With 2014 drawing to a close, One Click Group takes a look back on what this year has brought for the contracting and umbrella employment world.
Changes to the Transfer of Undertakings (Protection of Employment)
The government made changes to (TUPE) proceedings at the beginning of the year in order to make the transfers of businesses easier for all concerned. Under TUPE the new employer is required to comply with all the terms and conditions of the contract agreed between the employee and the previous employer.
Basic pay for unfair dismissal increased
The law saw statutory redundancy pay and the basic award for unfair dismissal increased from £450 to £464.
Rise in statutory sick pay and statutory maternity, paternity and adoption pay
Statutory sick pay was increased to £87.55 and statutory maternity, paternity and adoption pay increased to £138.18.
Introduction of penalties for Employment Tribunal claims
Employment Law now states that if an Employment Tribunal rules that an employer has breached the rights of their employee and considers that breach has an “aggravating factor”, then the Tribunal may order the employer to pay a penalty to the Secretary of State. The penalty issued can be anywhere between £100 and £5,000 but may be halved if paid within 21 days.
Changes in right to request flexible working hours
From this date, every employee with more than six months of employment was granted the right to request flexible working hours – previously the right was limited to carers and those with dependant children. The new ruling determined that employees can now expect that their request for flexible working hours be considered “in a reasonable manner” by employers, despite the reasons for refusing remain unchanged.
From this date, changes to the law meant that partners of pregnant women or the father of an unborn child would be entitled to exercise his/her right to attend up to two ante-natal appointments. Agency workers will have this right provided they have fulfilled the 12 week qualification period.
New pay rates for the National Minimum Wage were increased from October 1st. The changes applied are as follows;
|Year||21 and over||18 to 20||Under 18||Apprentice*|
*This rate is for apprentices aged 16 to 18 and those aged 19 or over who are in their first year. All other apprentices are entitled to the National Minimum Wage for their age.
Along with over 13 years experience in the contractor payroll industry, and after spending most of his working life as a financial advisor in the regulated financial services industry, Mike has garnered an extensive network of contacts in the recruitment industry, many of whom trust both him and the One Click Group to handle their accounting. Mike has also been a member of various industry bodies throughout the years, such as the British Institute of Recruiters, in order to champion best practices across the contractor payroll industry.