For most people, April is a busy month. Here is what to watch out for regarding employment law as we look towards a new financial year…
Deadline for gender pay gap reports
This is a popular issue that has been in the limelight for many months, and now the deadline for gender pay gap reports to be published is around the corner; 4th April.
Don’t worry though, once the reports have been sent, the issue won’t be forgotten as it is now an annual requirement. As well as it being mandatory, the public interest in the gender pay gap crisis is unlikely to wane, meaning employees may start to ask bigger questions regarding pay.
Minimum wage increases
180 employers have recently being named for underpaying their staff, leading to the national increase of minimum pay rates to be introduced from 1st April.
National Living Wage, the minimum rate applied to workers aged 25 and over, will increase by 4.4% up to £7.83 per hour.
All other National Minimum Wages will rise from the same date, with those on the apprenticeship rate receiving a record 5.7% increase from £3.50 to £3.70 per hour.
If you find that your employer is failing to comply with the new increase, they could be liable to penalties.
Tribunal awards to become more expensive
Employers who lose claims at tribunal will now have to pay more in compensation from April, as the maximum limits on tribunal awards are to receive their annual update.
The increases come at a time when employment tribunal claims are on the rise, increasing 90% from October to December 2017 compared to the previous year.
From 6th April, the maximum award for an unfair dismissal, totalling the maximum basic and compensatory award, will total £98,922; a significant amount of money for any business.
If you feel you need an employment law solicitor for any issues, including disciplinary issues and to assist with contracts, call us on 0800 157 7055. We also provide representation for Employment Tribunals.