In this newsletter we look at the latest legislation updates including National Minimum Wage changes and Pension contribution changes, along with recent rulings from the courts and Social Media Misconduct and Dismissals.
We hope you find this newsletter informative and helpful, if you would like more information on any aspect please contact us. Don’t forget to take a look at our website to see the full range of our services.
From basic Contracts of Employment to a fully Outsourced HR service we can help. If you would like to know more about any of our support, consultancy, and training services, and see how we can help you, please visit our website or contact us at email@example.com to arrange a Free no-obligation consultation.
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From 6 April, employers must include, in payslips, details of the total number of hours worked where pay is variable depending on hours worked (e.g. zero hours contracts). Payslips will also need to be provided to ‘workers’ as well as employees.
Auto-Enrolment Pension Contributions
From 6 April 2019, the minimum amount which employers must pay into automatic enrolment workplace pensions will increase from 2 % to 3%. The minimum amount which employees must pay will increase from 3% to 5%.
National Minimum Wage
As of 1 April 2019, the National Minimum / Living Wage will increase to:
• £8.21 for workers of 25 years and over;
• £7.70 for workers between the ages of 21 and 24;
• £6.15 for workers between the ages of 18 and 20;
• £4.35 for workers under the age of 18;
• £3.90 for apprentices under 19 or in the first year of their apprenticeship.
Statutory Rates of Pay
From 6 April 2019, the requirements to qualify for statutory sick pay will also change. In order to qualify for weekly payments of £94.25, employees will need to earn at least £118 per week. Also set to rise is maternity, paternity, adoption and shared parental payments, which will be set at £148.68 per week from April 7 2019.
Operational Managers are key to a Company’s success, and how they work with and manage their teams is an essential part of this. We provide the following training courses to help Managers deal with issues and people correctly to enhance your business.
• Managing Discipline & Grievance
• Managers Guide to Handling Stress
• Influencing Styles and Persuasive Negotiating
• Managing Conflict
• Managing Performance
• Managing Attendance
All of our courses can be tailored to suit your exact needs and delivered at your premises if required.
Our ½ day Discipline and Grievance course is designed to:
• Guide managers on how to effectively handle all disciplinary and grievance issues within the workplace;
• Raise manager’s awareness of the effects in the workplace if issues are not handled efficiently;
• Help managers to identify what to do and what not to do, and to gain a thorough understanding of the statutory requirements and their role and responsibilities within the process.
The course supports managers dealing with disciplinary and grievance related issues within the workplace, identifying their organisational and statutory responsibility for effectively managing such issues. It guides managers through the informal and formal stages of the disciplinary and grievance processes whilst continually emphasising the need for proactive management in order to reduce the impacts on the organisation and also furthers manager’s understanding of their responsibilities through scenarios and case studies.
More details on each of the training courses can be found on our website.
We have established key partnerships to enable us to provide a rounded ‘people’ solution to our clients, including:
• Occupational Health services;
• HR Software.
• Health Insurance and Staff Healthcare Benefits;
We also have a number of other Associate Partners whose services we have used ourselves and also recommend, covering:
• Legal Services;
• Financial Services;
• IT services;
• Insurance Services;
• Health and Safety.
and more. Visit our website to see full information on our partners and services.
Helpful Hints & Tips – Social media misconduct and dismissals
One widely reported case provides useful guidance to employers. An employee made negative comments about her employer on her personal Facebook page when posting the words, “PMSL bloody place I need to hurry up and sue them PMSL.” It should be noted in terms of the employer establishing that damage to its reputation had been caused by this post, that on the employee’s profile she had listed her employer and job title. Other employees saw the comments and reported them to the employer. In concluding the dismissal was fair, the tribunal noted that the employee’s Facebook profile was linked to family and friends and there was nothing to stop those family and friends forwarding those comments open to a wider audience. Crucially in this case, the employer had a clear policy on social media. This included:
• examples of unacceptable behaviour, such as making comments that could damage the employer’s reputation.
• a reminder to employees not to rely on Facebook’s privacy settings, as comments made on these sites can be copied and forwarded by third parties without their consent.
• a warning that serious breaches of the policy could lead to disciplinary action, including dismissal.
It is important for employers to have a social media policy in place that is communicated to staff. Employers should always bear in mind that as well as establishing a fair reason for dismissing, a fair dismissal will always be subject to the employer following a fair dismissal process and considering any mitigating circumstances, or alternatives to dismissal (such as demotion or a final written warning) where appropriate.