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New Year’s Resolutions

January 6, 2016


Type: HR, Latest Blogs

Well a Happy New Year to you from Team Evergreen HR.
It’s 2016 already and it’s an exciting time where you are probably thinking about your goals for the New Year and setting your priorities.  To help you for planning ahead, here’s the low down on some of the key changes in employment law coming up in April 2016.


1)  Gender Pay Reporting Begins – Regulations will be introduced by 26 March 2016 that will make it compulsory for organisations with 250 or more employees to publish information about the difference between men and women.  This will need to include details of the gap in bonus payments.  However, further details of what this means for employers are yet to be disclosed.


2)  National Living Wage Introduced A significant change for the lowest-paid workers is the introduction of the national living wage on 1 April 2016.  For the first time, employers will need to pay staff aged 25 and over the national living wage, which will work as a new top rate of the national minimum wage. For those aged under 25, lower national minimum wage rates will apply.  The national living wage is initially set at £7.20.  The national living wage is separate to the living wage, a recommended rate based on the cost of living, used by the Living Wage Foundation.


Another change concerning minimum pay is the doubling of the penalty for failure to pay staff the national minimum.


3)  Statutory Parental Pay and Sick Pay Frozen – The Government has proposed that the annual increase in the weekly rate of statutory maternity pay, statutory paternity pay, statutory adoption pay and statutory shared parental pay will not happen in 2016.  Statutory sick pay will also remain the same.


4)  Workers given power to seek redress where employer ignores ban on exclusivity clauses – Exclusivity clauses in zero hours contracts were prohibited in 2015.  From 11 January 2016, employees will have the power to make a complaint to an employment tribunal where they have been dismissed or subjected to a detriment following breach of an exclusivity clause.


5)  New rules to protect apprentices – The Government bans organisations from using the term “apprenticeship” where it is applied to describe a scheme that is not a statutory apprenticeship, for example in a job advert.
6)  Updated laws on employing foreign workers – The Immigration Bill makes various changes to the law applying to foreign workers, including: creating an offence of illegal working; requiring all public-facing public-sector employees to speak English fluently; and introducing an immigration skills charge for employers that use foreign workers.


For more information on the topic please contact Sue Green at

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