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As brits we love to chop and change the way we do things, to introduce innovation, shake things up a little or to simply prove someone got a promotion. 6 new employment laws are set to change across the nation starting in the New Year.
- Increase in NMW (National Minimum Wage)
Year on year the UK increase the NMW in order to tie in with the increased cost of living. Fir thise on the border line, it’s good to get all you can while you can. From April, workers over 25 will see National Living Wage go up to £8.21/hour from £7.83. NMW will change as follows:
| 2018 | 2019 | |
| Apprentices | £3.70 | £3.90 |
| Under 18 | £4.20 | £4.35 |
| 18 – 20 Years old | £5.90 | £6.15 |
| 21 – 24 Years old | £7.38 | £7.70 |
- National Minimum Wage for jobs Sleep in jobs
Those who must be ‘available for work’ and not ‘actually working’ are currently not entitled to NMW due to the nature of their roles. This generally includes people such as nurses and care worker in nursing homes. Unison lodged a request with the Supreme Court to overturn this decision. We’ll find out the outcome next year.
- Gender equal pay amongst supermarkets
Word got out this year that supermarkets had been paying female workers and male worker different wages despite carrying out similar roles. Tribunal cases lead to decisions made regarding the issue of equal pay at the major supermarket chains Sainsbury’s, Asda, Tesco and Morrison’s.
- EU Nationals can apply for settled status
European workers currently living in the UK will be able to apply for something called ‘Settled Status’ in 2019. This allows them to stay here in the UK indefinitely after 2021, the Brexit transition process. Those who have not stayed here the 5 years as per the requirement will be able to gain ‘Temporary status’. This will allow them to stay until they are granted their settled status.
- Pension scheme contributions increase
Current rules dictate that for every 3%, of their pre-tax salary, an employee contributes towards their pension scheme, the employer must contribute 2%. However, the new rules set out the minimum an employer must contribute is 3% and the worker gives 5%.
- Large organisations report on pay gaps
From the start of the new tax year, 6 April 2019, any private organisation with 250 or more employees, must publish records of any gender pay gaps. New legislation will come into force to make this happen from next year.
