robbryanassociates

Changes to sick pay rules from April 2019

In absence, Employment law, Uncategorized on April 11, 2019 at 12:27 pm

As of 6th April 2019 entitlement to sick pay is changing. The amount employees need to earn in order for Statutory Sick Pay to apply is rising from £116 per week to £118. The rate of pay will also increase by £2.20 to £94.25 per week.

As before employees need to have been off work sick for 4 or more days in a row (including non-working days) to qualify and SSP can be paid for up to 28 weeks.

 

If you would like guidance on managing absence in your workplace, contact us at Rob Bryan Associates Limited Main Office: 01462 732444  www.robbryanassociates.org.uk

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5 Important Employment Law updates in April 2019

In Uncategorized on February 28, 2019 at 11:34 am

April 2019

1. New minimum wage rates

The National Living Wage (NLW) and National Minimum Wage (NMW) are set to rise in April.
The new rates will be:

  • NLW (25+) – £8.21 per hour
  • NMW for 21-24-year-olds – £7.70 per hour
  • NMW for 18-20-year-olds – £6.15 per hour
  • NMW for 16-17-year-olds – £4.35 per hour
  • NMW apprentice rate – £3.90 per hour

Employers with staff earning the NLW or NMW, or close to it should check what adjustments need to be made ready for April.

 

2. Increases in statutory sick pay, maternity, paternity, adoption and shared parental pay

  • Statutory sick pay will rise to £94.25 per week
  • Statutory maternity, paternity, adoption, and shared parental payments will rise to £148.68 per week
  • Accommodation offset will rise to £7.55 per day

 

3. New statutory compensation rates

  • the limit on the daily amount of statutory guarantee pay will increase from £28 to £29
  • the limit on the amount of the unfair dismissal compensatory award will rise from £83,682 to £86,444 (there is an additional cap of one year’s gross salary on the compensatory award)
  • the minimum basic award for certain unfair dismissals will go up from £6,203 to £6,408.
  • The main change is that the amount of a “week’s pay” for calculating statutory redundancy pay and certain unfair dismissal awards is to go up from £508 to £525 from 6 April 2019. The maximum unfair dismissal compensatory award will increase from £83,682 to £86,444 and the limit on the daily amount of statutory guarantee pay will rise from £28 to £29.

 

4. Workplace Pension Auto-enrolment increases

  • The minimum contribution will now be a total of 8%. The employer minimum contribution will be 3%.
Date Employer minimum contribution Total minimum contribution
Currently, from 6 April 2018 to 5 April 2019 2% 5% (including 3% staff contribution)
6 April 2019 onwards 3% 8% (including 5% staff contribution)

5.  Payslips

  • Changes to the way employers issue payslips will also come into force on 6th April 2019 as from this date onwards the legal right to a payslip will be extended to include those who are recognised as ‘workers’.
  • Employers are required to:
  • provide payslips to all workers
  • show hours on payslips where the pay varies by the amount of time worked
  • Employers should work with their payroll departments to ensure that correct procedures are in place by April.

Mental Health in the Workplace

In Uncategorized on February 14, 2019 at 10:32 am

Let's talk about mental healthAround 25% of workers in the UK will suffer from poor mental health at some point in their working life. The cost to business, work teams, workers and their families is high.
As a manger or business owner what can you do to support your workers and aid recovery?

Recognise the issue
If you employ enough people for long enough then you will, if you haven’t already, encounter a worker with a mental health problem. Be prepared and informed. Find out about the 6 standards that the HSE have identified as factors in workplace stress.

Talk
This doesn’t have to be a direct question about their mental health – try to find out what circumstances are impacting them within the workplace. The HSE standards can be used as a framework for your discussion. Look for ways you can support and assist. You may be able to communicate some of your observations but remember that it is not a disciplinary hearing. Make sure you agree a date to talk again. It may take a number of discussions before an employee is willing to open up.

Plan a recovery programme
Recovery periods in cases of mental health can be uncertain and each person is different. Obtain a report from the worker’s GP and include specific advice in your plan. Record what steps are agreed and put in dates for review.

Create a supportive working environment
Improve your awareness and knowledge – promotion of well-being is as important as assisting with recovery. You could also look into offering an Employee Assistance Programme (EAP).
Be aware of unusual patterns of absence, behaviour or productivity as these can be signs of an issue.
A temporary period of flexibility may help.
Some larger organisations have well-being ‘first-aiders’ a person can approach if they are feeling overwhelmed.

Let’s be knowledgeable and prepared to tackle these issues and let us have the courage to act on what we see around us and create a workplace that can support those working within it.

For more resources to help you approach Mental Health see our website.