Significant legislative changes are set to impact workplace policies, pay, and employee rights.
- Employment lawyer Sally Morris urges businesses to prepare ahead of the legal changes effective from April.
- Increases in the national minimum wage will affect different age groups with varied percentage hikes.
- New regulations will affect sick leave, paternity leave, and holiday allowance calculations.
- Employers must update policies, templates, and handbooks in compliance with the new rules.
A well-respected employment lawyer, Sally Morris, has highlighted a series of governmental legislative changes that will reshape workplace policies, employee rights, and pay structures. These regulations, set to take effect from 1 April, necessitate urgent preparation by businesses to ensure compliance.
Key among these changes is the increase in the national minimum wage, which will rise by 9.8% to £11.44 for employees over the age of 21. For younger workers, aged 18-20, the hourly rate will increase by 14.8% to £8.60, and for those aged 16-17 and apprentices, there will be a noteworthy 21.2% hike to £6.40.
Additionally, from 6 April, statutory sick pay will see an increase from £109.40 to £116.75 per week. These adjustments reflect a commitment to improving financial support for all categories of workers.
Legislative changes will also transform paternity leave, allowing fathers or partners to split their leave into two separate weeks during the first year of a child’s life, as opposed to the previous requirement for a single continuous block. Notice periods for paternity leave have been reduced from 15 weeks to 28 days.
Holiday allowance rules will also shift, affecting those working irregular hours or part of the year. Furthermore, carers will be entitled to one week’s unpaid leave annually, providing flexibility for employees with dependents needing long-term care.
Businesses must act swiftly to update their workplace policies. Sally Morris has emphasised the importance of amending paperwork, templates, and handbooks in alignment with the new legal requirements. She advises staying ahead of these changes to efficiently manage potential increases in employee absences.
Timely preparation and adaptation to these legislative changes are essential for businesses to remain compliant.
