This quarterly newsletter does not include any Covid-19 information as there is plenty available from the government and other sources. Therefore, here we simply look at the other legislation updates along with information on the implementation of the Good Work Plan

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 info@connectivebusiness.co.uk to arrange a Free no-obligation consultation.

To get the latest case law updates follow us on Twitter (@connectiveMAC)

Legislation Updates

The following now apply.

National Minimum Wage 
– 25 and above – £8.72 (aka the National Living Wage);
– 21 to 24-year-olds – £8.20;
– 18 to 20-year-olds – £6.45;
– Under-18s – £4.55;
– Apprentices – £4.15.

Statutory payments
Statutory Maternity Pay (SMP)
– weekly rate for first 6 weeks 90% of the employee’s average weekly earnings
– weekly rate for remaining weeks £151.20 or 90% of the employee’s average weekly     earnings, whichever is lower
Statutory Paternity Pay (SPP)
– weekly rate £151.20 or 90% of the employee’s average weekly earnings, whichever is lower
Statutory Adoption Pay (SAP)
– weekly rate for first 6 weeks 90% of employee’s average weekly earnings
– weekly rate for remaining weeks £151.20 or 90% of the employee’s average weekly earnings, whichever is lower
Statutory Shared Parental Pay (ShPP)
– weekly rate £151.20 or 90% of the employee’s average weekly earnings, whichever is lower
Statutory Parental Bereavement Pay (SPBP)
– weekly rate £151.20 or 90% of the employee’s average weekly earnings, whichever is lower
SMP, SPP, ShPP, SAP or SPBP
– proportion of your payments you can recover from HMRC 92% if your total Class 1 National Insurance (both employee and employer contributions) is above £45,000 for the previous tax year
– 103% if your total Class 1 National Insurance for the previous tax year is £45,000 or lower
Statutory Sick Pay
– weekly rate of £95.85

Training Events

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.

More details on each of the training courses can be found on our website.

Partner Services

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;
• Health and Safety.
and more. Visit our website to see full information on our partners and services.

Helpful Hints & Tips – Implementing the Good Work Plan

A number of changes are now in effect as detailed below.

Changes to Employment / Casual Worker Contracts
Written Contracts must be provided on day 1, whereas previously this was within the first 2 months. Contracts also need to contain additional details for the first time, including:
• the hours and days of the week the worker / employee is required to work, whether they may be varied and how;
• entitlements to any paid leave;
• any other benefits not covered elsewhere in the written statement;
• details of any probationary period;
• details of compulsory training provided by the employer.

Extension of holiday pay calculation reference period
The holiday pay reference period, which is used to calculate the average pay of those who work irregular hours, has been extended from 12 to 52 weeks. As such, employers will need to keep track of employees’ working time throughout the year, including overtime to ensure they get the right leave.

Agency Workers
There are several changes that apply to agency workers:
• Abolition of the Swedish Derogation: this may also be known as the ‘pay between assignments’ contracts which would previously see agency workers agree a contract that would remove their rights to equal pay with permanent counterparts after 12 weeks working at the same assignment. These is no longer be permissible and agency workers who have been in their employment for 12 weeks are entitled to the same pay as those on permanent contracts;
• All agency workers are entitled to a key information document that more clearly sets out their employment relationships and terms and conditions with their agency;
• Agency workers who are considered to be employees are protected from unfair dismissal or suffering a detriment if the reasons are related to asserting rights associated with The Agency Worker Regulations.

Break of Service
The time required to rely on a ‘break of service’ (i.e. so that new terms and conditions can apply to the previous ones, and as such no ‘continuous service’ applies) is now a minimum four weeks.

Right to request a more predictable and stable contract
This new development will primarily benefit individuals who are employed on zero-hour employment contracts. This new right means an employee can request a more predictable and stable contract after 26 weeks of employment. Examples of what might be requested include a guaranteed minimum number of hours and certainty as to the days on which they will be asked to work. The employer will have three months to make their decision on any such request.