* Employment law update Lisa Ellis lellis@acas.org.uk The National - - PowerPoint PPT Presentation

*

Employment law update

Lisa Ellis lellis@acas.org.uk

The National Living Wage

• To be introduced on 1st April 2016
• A rate of £7.20 per hour aged 25

and over

• Nation Minimum Wage will remain for

those under 25

• The National Living Wage will be

compulsory

• Government aiming for an hourly rate
• f £9.00 per hour by 2020

Plan for the financial impact

Action employers can take before the introduction of the National Living Wage

Communicate with employees Consider the effect on pay differentials Identify those eligible for the National Living Wage

Zero Hours Contracts

• pool of available staff
• cope with fluctuating

demand

• cost
• no obligation to work
• potential lack of staff

commitment

• gain experience/skills
• fit in with study/other

commitments

• supplement other income

e.g. pension

• fluctuating earnings/hours
• unable to make plans
• lack of security

Benefits for employers Benefits for workers Risks for employers Risks for workers

Zero Hours Contracts

From 11th January 2016:

• Any dismissal of a zero hours employee is

automatically unfair if the principal reason is that they breached a contractual term prohibiting working for another employer

• No Qualifying period required to bring an unfair

dismissal claim

• Unlawful if a zero hours worker suffers a detriment

if they work for another employer

Fit For Work

Service has two elements:

• 1. Advice site
• nline chat to specialist advisor
• library of health and work topics

Advice line - 0800 032 6235 Web site - fitforwork.org

• 2. Referrals

Still employed

Who is eligible?

Have given consent Absent for 4 weeks Not referred in last 12 months Employees only Return reasonably likely

Conflicting advice?

Advice from Fit for Work is not legally binding Advice from a GP is not legally binding Employers should act reasonably when deciding the best course

• f action

Seek legal advice if necessary

Updating attendance policies

• That advice is available from Fit for

Work

• Managers may be contacted by Fit

for Work about an employee

• Dealing with return to work plans,

what to do and how to support employees

• Develop a consent form

Remember it is not mandatory

Acas Productivity Tool www.acas.org.uk/productivity

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