Employment law 2016: What managers need to know - Mitrefinch - Mitrefinch

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Employment law 2016: What managers need to know

Published: February 11, 2016

There has been a raft of new changes made to employment legislation in the last few years, with many due to come into force in 2016.

With all these new developments in the pipeline, it is important that employers are prepared for the introduction of these new pieces of legislation. Some of these new regulations have been a hot topic of debate with many businesses concerned about the impact it would have on their firm.

Below, we have compiled a list of the major changes that firms need to look out for.

National Living Wage

On April 1st 2016, a national living wage will be introduced. Currently, it is set at £7.20. The penalty for employers that fail to pay the minimum is set to double.

For the first time in the UK, bigger businesses will be required to publish details about any gender pay gap in their company.

On March 26th, the new law will come into force and make it compulsory for organisations with 250 or more employees to publish information about the difference in pay between men and women, including bonus pay.

It is not yet known exactly how this will impact employers, but more information will be published in the run-up to March.

Overseas workers

The government has introduced measures designed to clamp down on illegal working and requires all public-sector workers who interact with the public to speak English fluently. There will also be an immigration skills charge for those that employ foreign workers. All of this comes under under the Immigration Bill.

Exclusivity clause

Employers that ignore the ban on exclusivity clauses in zero hour contracts could be taken to a tribunal by workers who make a complaint after being dismissed from their job, following a breach of such a clause.

Trade Union law

The voting threshold for trade unions that want to take industrial action has been increased to 50 per cent. Furthermore, 40 per cent of those in the public sector that are entitled to vote must do so. The government has also introduced a four-month time limit for industrial action after the ballot, under the Trade Union Bill.

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