A series of legislative changes are poised to transform workplace policies and employee rights across the UK. Sally Morris, an employment specialist, has emphasised the importance of employers staying informed and prepared.
- The national minimum wage will see a significant increase starting 1 April, impacting various age groups differently.
- Changes in how holiday allowances are calculated for workers with irregular hours or part-year contracts will also take effect from 1 April.
- New regulations pertaining to statutory sick pay, paternity leave, and unpaid leave for carers are scheduled for implementation in early April.
- Employers need to amend workplace literature and advise employees to remain compliant amidst these changes.
A well-respected employment lawyer, Sally Morris from Midlands law firm mfg Solicitors, has highlighted imminent legislative alterations set to overhaul workplace policies across the UK. These changes, effective from 1 April, aim to bolster employee rights, necessitating proactive compliance from businesses.
The national minimum wage is set for a noteworthy increase with a 9.8% hike in hourly pay to £11.44 for those over 21. Younger workers aged 18-20 will see their wages rise by 14.8% to £8.60, while 16 and 17-year-olds, including apprentices, will receive a 21.2% increase to £6.40.
From the same date, new provisions for calculating holiday allowances will benefit workers on irregular hours or part-year contracts, ensuring fairer compensation for their time.
Moreover, statutory sick pay will rise from £109.40 to £116.75 per week starting 6 April, reflecting broader efforts to enhance employee welfare. Accompanying this are new entitlements for employees needing to care for dependents, granting a week of unpaid leave annually.
The Paternity Leave Amendment Regulations 2024 further provides flexibility, allowing paternity leave to be split into two separate weeks within the first year, departing from the former mandatory continuous leave.
Furthermore, statutory maternity pay, paternity pay, adoption pay, shared parental pay, and related benefits will increase to £184.03 per week from 7 April. These adjustments mark a significant step in supporting new parents and carers.
Morris stressed the necessity for businesses to not only update their employment policies and documentation but also to be fully apprised of these legal modifications to accurately guide their workforce. A lack of adherence could result in non-compliance issues that may affect business operations.
Businesses must swiftly adapt to these substantial legislative changes to ensure compliance and protect both employer and employee interests.
