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  • Gemma Burke

2019 Employment Law Changes - What do you need to know?

Updated: May 8, 2019

Every April, HR professionals and organisations are faced with a number of amended or new employment law changes to meet. This year, alongside these changes, Brexit has dominated the headlines and continues to be a major issue. Many of the anticipated changes are yet to be decided with the Brexit deadline now being extended.


They key updates to be aware of as we start the new financial 2019/20 year:


1. National Minimum Wage - The national living wage for workers aged 25 and over increases to £8.21 per hour on 1 April 2019.


Other national minimum wage rates also increase, with hourly rates rising to £7.70 for workers aged 21 to 24, to £6.15 for workers aged 18 to 20 and to £4.20 for workers under 18 who are no longer of compulsory school age.


2. Statutory sick pay and family related pay - The weekly rate of statutory maternity, paternity, adoption and shared parental pay increases to £148.68 for pay weeks commencing on or after 7 April 2019.


The weekly rate of statutory sick pay increases to £94.25 from 6 April 2019.


3. Gender pay gap - The deadline for private-sector and voluntary-sector employers to publish their second report is 4 April 2019, while public-sector employers must publish their second gender pay gap report no later than 30 March 2019.


The gender pay gap report must appear on the employer’s website in a publicly accessible manner and, once published, must remain there for at least three years.


Employers should also upload the gender pay gap results to the government’s reporting website. Although commentary on the gender pay gap results is not required, many organisations are choosing to add a narrative to help to put their numbers in context, particularly where there is a wide gender pay gap.


Once the deadlines pass, large employers that have not published their gender pay gap figures may face public criticism for failing to do so.


4. Preparing for Brexit - Deadline for application for settled status will be 30 June 2021, or 31 December 2020 if the UK leaves the EU without a deal.


Deadline for exit date has been extended until Autumn 2019. Further information on steps organisations must take will be released closer to the time.



If you have any questions on the above changes or require support in implementing policies for these, please contact Energise Consulting.


#employmentlaw #employmentlawupdates #April2019 #EnergiseConsulting


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