Employers that have been consulting XpertHR in the last few months shouldn’t have any surprises waiting for them when it comes to the 1 October employment law changes. But, as usual, we’ve provided a final reminder of our resources on the affected areas.
Following the postponement of amendments to the Sex Discrimination Act 1975 [subscription required], many employers will get off relatively lightly this time.
However, the increase in the statutory minimum holiday entitlement [subscription required] impacts on a significant number of employers and it’s worth bearing in mind that employers that already offered holiday entitlement above the new minimum may have to update any policies and procedures that speak of a “four-week statutory minimum”.
The national minimum wage also increases on 1 October [subscription required], with the main rate rising from £5.35 to £5.52 and the development rate from £4.45 to £4.60. The rate for workers aged 16 and 17 increases from £3.30 to £3.40. Pay rates should be reviewed and documentation, for example if you have a national minimum wage statement [subscription required], should be updated.
Although it won’t have much of an immediate impact on HR professionals on the ground, the opening of the Commission for Equality and Human Rights (CEHR) [subscription required] marks, as Equal Opportunities Review says in its October issue [subscription required], a “new era for equality in Great Britain”. On a more practical level, employers may need to make some changes to their equality and diversity policies if they make any reference to the old commissions.
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