Regulations giving zero hours workers the right not to be unfairly dismissed or subjected to a detriment for failing to comply with an exclusivity clause, and to claim compensation – come into force 11 January.
The new National Living Wage of £7.20 per hour applies to workers age 25 and over – from 1 April.
The National Minimum Wage amendment regulations also double the financial penalties if employers are found to have paid less than the minimum – from 1 April.
Statutory rates of maternity allowance and statutory maternity pay (SMP), statutory paternity pay (SPP), statutory adoption pay (SAP) and statutory sick pay (SPP) are usually increased in April each year, but remain unchanged this year.
Certain tribunal awards are increased, including the cap on the compensatory award to £78,962 and the limit on a week’s pay (for calculating redundancy and unfair dismissal awards) to £479 – from 6 April.
Public sector employees will be required to repay a tapering proportion of a ‘qualifying exit payment’ if they return to the public sector within a period of 12 months under regulations – expected in 1 April.
The EU Referendum to be held on 23 June will determine whether the UK will remain in, or leave, the European Union
A £95,000 cap on the total value of exit payments for public sector workers is expected to be introduced
Mandatory gender pay gap reporting is expected to be introduced affecting private and third sector employers with 250 or more staff in Great Britain. The first reports must be published by end of April 2018 with annual reporting after that. Public sector organisations will be included at some time yet to be decided.
National Minimum Wage rates – will increase on 1 October: the standard adult rate for workers aged 21 and over to £6.95, the development rate for those aged 18-20 to £5.55, the young workers rate for those aged 16-17 to £4.00, and the apprentice rate to £3.40.