April, as always in the employment legislation calendar, is a time when changes to employment law come into force. These are the changes being introduced this year;
Changes to Contracts of Employment
All workers, including employees starting work on or after 6 April 2020, will be entitled to a written statement of key terms on or before the date they start. As employers you will need to ensure that statement of particulars/contracts of employment are send out prior to someone starting or is given to them on their first day.
Changes to Holiday Pay Calculations
The holiday pay reference period for determining a week’s holiday pay is changing from 12 to 52 weeks. This is aimed at employees who have no normal working hours, or whose working pay varies with the amount of work done or the times or days on which it is done. Review your terms and conditions to see if anyone currently has their holiday calculated over a 12-week reference period, if you do ensure that from April holiday is calculated over the 52 weeks.
Key facts for agency workers
All employers will be required to provide agency workers with a key information document containing prescribed information including pay and benefits, holiday, type of contract, how they will be paid. Agency workers will also be entitled to the same rate of pay as their permanent counterparts after 12 weeks of working on the same assignment.
The Parental Bereavement (Leave and Pay) Act 2018
Although not confirmed legislation is expected entitling all employed parents or carers to a day-one right to two weeks leave if they lose a child under the age of 18 or suffer a stillbirth after 24 weeks of pregnancy. If eligible, employees could be entitled to statutory pay for the leave. If this comes into force parental leave policies will need to be updated accordingly and brought to the attention of employees.