment law changes in 2019 which employers need to prepare for. These include the following:
Itemised pay statements extended to workers
Workers will have the right to an itemised pay statement with effect from 6th April 2019.
This means that workers whose pay varies in terms of the time worked will have the right to receive an itemised pay statement from their employer which details the total number of hours worked for which the variable pay is received.
Gender pay gap reporting
Those employers in the private sector who employee 250 or more employees on 5th April 2019 will need to report on their percentage gender pay gap annually.
Employers will need to publish their reports on their own website and the Gov.UK website. For private and voluntary sectors employers, they must also include a written statement confirming their accuracy which is signed by a senior employee of the Company.
Brexit led changes to the law on immigration
Once the UK leaves the EU, free movement will end although, in reality, there are likely to be delays in terms of the actual implementation of the required arrangements.
Following this, it is highly likely that the employment of workers from the EU will be subject to the same restrictions as non-EU nationals. This means that employers may need to re-think their workforce planning strategy for employing overseas workers.
Increases in statutory family pay
With effect from 7th April 2019, the rate of statutory maternity, adoption, paternity and share parental pay is due to increase to £148.68 per week.
Increases in the national minimum wage
With effect from 1st April 2019, the national living wage is due to increase to £8.21 per hour.
Increase in statutory sick pay
From 6th April 2019, statutory sick pay is due to increase to £94.25 per week.
Parental bereavement rights
It has been confirmed that the government intends to introduce a right for bereaved parents to take paid time off work from April 2020. The current plans will allow a bereaved parent to take leave as a single two-week period or as two separate periods of one week, or as a single week. It is intended that a bereaved parent will have 56 weeks from their child’s death to use this leave.