Employment LawSo we’ve made it to the final quarter of 2016 and as a business owner, you know it can often feel like there’s yet another new piece of employment law coming along that you need to make sure you’re complying with.

We also know it can sometimes be tricky and confusing to keep to date, but I want to make things simple for you, so you know exactly what’s coming your way. That way you can plan what you need to do and make any changes, so everything in your business is above board and ticking along nicely.

So let’s take a look at what you need to be aware of as we make our way into the final quarter of 2016…

Increased National Minimum Wage for certain age groups 

From 1st October 2016, the National Minimum Wage for those under 25 but at least 21 will rise to £6.95 per hour. For workers who are at least 18 but under 21, the new rate will be £5.55. If you employ staff who are under 18 but no longer of compulsory school age, then you’ll have to pay a minimum of £4 per hour. Similarly, the apprenticeship rate will be increased to £3.40 per hour.

Staff aged 25 and above are unaffected by these changes, and the National Living Wage remains at £7.20 per hour.

The bottom line here is that if you employ younger members of staff, you need to make sure that you’re paying them what they’re legally entitled to.

Workplaces employing illegal foreign workers could be closed down 

Those employers who have neglected their duty to stamp out illegal working in the UK could find that access to their premises is prevented for up to 48 hours. This could potentially be extended to 12 months, if a further order is made.

Though there’s no confirmed date for when this will come into force, it’s thought that it will be sooner rather than later.

If you’re concerned that you may have missed out important checks during your recruitment processes, now’s the time to take action and ensure that you have everything in order.

Sunday shop workers will have extended employment rights 

Plans to allow local authorities to extend trading hours on Sundays were recently halted, but through the Enterprise Act 2016, the government will be giving shop workers greater rights when working on a Sunday. These will include the right to object to working more than their usual hours on Sundays, and for those working in larger shops, a reduction in the notice period for opting out of Sunday working.

Again, the commencement date has not yet been announced, though it makes sense for those in the retail industry to start making plans as soon as possible.

We know navigating changes to employment law can be tricky, though it’s vitally important you take the time to make sure you’re fulfilling your responsibilities. Maybe we can help? Would you like to speak to an experienced professional about making sure your policies and practices are up to date and compliant? If so, we’d love to hear from you, so give us a ring today for an initial informal chat about your circumstances and to see how the team @GoldHR can help.