UNLESS you’ve been hiding under a rock, you will be aware of the changes to GDPR coming into effect in May 2018, but are you ready? At Tollers, we are, and are here for you to help you get ready, too.
What you may not be aware of, is that there will be other key employment law changes, which will be coming into force in April 2018. These are:
* Statutory Redundancy Pay Increase
o Under the statutory redundancy scheme, there is a maximum limit on the weekly pay that is awarded. From 6 April 2018, this will increase from £489 to £508.
o If you dismiss employees due to redundancy, then you must pay those with two years’ service an amount based on the employee’s weekly pay (as above), length of service and age.
* Statutory Family – Related Pay and Sick Pay Rates Increase
o Statutory Maternity, Paternity, Adoption and Shared Parental Pay will rise from £140.98 a week to £145.18 a week, effective from 9 April 2018.
o Statutory sick pay is also due to increase from £89.35 to £92.05.
* National Minimum Wage and National Living Wage
o On 1 April 2018, the National Minimum Wage will increase. For workers aged 25 and over, it will increase from £7.50 to £7.83 an hour (this is known as the National Living Wage).
o It is important to adhere to the National Minimum Wage, as you could be liable to compensate an employee who has not received it within a specific reference period.
What does this mean for you?
Employers must ensure they are correctly calculating employees’ entitlement to statutory payments, taking into account the date of termination and the date the new rates come into force. They must also make sure that their policies comply with the changes required under the GDPR.
If you would like further advice or information regarding updating your Data Protection Policies or the key changes coming into effect, Rebecca List and Tollers employment team can help. The Tollers HR Support package could also help, for more information see our advert on page 10 or talk to Tollers on 01604 258558.
