April is a key month for employment law changes and this April
is no different. 6 April is "D-Day" for a number of
significant changes. By way of reminder:
wage – the National Living Wage (for workers aged 25
and over) increased from £7.20 to £7.50 and there were
also changes in the other bands.
Weeks commencing after 2 April
Cap on a week's
pay – the cap on a week's pay (which is used in
statutory redundancy pay calculations for example) increased from
£479 to £489.
5 April and onwards
Gender pay gap
reporting – employers with 250 employees should have
collated their relevant data on the first annual "snapshot
date" yesterday. Today the work on calculations can begin!
Private employers have a 12 month window (4 April 2018) before
calculations must be published on the employer's website and
the relevant government website. Remember that public sector
employers have a earlier snapshot date (31 March), their
calculations need to be published by 30 March 2018 and every four
From 6 April
Unfair dismissal compensatory
award – the statutory cap increases from
£78,962 to £80,541. Don't forget that the cap will
be one year of the employee's gross salary if lower.
– UK employers in the public and private sectors with annual
wage bills of £3 million or more have to pay their monthly
charge – employers who sponsor workers under tier 2
will have to pay £1,000 per year, or £364 if they are a
small employer or a charity;
IR35 – new
rules apply to public authorities paying personal service companies
or other intermediaries. The public authority will need to make tax
and National Insurance deductions as appropriate;
– relief on benefits in kind provided via salary sacrifice
arrangements is being scaled back for benefits entered into from
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The employment landscape is one that is constantly shifting. Employers who fail to keep up with the changes do so at their peril.
We are pleased to invite you to this seminar, designed to help in-house counsel and HR practitioners get to grips with key recent and forthcoming developments in employment, pensions and immigration law and practice and what they mean for your workforce.
The event is going to take place on 26 April 2017 and is addressed to participants of the Berlin Real Estate sector, in particular those dealing with redensification such as investors, developers, brokers, urban housing associations and engineers.
The Court of Appeal has held that where a contract of employment lacks a provision for when notice of termination takes effect, it is effective from when the employee personally takes delivery of the letter containing notice.
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