Employment Law Updates 2020

There are a number of significant changes to Employment Legislation and your Employment Rights coming soon:

  • Changes to written statements of employment particulars

  • Holiday Pay Calculations

  • Parental Bereavement Leave

  • Zero Hours

  • National Living Wage

Changes to written statements of employment particulars

There are three important changes to written statements, which will apply from April 6th, 2020:

  1. All workers employed on or after 6th April 2020 will be entitled to a written statement of employment particulars

  2. Employees and workers must be provided with their written statement on or before their first day of employment

  3. There is additional information that written statements will need to contain, 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 training provided by the employer.

Changes to holiday pay calculations

From 6th April 2020, the reference period to calculate a 'week's pay' for holiday pay purposes will be extended from the previous 12 weeks of work to the previous 52 weeks.

Currently, if you have variable hours, to calculate holiday pay an average is taken of hours worked and pay received over the last 12 weeks.

There are two important changes to the Employment Rights Act 1996, affecting pay slip information, which will come into force on 6 April 2020:

  • Employers must include the total number of hours worked where the pay varies according to the hours worked, for example under variable hours or zero hour contracts

  • Payslips must be given to 'workers' and not just employees.

Currently, an employee is an individual employed under a contract of employment. A worker who is not an employee, works under a contract whereby the individual "undertakes to do or perform personally any work or services for another party to the contract whose status is not … that of a client or customer". From a nanny perspective we are talking self-employed here. From 6th April 2020, both must receive a payslip.

Parental Bereavement Leave

The Parental Bereavement Leave and Pay Act 2018 has been passed by Royal Assent and is expected to come into force in April 2020.

It will give all employed parents the right to 2 weeks' leave if they lose a child under the age of 18 or suffer a stillbirth from 24 weeks of pregnancy. Parents will also be able to claim pay for this period, subject to meeting eligibility criteria.

National Living Wage

The rates for the national minimum wage will increase on 1 April 2020. The national living wage rate, for workers aged 25 and over, will increase from £8.21 to £8.72.

The rates for younger workers will also increase, with hourly rates rising to £8.20 for workers aged at least 21 but under 25, to £6.45 for workers aged at least 18 but under 21 and to £4.55 for workers aged under 18 who are no longer of compulsory school age. The rate for apprentices will rise to £4.15.

Employers should also ensure that they fully comply with changes to other statutory pay requirements. The proposed rate for statutory maternity, adoption, paternity and shared parental pay is £151.20, up from £148.68. The rate for statutory sick pay is also expected to increase on 6 April 2020. The proposed new rate is £95.85, up from £94.25.


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Email: Info@bapn.org.uk


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