As 2017 is now well underway, every business should consider these 6 areas of Employment Law, which will gain interest during the year. Proctive action now could save precious time later in the year:
GENDER PAY GAP REPORTING
Organisations with over 250 employees will be required to publish gender pay gap data for the first time. The deadline for reporting is April 2018. Proactive audits in 2017 will assist in being ready.
DATA PROTECTION COMPLAINCE
EU Data Protection Regulations come into force in May 2018. Employers will be required to carry out audits of employees personal data that they either collect or process to ensure that it meets with GDPR conditions for employee consent. Governance and records obligations under the regulations will mean companies will need to review privacy notices, data breach responses and subject access requests. Non-compliance by May 2018 could cost a fine of 4% of annual global turnover.
SALARY SCACRIFICE SCHEMES LIMITED
Employers may need to consider benefits offering tax savings as many salary sacrifice schemes will be abolished from 6 April 2017. Schemes related to pension savings (including pensions advice), childcare, cycle-to-work and ultra-low emission cars will not be affected.
NATIONAL MINIMUM WAGE
The Minimum Wage will increase from 1 April 2017 to 7.50 for those over 25 years.
APPRENTICE LEVY INTRODUCED
Employers with an annual payroll of more than £3 million will be required to pay a 0.5% levy on their total pay bill starting on 6 April 2017.
GIG ECONOMY
Following the two high profile cases involving Uber and City Sprint, it’s a good time to review your contracts of employment and self employed, worker and employed status’s.
