Employment LawThe start of a new year brings new challenges when you’re running a business, and there are always key developments in the world of employment law that you need to be aware of.  Not surprisingly, 2018 isn’t going to be any different.

Though Brexit has offered more questions than answers, there are still lots of grey areas when it comes to exactly what the future of work might look like in the UK.  However there are some legislative changes that have been signed off that are coming your way.

The clock’s ticking when it comes to ensuring your compliance, and we’re keen to make sure that you’ve got the knowledge, understanding, and support that you need to guide your business through the changes.

So let’s take a look at the 3 big things that you need to be prepared for this year…

GDPR comes into force

Now you can’t NOT have heard about this one.  On 25th May 2018, the General Data Protection Regulation (GDPR) comes into effect for all EU member states – and that includes the UK.  Its intention is to strengthen and unify data protection provisions.  Businesses need to carry out internal audits and reviews to ensure compliance, and assess any contracts with providers that handle their data processing – such as with payroll and recruitment providers.

The reality of this change is that there’s an awful lot to consider, and it has the potential to place a great deal of strain on your resources.  As such, businesses are being urged to pinpoint any significant risks first.

The first gender pay gap reporting deadline

If you run a private or voluntary sector organisation with 250 or more employees, you need to publish your first gender pay gap report by 4th April 2018.  For public sector employers of the same size, the deadline is 30th March 2018.  The reports have to be published on the company website, and also a dedicated government website.

Pay data from 2016 and 2017 will be covered, and necessary figures include the differences in mean pay, median pay, mean bonus pay, and median bonus pay, between male and female employees.

Minimum wage increases

On 1st April 2018, the national living wage for workers aged 25 and over will increase to £7.83 per hour.  National minimum wage rates will also rise to £7.38 per hour for workers aged 21 to 24, £5.90 per hour for workers aged 18 to 20, and £4.20 for workers aged 18 who are no longer of compulsory school age.

For many businesses, this will mean they need to review their administrative procedures to ensure that there’s a smooth transition to the higher rate for any employees who are eligible.  Of course, budgeting and operational considerations will also have a place here, so employers can focus on creating a great return on their staffing investment.

As we head towards February, time is running out when it comes to establishing your plan of action.  If you know that there are areas in which you need to pull your socks up, it’s essential that you make your move sooner rather than later.  And if you need help in doing that?  Get in touch today to arrange an initial no-obligation consultation.

Alternatively, you can book online at any time.  Just click on link below – https://samgold.youcanbook.me

We can provide advice and guidance on GDPR, gender pay gap reporting, minimum wage provisions, and plenty of other people issues that are at play in your business right now.