Introduction
- This Article serves as an announcement of changes to employment law brought in as of April 6th 2020
- It will outline by way of a summary these changes
- The changes do not effect other parts of the law and only affect the specif parts they are relate to.
- These changes are correct at time of publishing, however, as the law changes regularly, the contents of this article can become outdated.
- Should you feel the need that this article should be updated please contact us.
6th April 2020
- As of the 6th April 2020 the following changes to Employment Law have come into effect:
- Employers in Great Britain need to give “more written information” to new employees and “workers” , and do so earlier.
- Parental bereavement leave will give parents the right to 2 weeks leave if they have experienced the death of a child under the age of 18, or a still birth after the 6th April 2020
- Changes to the Minimum wage and other Statutory pay rates for 2020/2021
- The Holiday pay reference period for workers without fixed hours or pay, increases from 12 weeks to 52 weeks.
- Swedish Derogation period ends: agency workers must get the same pay and basic working conditions as comparable workers after 12 weeks continuous service, even if they have been paid by their agency between assignments.
- Employers with 50+ employees must inform and consult employees before making changes that effect them, if 2% of the workforce request it (it was previously 10%)
- Should you require any more information or have any questions relating to the above changes,
- Please feel free to Contact Avar here