Six important HR changes to be aware of in 2019
12th March 2019
In 2018, employers had to deal with many changes to HR and Employment Law.
This includes the introduction of the GDPR and gender pay reporting, changes to taxation of termination payments and increases to the national minimum wage.
So what can employers expect in 2019? Well it’s set to be another busy year for HR and Employment Law.
Here is a brief overview of what is coming up this year:
1. National Minimum wage
As in previous years there will be another increase for both the National Minimum wage and National Living Wage from April 2019.
• The National Living wage (for those aged 25 and over) will rise from £7.83 to £8.21 per hour.
• The National Minimum wage (for those aged 25 and under), the hourly rates will increase as follows:
– For those aged between 21 to 24 years is will go from £7.38 to £7.70
– For those aged between 18 to 20 years it will go from £5.90 to £6.15
– For those aged between 16 to 17 years it will go from £4.20 to £4.35
– For apprentices it will go from £3.70 to £3.90.
2. Settled Status for EU Nationals
European workers currently living in the UK will be able to apply for settled status in 2019, allowing them to remain indefinitely in the UK following the end of the Brexit transition period in 2021. To be granted settled status individuals must be able to prove they have been living in the UK for five years by the date of application. Those who do not meet this requirement can apply for temporary status, allowing them to remain until they have accrued enough residency to be granted settled status.
Changes to the way employers issue payslips will also come into force on 6th April 2019 as from this date onwards the legal right to a payslip will be extended to include those who are recognised as ‘workers’. Employers will also be obliged to include the total number of hours worked on payslips for employees whose wages vary depending on how much time they have worked. It is important that employers work with their payroll departments to ensure the correct procedure is in place ahead of April’s deadline.
4. Executive Pay reporting
UK listed companies with more than 250 UK employees will be required to publish the pay gap between their chief executive and their average UK worker.
5. Tax on Termination Payments
The government’s plans to make any part of a termination payment over the sum of £30,000 subject to employer NICs is due to become law in April 2019. This change was delayed from April 2018.
6. Increased Statutory family and sick pay rates
The weekly amount for statutory family pay rates is expected to increase to £148.68 for 2019/20. This rate will apply to maternity pay, adoption pay, paternity pay, shared parental pay and maternity allowance. The weekly rate for statutory sick pay is expected to increase to £94.25 from 6 April 2019.
And not forgetting… Due to come into force in 2020:
Parental Bereavement Provision
The Parental Bereavement (Leave and Pay) Act on 13 September 2018, will entitle employees who lose a child under the age of 18, or suffer a stillbirth from the 24th week of pregnancy, to two weeks’ unpaid leave, as a right from day one of their employment. The leave will be paid at the statutory rate if the employee has 26 weeks’ service.
If you would like to discuss these up and coming changes. Please don’t hesitate to contact us and we will be happy to assist – 01932 830664 or email firstname.lastname@example.org.