Employment Law: What you need to know

From October 2015, the new Budget by Chancellor George Osborne, brings in some big changes in employment law.

It’s important that you are aware of the changes so that you understand how your employers should be treating you in the workplace and what you’re legally entitled to.

 

coins-1015125_960_720

 

Big changes

Some of the biggest changes include the rise in the National Minimum Wage, changes under The Modern Slavery Act 2015 to ensure businesses are slavery and trafficking free and the banning of the exclusivity clauses in zero hour contracts. These changes as well as others have been a long time coming for many businesses.

The rise in National Minimum Wage for those 21 and over is designed to encourage businesses to offer their employees the National Living Wage – a figure advised to be a sustainable wage for the expense of living, which is higher than the National Minimum Wage (the exact hourly rate differs by area of the country).

The changes under The Modern Slavery Act 2015 requires commercial businesses with a total turnover of £36m to publish modern slavery statements outlining procedures they have taken to make sure their business is not employing any people who have been trafficked or any slave labourers.

The change in zero hour’s contracts has long been fought for over the past few years, with people protesting on the streets calling for change. Finally, Osborne acknowledged it in the latest budget, which bans the use of exclusivity clauses in zero hour’s contracts.

Exclusivity clauses previously meant people under a zero hours contract could only work for that sole employer, which when there was no guarantee of work, it meant people struggled to earn a living. Banning the clause allows for people to work for more than one employer, making it easier to earn a decent wage under a zero hours contract.

Do you need further advice?

employment law solicitors

Employers should be adopting the changes from October this year, however if you think your employer is not adopting the changes or you feel there are issues following the changes.

Leave a Reply

Your email address will not be published. Required fields are marked *