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The #EmploymentAllowance is vital for so many small employers ✅ 📈 We told City AM that with the National Living Wage set to increase, the Government should announce a rise in the Employment Allowance to support small employers with rising costs 👇 🔗 https://lnkd.in/eNcQYWAE #Employers #SmallBusinesses

There's lots going on in the world of employment tax currently, with the Government's latest flagship initiative 'Make Work Pay' high on the agenda. One component of this is the National Minimum Wage (NMW) (soon to become the 'Genuine Living Wage') and in this article, my colleagues and ex-HMRC NMW specialists, Gareth Dennett and Josiah Greenall give you the lowdown on how to navigate compliance. https://lnkd.in/eq7zdsfH

The polls were right. Labour has a landslide victory, which means a busy, largely unwelcome to-do list for SME employers. Labour’s intentions are no secret, their manifesto told us what was in store, much of it promised within the first 100 days of power. That gives them until October at the latest to deliver, although enacted legislation may take longer to come into force. From national minimum wage rises to more power for the unions, far greater tribunal rights to statutory sick pay from day one, we have all the policy detail covered for you. To know what areas you need to be addressing as an SME, check out our latest blog 👇🏼 #HRSupportLeeds #GeneralElection2024

It is that time of year, April - end of the financial year for many and also when the National Living Wage and National Minimum Wage increase. What employers need to be aware of: 🎂 The threshold has increased - from 1 April this year, anyone over the age of 21 (instead of 23) will need to be paid this increased rate. 💹 It's the largest increase ever - for someone aged 23 the increase from last year is £1.02 and for those aged 21, it represents an increase of £1.26. 💶 If you don't comply - you could be issued with a fine of up to £20,000 and be publicly named and shamed. Read our blog to find out the new changes you need to be aware of from our founder and employment law advisor, Elissa Thursfield: https://lnkd.in/eGvYisRn #nmw #payroll #finance #hr #blog #hroes

Attention California employers: The votes are still being counted, but we might see a substantial minimum wage increase very soon. Are you prepared for the potential changes? Check out the key details employers should know here. As always, staying informed and proactive is crucial in our ever-evolving employment landscape. #CaliforniaEmploymentLaw #MinimumWage #Prop32 #EmployerCompliance

Labour plans employment bill to extend worker rights An election pledge from Labour was to ‘make work pay’ by giving employees’ day-one rights which has had mixed reactions from business leaders This marked a ground-breaking initiative for the government as Deputy Prime Minister Angela Rayner engaged with labour unions and key industry bodies, such as the CBI and Federation of Small Business, to deliberate on the bold Make Work Pay strategies. Rayner's promises will begin with prohibiting zero-hours agreements, which, although they can be taken advantage of, can also benefit both workers and companies. A study by Indeed Flex indicates that 54% of HR leaders in the UK are backing this decision. The lowest wage will be adjusted to a real living wage, established by the Low Pay Commission, to accurately reflect the actual expenses of daily living and mirror the living expenses. Moreover, age categories will be removed, ensuring that all individuals receive equal access to the same minimum wage, although no specific date has been set for its implementation. #Labour #NationalLivingWage #Minimumwage #AngelaRayner #WorkerRights #ZeroHours

Labour plans employment bill to extend worker rights An election pledge from Labour was to ‘make work pay’ by giving employees’ day-one rights which has had mixed reactions from business leaders This marked a ground-breaking initiative for the government as Deputy Prime Minister Angela Rayner engaged with labour unions and key industry bodies, such as the CBI and Federation of Small Business, to deliberate on the bold Make Work Pay strategies. Rayner's promises will begin with prohibiting zero-hours agreements, which, although they can be taken advantage of, can also benefit both workers and companies. A study by Indeed Flex indicates that 54% of HR leaders in the UK are backing this decision. The lowest wage will be adjusted to a real living wage, established by the Low Pay Commission, to accurately reflect the actual expenses of daily living and mirror the living expenses. Moreover, age categories will be removed, ensuring that all individuals receive equal access to the same minimum wage, although no specific date has been set for its implementation. #Labour #NationalLivingWage #Minimumwage #AngelaRayner #WorkerRights #ZeroHours

Are you caught up on all the new 2024 state employment laws? These changes, span from minimum wage adjustments to increased worker protections, carrying significant implications for employers across the country. We delve into some of the major changes and their potential impact on operations. #hrhelp #stateemploymentlaws #employeelaws #employmentlaw #hroutsourcing #hrconsulting #flexhr

If you are wondering what the Labour Party will do about workers and employment [HR] read this document: https://lnkd.in/ef3v7mpV Legislation is promised within the first 100 days in office which seems likely to include 'basic individual employment rights from day one' this means protection against unfair dismissal. Most practitioners will testify that the employment tribunal system can't cope with the volume of claims as it is - approximately 20,000 claims per quarter with average award for unfair dismissal being £13,541 - but if employees no longer have to wait two years to have protected rights the number of claims is likely to significantly increase. Other measures are proposed in the plan are line with the Taylor Review [2017], including greater clarification of employment status and an end to bogus self-employment, as well as greater security of employment hours and a 'genuine living wage'. While many of these initiatives are likely to be welcomed by employees, and trade Union representatives, organisations, who are already struggling, will be faced with increased regulatory framework and increased costs. Firms seeking advice or HR support contact: peter.lawrence@humancapitaldept.com

What will the new Labour government mean for employment rights? The short answer seems to be that workers will gain rights from day 1 (as opposed to the present situation whereby employees dismissed unfairly with less than two years' service are often deprived of any remedy) and will have up to six months, in place of the present three months, to bring claims to the Employment Tribunal. Whether that leads to an increase in ET claims (because more people have the right to bring them) or a decrease (because six months gives companies enough time to resolve matters internally) remains to be seen. Important to remember that, until legislation is implemented to make these changes, *the present rules apply*. It seems that the new legislation should be introduced in the next 100 days - watch this space. The longer answer (22 pages' worth) is here: https://lnkd.in/eiUmSccz