There are some new rules around redundancy where the employee is pregnant, on maternity leave, adoption leave, or shared parental leave.
Read moreApril 2024 sees changes to the rules around paternity leave, flexible working and time off for carers, all of which demand some attention.
Read moreFor 1st April 2024 the national living wage rate has increased from £10.42 to £11.44 per hour. However, this is not the only change taking place .
Read moreFor leave years starting from the 1st of April 2024, businesses are now legally permitted to provide holiday pay on a ‘rolled up’ basis and should calculate leave and pay entitlement at a fixed rate. BUT ONLY FOR irregular hours or part year workers.
Read moreThis year sees a raft of changes to employment law that businesses need to be aware of. Significant changes have been made to holiday pay, flexible working, carers’ rights, paternity, and pregnancy and maternity rights.
Read moreOne of the key advantages of hiring an agency worker is the very low risk of a claim for employment rights by the worker against the hirer. This position has been challenged many times over the years, but remains legally secure as things stand. Now however there is a new challenge, the Status of Workers Bill, which has recently been proposed by the House of Lords to create a single status for workers as employees, in effect demolishing worker status altogether.
Read moreEAS enforces the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (‘the Regulations’) and is conducting an increased level of inspection, both on a routine basis and in respect of complaints, and routine checks. What does an inspection involve and if inspected, would your business comply with key elements of the Regulations? Businesses can […]
Read moreAfter years of controversy, rolled-up holiday pay is to be allowed for agency workers and others from April 2024, but subject to complex rules on application and calculation. This means that agencies who supply temporary workers will need to get to grips with how the new rules operate. At the same time, more and more agencies are being […]
Read moreHMRC has recently updated guidelines for umbrellas, and individuals who work through an umbrella. There has also apparently been a surge in umbrella accreditation services. Does accreditation actually address the issues identified in the government’s consultation on how to regulate the umbrella company market which was announced earlier this year?
Read moreThe Home office has published a new code of practice applicable to employers establishing that an employee has a right to work in the UK. The new code is applicable from 22nd January 2024, and if steps within it are followed should result in an employer having a defence against liability should the employee not have a right to work.
Read moreThe government has published a consultation on once again removing the restriction in R.7 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (‘Conduct Regs’) on employment businesses supplying candidates to cover those taking part in official strike action or other official industrial action.
Read moreFollowing two government consultations on holiday pay in 2023 draft legislation has now been published to change the rules. The current law has been in place since the advent of the Working Time Regulations in 1998 but due to Brexit and the Supreme Court decision in Harpur v Brazel, which caused considerable confusion in practical terms, there has been a need for clarification particularly on the issue for temporary workers including agency workers.
Read moreCompany insolvencies are reported by the Insolvency Service to be at their highest levels since the 2009 financial crisis. Recruitment businesses may be worried about the risk of hirer insolvency or financial difficulty. Where does a business stand if a hirer client is still trading but can’t or won’t pay, and are there steps that can be taken to improve the prospect of recovery?
Read moreThe Employment Agency Standards (EAS) is a section of the Department of Business and Trade. It’s responsible for enforcing compliance with the Conduct of Employment Agencies and Employment Business Regulations 2003 (Conduct Regulations) and has extensive powers to ensure recruitment businesses operate within the law. It is currently increasing its inspections of recruitment businesses, here are some points to note.
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