As of the new year, there are a number of Employment Law changes coming into effect that both employers and employees need to be aware of. In order for you to be prepared for each of these changes and make the appropriate arrangements, we have compiled a comprehensive list of each change in order from the start of 2019.
The first employment change of the year pertains to executive pay gap reporting. As of the first, regulations will require UK listed companies with more than 250 UK employees to annually report on the pay gap between their average worker and chief executive. The first report will be due in 2020.
As a result of Brexit, employment law is subject to change from this date, although if the 2-year Brexit negotiating period is extended this date will change. If this date remains, a transitional phase will ensue until 31st December 2019 in which free movement for EU citizens will continue and the UK will remain within EU trade agreements.
All departments within the public sector with 250 employees or more will be required to publish their gender pay gap by this date.
The new National Minimum Wage and National Living Wage will come into effect.
The government equalities office will move to the Cabinet Office to gain more influence and make progress towards equality.
All private and voluntary sectors with 250 employees or more will be required to publish their gender pay gap by this date.
Two key changes to the Employment Rights Act 1996 will come into effect, changing payslip information. Employers must include total hours worked where the pay will vary according to hours worked and payslips must be given to all workers, not just employees.
To find out more details on each of these changes visit www.legislation.gov.uk