This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.
The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.
The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.
Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.
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We remind all employers that from 01 October 2011, minimum wage will increase for all categories of employee. Please see the table below for changes;
AGE
CURRENT RATE
RATE FROM OCTOBER 2011
Apprentice*
£2.50
£2.60
16-17
£3.64
£3.68
18-20
£4.92
£4.98
21 over
£5.93
£6.08
*those under the age of 19, or those over 19 in the first year of their apprenticeship, after which they will be entitled to the minimum wage of their relevant age bracket.
Please ensure you are compliant with these new rates from 01 October and inform any staff whose wages will be changed as a result of this increase.
WeRecruit Auto LtdPermanent Automotive Recruitment from an experienced and trustworthy recruitment partner.
We cover roles within all departments and sectors of the Automotive industry, and are here to listen to your specific needs and find the most suitable candidates to fit your business.
A prudent employer will ensure that the working arrangements, employment policies, or employment contracts clearly define when travel time constitutes paid work time.
Extension of Redundancy Protection for Pregnancy and New Parents
Explore the strengthened redundancy protections for new parents with significant amendments to maternity, adoption, and shared parental leave rights, effective from April 2024, ensuring enhanced job security during critical family milestones.
Unveil the new landscape of flexible working rights with the Employment Relations (Flexible Working) Act 2023, now granting ‘day-one’ rights to employees and setting a precedent for more adaptable workplace practices effective from 6 April 2024.
New employment legislation effective from 6 April 2024
Enhanced employee rights, offering day-one entitlements to carer’s leave, flexible working arrangements, and extended redundancy protection for pregnant employees and those on family leave.
