Hannah Peyton, Author at Ward Williams HR Advisers

18Jul

Managing multi-generational workforces

Today’s workforce is increasingly becoming more age-diverse, with more workers staying in employment into their later years and delaying retirement to secure a better financial future for themselves and their loved ones. This means that many people could be working for well over 50 years of their lives and it is not uncommon to see a business with employees aged from 16 to 75 years old. Whilst a number of workplaces offer wellbeing packages that are designed to benefit all generations, there needs to be some flexibility to ensure that you can support, attract and retain the talent and skills that your company will need to succeed.

The past few years have brought about many drastic changes to the way we work and communicate with others, particularly in an era of a multigenerational workforce of which each generation has different preferences and ways of working. These generations, i.e., the Millennials, Gen X’ers, Baby boomers, and the Traditionalists are unique in their own ways. Each differs from the other in its work ethics, morals, values, and professionalism.

While devising a new strategy to support your multigenerational workforce, it would be beneficial to give all employees the chance to tell you what they think and what they would like to see from you as a company, and as an employee. In order to ensure that you can understand the needs of everyone, you must first acknowledge that an individual’s needs and expectations may differ depending on their age and the stage of life that they are currently in.

As it stands, about one-third of the current workforce is either Gen Y or millennials (aged between 25 and 40 years old), but this is predicted to rise over the next decade to around the three-quarters mark. To bring these generations together it will call for more casual meetings, office get-togethers, and festival celebrations to take place. The more your teammates get to know each other; the more will you find a positive trend in collaboration and cooperation.

Bringing about so many changes in your workforce is quite overwhelming. However, the recent studies revealing the benefits of employee training in building a productive team driven by positivity, and mutual respect is a green signal! So all you need to do is put in your efforts, and with time, you will see your challenges turning into milestones.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

18Jul

Changes to harassment laws

Hannah PeytonHR and Employment Law Advice and Support

It has been confirmed by the government that there will be a change in harassment laws. There will now be a mandatory duty by employer to protect their employees from sexual harassment. This will be further extended to harassment from third parties.

However, there is likely to still be a defence for employers if they can prove that they have taken “all the reasonable steps” to prevent any harassment, from other employees to third parties. As of yet there have not been any confirmed details on what these reasonable steps will be.

Furthermore, there are plans to extend the time frame for bringing claims forward under the Equality Act 2010, the government has suggested an increase in time limit to six months to allow a more appropriate course of action to be followed.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

29Mar

New Information for Payslips

Hannah PeytonHR and Employment documentation production, Payroll Services

HMRC is asking employers, where appropriate, to include the following message on payslips:

‘1.25% uplift in NICs, funds NHS, health & social care’.

This message is for the payslips of employees who have to pay the increased contribution between 6 April 2022 and 5 April 2023. This is so that they understand what it’s helping to fund.

Employers will deduct the levy from employee earnings and will pay this to HMRC on their behalf using the PAYE payroll system.

From April 2023, you’ll need to report the levy as a new item through your payroll. You will need to show it on payslips as a separate 1.25% levy for employees who have to pay it.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

08Mar

Gender pay gap reporting

Hannah PeytonHR and Employment Law Advice and Support

The gender pay gap is the difference in average pay between the men and women in your workforce. It is different to equal pay, which means you must pay men and women the same for equal or similar work.

If you are an employer in the private or voluntary sectors with 250 or more employees, you must publish your gender pay gap data every year. This also applies to listed public sector employers in England.

Organisations have 12 months to publish their gender pay gap figures from the relevant snapshot date (31 March for the public sector and 5 April for the private and voluntary sectors).

This means that the next gender pay gap reporting deadline is 30 March 2022 for public-sector employers and 4 April 2022 for private-sector and voluntary-sector employers.

Organisations must publish reports on their website and on the gender pay gap reporting portal on the GOV.UK website.

Employers can choose to provide a narrative around any gender pay gap, including providing an explanation for their pay gap and setting out what steps they are taking to reduce the gap.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

08Mar

Increase in statutory family-related pay and sick pay

Hannah PeytonHR and Employment Law Advice and Support

The government has published the proposed statutory rates for maternity pay, paternity pay, shared parental pay, adoption pay, parental bereavement pay and sick pay from April 2022.

The rate for 2022/23 for statutory maternity (SMP), paternity (SPP), adoption (SAP), parental bereavement (SPBP) and shared parental pay (SShPP) will increase from £151.97 to £156.66 per week. The increase normally takes effect on the first Sunday in April, which in 2022 is 3 April.

The rate for statutory sick pay (SSP) will also rise on 6 April 2022 from £96.35 to £99.35 per week.

The average earnings an employee has to earn to be entitled to these payments is set to increase from £120 to £123; this will represent the first increase to this rate for two years.

It is up to employers to make sure that staff on maternity, paternity, adoption, shared parental and parental bereavement leave, and staff on sick leave, are paid these statutory minimum rates.

Employers also need to review their policies and documents that mention the rates, such as their maternity policies and sickness absence procedures.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

08Mar

Increase to statutory redundancy pay

Hannah PeytonUncategorised

New limits on employment statutory redundancy pay will come into force on 6 April 2022.

Employers that dismiss employees for redundancy must pay those with two years’ service an amount based on the employee’s weekly pay, length of service and age.

The weekly pay is subject to a maximum amount (£544 from 6 April 2021). The new amount will be confirmed in the draft Employment Rights (Increase of Limits) Order 2022, which should be published some time in February.

Employers should ensure that calculations for statutory redundancy payments are made on the basis of this new maximum amount for redundancy dismissals on or after 6 April 2022.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

08Mar

Keeping track of temporary right-to-work checks

Hannah PeytonHR and Employment Law Advice and Support

From 30 March 2020, temporary guidance on right-to-work checks has been in place to allow employers to conduct checks without seeing the individual face to face. Checks can be carried out via video and scanned or photo versions of the original required documents can be used.

Employers have a defence against a civil penalty if they complete a right-to-work check in accordance with the temporary adjustments. As long as employers followed the temporary guidance, they are not expected to carry out face-to-face checks retrospectively.

However, these temporary measures are due to last only until 5 April 2022. Employers should look out for new guidance on right-to-work checks that will apply from 6 April 2022 (although it is possible that the temporary guidance will be extended).

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

01Mar

Closure of SSP Rebate Scheme

Hannah PeytonPayroll Services

HMRC has announced that the Statutory Sick Pay Rebate Scheme will close on 17 March 2022. Employers will no longer be able to claim back Statutory Sick Pay for their employees’ coronavirus-related absences or self-isolation that occur after 17 March 2022.

Employers have until 24 March 2022 to submit any new claims for absence periods up to 17 March 2022, or to amend claims they have already submitted. So, midway through the final pay periods of the 2021/22 tax year, employers MUST be in a position to have accumulated all of their reclaim values AND have made the reclaim.

This is for periods of Covid-related SSP from 21 December 2021 up to and including 17 March 2022.

Employers should be aware of this tight deadline. Not only does this fall in the busiest time of the year but there is also the fact that SSP can only be reclaimed once it has been paid to the employee.

There is then a return to the normal SSP rules, which means employers should revert to paying SSP from the fourth qualifying day their employee is off work regardless of the reason for their sickness absence.

The closure of the SSP rebate scheme comes as Prime Minister Boris Johnson announced the end of self isolation rules in England from Thursday 24^th February 2022 as part of the government’s ‘living with Covid’ plan.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

25Jan

What is a tribunal and how can they be avoided?

Hannah PeytonHR and Employment Law Advice and Support

Employment tribunal’s deal with claims brought against employers by employees. Claims can typically relate to unfair and wrongful dismissals, discrimination, equal pay, and deductions from wages.

When employment tribunals were first set up, they were intended to be a speedy, informal and inexpensive way of resolving employment disputes. However, employment law is complex, and although there is no requirement for employers and employees to be legally represented at a tribunal, many choose to have a lawyer.

Here are our 5 top tips for employers to avoid an employment tribunal.

1. Employment contracts

Under UK law, businesses are required to provide every employee with a statement of employment terms and conditions within 60 days of commencing work. Yet many businesses use poorly drafted contracts and, some have no contract in place at all. Make sure you have a current employment contract for every person you employ. This should include changes to salary and/or working hours, as well as, reflecting any changes to employment law – which come into effect in April and October each year. To avoid any actions that might be deemed a breach of contract, it is important that management and everyone on the HR team are aware of its terms.

2. Train your management

Your management is likely to be the first point of contact in disciplinary proceedings and it is vital that they have been trained in how to manage them effectively. Take the time to ensure that all managers understand the correct processes to follow and seek advice from HR. Provide managers with the training they need to be able to deal with these situations in a calm, measured way, even when dealing with potentially difficult members of staff.

3. Act early

Do not bury your head in the sand. Early identification of potential issues can resolve a situation that could later end in an employment tribunal. Even though it may feel easier to avoid awkward conversations and meetings, they could potentially resolve situations that could escalate if left unmanaged.

4. Get covered

Protect your business against costly claims by taking out legal protection insurance.

5. Get help

Do not go it alone. In the event of a dispute, it is important that you seek advice from a qualified expert. This way you can be confident that you are following the right processes, and are not leaving your business exposed to claims. Need advice? Our employment law experts are always on hand to help.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

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25Jan

Maternity leave – What are the current requirements?

Hannah PeytonHR and Employment Law Advice and Support

When you take time off to have a baby you might be eligible for Statutory Maternity Leave and Statutory Maternity Pay. Below we have outlined what you could be entitled to if you are employed.

Maternity Leave

Statutory Maternity Leave is currently 52 weeks. It is made up of:

Ordinary Maternity Leave – first 26 weeks;
Additional Maternity Leave – last 26 weeks.

You do not have to take 52 weeks but you must take 2 weeks’ leave after your baby is born (or 4 weeks if you work in a factory).

You qualify for Statutory Maternity Leave if:

You are an employee not a ‘worker’;
You give your employer the correct notice;
It does not matter how long you have been with your employer, how many hours you work or how much you get paid.

Start date and early births

Usually, the earliest you can start your leave is 11 weeks before the expected week of childbirth.

Leave will also start:

The day after the birth if the baby is early;
Automatically if you are off work for a pregnancy-related illness in the 4 weeks before the week (Sunday to Saturday) that your baby is due.

You must give your employer at least 8 weeks’ notice if you want to change your return to work date.

Maternity Pay

Statutory Maternity Pay (SMP) is paid for up to 39 weeks. You get:

90% of your average weekly earnings (before tax) for the first 6 weeks;
£151.97 or 90% of your average weekly earnings (whichever is lower) for the next 33 weeks.

SMP is paid in the same way as your wages (for example monthly or weekly). Tax and National Insurance will be deducted.

To qualify for SMP you must:

Earn on average at least £120 a week;
Give the correct notice and proof you are pregnant;
Have worked for your employer continuously for at least 26 weeks continuing into the ‘qualifying week’ – the 15th week before the expected week of childbirth.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

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