Some changes are very significant. In particular the introduction of the new shared parental leave rights.
5 April 2015
The new system of shared parental leave will be available to parents of children due to be born or placed for adoption with them on or after 5 April 2015. Eligible employees will be entitled to a maximum of 52 weeks’ leave and 39 weeks’ statutory pay upon the birth or adoption of a child, which can be shared between the parents. For further details see our article “Daddy Day Care” found here and book onto our HR Exchange free SPL event on 15 April in Doncaster details of which are found here.
Adoption rights extended
- Removal of the requirement for 26 weeks’ service before employees become entitled to adoption leave.
- Both single and joint adopters will have the right to attend adoption appointments and will be protected from suffering a detriment or being dismissed in relation to exercising that right.
- Statutory adoption pay will be brought into line with statutory maternity pay.
- Current adoption rights will be extended to couples adopting a child from outside the UK and couples fostering children as part of a Fostering for Adoption placement.
Unpaid parental leave
The age of a child up to which unpaid parental leave may be taken, will be increased from the child’s 5th birthday up to the child’s 18th birthday.
6 April 2015
National minimum wage consolidation
The National Minimum Wage Regulations 2015 (SI 2015/621) will come into force on 6 April 2015, consolidating the National Minimum Wage Regulations 1999 (SI 1999/584) and subsequent amending regulations into one piece of legislation. The regulations will also simplify the drafting and clarify the existing legislative framework but not make substantive policy changes to the rules.
The amended record-keeping, returns and penalties provisions under the Finance Act 2015 intended to combat false self-employment through service companies will apply from 6 April onwards (with the first return due by 5 August 2015)
This is a biggie….many of our clients use self-employed workers to fulfil contracts. If these sub-contractors are used regularly and you have no paper trail to assist with evidencing the fact that they are self-employed, you could find yourself with employment liabilities, as well as the wrath of HMRC.
- Check your obligations on reporting and monitoring
- Check your sub-contractor agreements and have new ones drafted if necessary
- Check arrangements with service companies and your direct arrangements with sub-contractors carefully
- Take advice NOW
For advice on any aspect of employment law and HR call us on 0114 30323300 or email email@example.com