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Contracts required from day one

Written statement of particulars will need to be provided to all workers from day one, two pieces of legislation will come into force on the 6th April 2020;

Employment Rights (Employment Particulars and Paid Annual Leave) (Amendment) Regulations 2018
Employment Rights (Miscellaneous Amendments) Regulations 2019 

Parental Bereavement (Leave and Pay) Act 2018

The Parental Bereavement (Leave and Pay) Act 2018 is expected to come into force in April 2020. If it does come into force, bereaved parents will have the right to two weeks of leave following the loss of child under the age of 18, or a stillbirth after 24 weeks of pregnancy.

Holiday pay reference period 

Currently, for those with variable hours and variable rates of remuneration it can be complication in relation to the calculation of the holiday pay. From the 6th April 2020, the holiday pay reference period will increase from 12 weeks to 52 weeks. 
Employers will be required to look back at the previous 52 weeks where a worker has worked and received pay, discarding any weeks not worked or where no pay was received, to calculate the average weekly pay. 

The Agency Worker Regulations 2010 

The legislation will be effective from the 6th April 2020 which entitles agency workers to receive the same pay and basic working conditions as other direct employees once they have completed 12 weeks’ continuous service working in the same role. 
In addition, from 6 April 2020 all agency work-seekers must be provided with a key facts statement setting out the terms under which they will undertake the work. 

Lawgistics Members can utilise HR Manager, an easy to understand, simple to use piece of software that enables you to manage all aspects of HR, Employment Law, Health and Safety and GDPR compliance for your business. HR Manager is FREE and available to all Lawgistics members. Call 01480 455500 to start using HR Manager today or to talk to your legal advisor.

Authors: Roxanne Bradley

Published: 03 Feb 2020


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