5 key employment law changes for 2019
1. Itemised payslips from April 2019
Employers will be required to provide itemised payslips for employees and workers with effect from 6th April 2019. The payslips must show the number of hours for which the employee / worker is being paid. The changes apply in particular to those employees / workers whose hours or rate of pay varies, such as those working night shifts at a premium rate.
To comply, the payslips must either:
- show the combined number of hours worked for which payment is being made
- itemise the figures for different types of work worked and/or different rates of pay.
2. Executive Pay Ratio Reporting
From January 2019, companies which are publicly listed e.g. on the Stock Exchange and which employ 250 employees or more will be required to publish the ratio between the pay of their CEO and the average earnings of their employees. The ratio is to be published as part of the company’s annual report for the 2019 financial year.
3. Increase in National Living Wage
With effect from 1st April 2019, the National Living Wage figure for working adults aged 25 or over will increase to £8.21 per hour, a rise of 4.9%.
The other National Minimum Wage rates will increase from the same date as follows:
- the rate for 21- to 24-year-olds rises from £7.38 to £7.70 per hour
- the rate for 18- to 20-year-olds rises from £5.90 to £6.15 per hour
- the rate for 16- to 17-year-olds rises from £4.20 to £4.35 per hour
- the rate for apprentices rises from £3.70 to £3.90 per hour.
4. Increases in Statutory Sick Pay, Statutory Maternity Pay etc.
From 6th April 2019, the new rate for Statutory Sick Pay will be £94.25.
From 7th April 2019, the new rate for Statutory Maternity / Paternity / Adoption / Shared Parental Leave payments will be £148.68.
5. Applying for Settled Status for EU Nationals
From the end of March 2019, EU nationals who have 5 years’ continuous residence in the UK can apply for ‘settled status’. Once granted, EU citizens with settled status can continue to live in the UK indefinitely after June 2021. Employers should continue to check all employees’ right to work in the UK.
For any queries relating to these or any other employment law matters, please contact us at email@example.com
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