A good boss PREPARES FOR UNEXPECTED issues to ensure their workforce is a happy one.
Aside from possible obstacles arising out of Brexit, there will be employment law changes that should commence from 6 April. For those who need guidance, SW19 Lawyers is here to help.
A statement of terms
You will need to give these to both employees and workers from the date they commence
their job. Currently employers have two months to deliver these terms to employees. Employers will need to get their house in order to be able to comply with the new law.
Where employees have a variable salary (due to commission or working variable hours for example), this means that their holiday reference period is 12 weeks.
This will be increased to 52 weeks. Employers will be required to look back at the previous 52 weeks where a worker has worked and received pay (ignoring weeks not worked or where there was no pay), to calculate the average weekly pay. The aim is to even out the treatment of seasonal workers for example.
Responsibility for accounting for tax (and NI) should be widened from all public companies hiring contractors through personal service companies (intermediaries), to medium and
New rules apply to private companies who meet two of the following criteria: over 50 employees;
turnover in excess of £10.2m; or balance sheet in excess of £5.1 million.
Companies will need to carry out an assessment to determine whether the new rules under IR35 apply and review their contracts and pay arrangements.
For more information visit the website sw19lawyers.co.uk or call 020 8947 7997