5 HR & Employment Law Changes to Expect in 2020
In these days of political and economic uncertainty, it is more important than ever for HR teams to remain informed to provide practical advice to business. As we approach May, we surpass the amended employment law deadlines that have come in this April, including changes on payslips, increases to national minimum wage and gender pay reporting procedures. There is no time like the present to stay abreast of the changes to come in 2020!
1. Good Work Plan: Agency Workers
The government published the ‘Good work plan’ in December 2018 and made a commitment to provide businesses the ability to opt out of equal pay requirements that govern pay-between-assignment arrangements for their permanent staff when using agency workers instead.
2. Good Work Plan: Annual Leave
The plan makes a commitment to improving the holiday arrangements for seasonal workers, who tend to lose out over the way it is currently calculated. The government is lengthening the reference period for determining an average week’s pay from 12 weeks to 52 weeks in order to correct this.
3. Good Work Plan: Statement of Terms
Under the plan, the entitlement to a statement of ‘written particulars’ (terms and conditions of an employment) is extended to include workers as well as employees. This will also become a day one right.
4. Extension of IR35 to Private Sector
Chancellor Philip Hammond announced in the Budget on 29 October 2018 that the IR35 tax rules would be extended to the private sector. The rules are aimed. At reducing tax avoidance for off-payroll contractors working through personal service companies (PSC) The extension will only apply to large and medium-sized organisations.
5. Parental Bereavement Provision
Employed parents will gain the right to at least two weeks of leave following the death of a child under the age of 18. This right will apply from day one of employment. Bereaved parents will also be entitled to be paid while they are off if they meet the eligibility criteria.
With the transitional period relating to Brexit coming to an end in December 2020, there will undoubtedly be a host of new changes to come. We will ensure to provide regular updates as and when we learn of them to help you stay informed and up-to-date.
Are there any major changes that we have missed? What do you think Brexit will have in store for employment laws? Let us know in the comment section!