Is your business ready for the Employment Law changes in 2020?

Posted On: 2nd January 2020

employment law changes 2020

Now you’ve waved goodbye to a fun packed 2019 we ask you to pause and ask the question…is your business ready for 2020?

Missing the boat with Employment Law changes can leave you open to large fines, unhappy employees and time consuming and costly Employment Tribunals.

To help you prepare for 2020 we have summarised the top employment law changes coming in 2020:

1.Parental Bereavement Leave and Pay

The Parental Bereavement Leave and Pay Act 2018 has now been passed by Royal Assent and is expected to come into force in April.

It will give all employed parents the right to 2 weeks’ leave if they lose a child under the age of 18, or suffer a stillbirth from 24 weeks of pregnancy. Parents will also be able to claim pay for this period, subject to meeting eligibility criteria.

2.Changes to written statements of employment particulars

There are three important changes to written statements, which will apply from April 6th 2020:

  1. All workers employed on or after 6th April 2020 will be entitled to a written statement of employment particulars (employment contracts).
  2. Employees and workers must be provided with their written statement on or before their first day of employment.
  3. There are five additional information now required in written statements.

3.Changes to agency workers’ rights

There are three important changes to agency workers’ rights which will apply from 6th April 2020:

  1. Abolition of the Swedish Derogation (sometimes referred to as ‘pay between assignments’ contracts). Previously agency workers could agree a contract which would remove their right to equal pay with permanent counterparts after 12 weeks working at the same assignment. From 6th April 2020, these contracts will no longer be permissible, and all agency workers, after 12 weeks, will be entitled to the same rate of pay as their permanent counterparts.
  2. All agency workers will be entitled to a key information document that more clearly sets out their employment relationships and terms and conditions with their agency.
  3. Agency workers who are considered to be employees will be protected from unfair dismissal or suffering a detriment if the reasons are related to asserting rights associated with The Agency Worker Regulations.

4.Changes to holiday pay calculations

From 6th April 2020, the reference period to calculate a ‘week’s pay’ for holiday pay purposes will be extended from the previous 12 weeks of work to the previous 52 weeks.

For more information, advice or to discuss any of the above please get in touch:

01926 355 560

info@absoluteworks.co.uk

Our team of experts would love to help.