In this episode of the podcast I bring you a brief update on what will be coming in 2020.

In this episode I will cover:

• Changes to Section 1 Statements for employees.
• The requirement to provide a Section 1 Statement to Workers.
• Changes to the reference period for calculating average pay for holiday payments.
• New IR35 rules for medium and large businesses.
• Parental Bereavement Leave and Pay.
• Guidance on planning for the National Minimum Wage changes.

Action Points

1. Review your contracts of employment to ensure they comply with the post April changes.
2. Review your on-boarding process for new employees and workers to ensure contracts are ready to be issued from day 1.
3. Speak to your accountant or payroll provider about changing the calculation of holiday pay for employees who have irregular pay.
4. Check if the new IR35 rules apply to you.
5. Review your figures and project the impact of a rise in the National Minimum Wage from 5%-10% so you can plan for the change likely to take place from April 2020.

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

Photo by Jude Beck on Unsplash

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

In this episode of the podcast I bring you the normal seasonal warning that comes from employment lawyers and HR professionals, about the party season with the pitfalls and perils of office party shenanigans!

In this episode I will cover:

• Why employers need to be concerned about what happens at work social events and parties.
• What the risks are to your business if things go wrong.
• Practical steps you can take to reduce the risk.
• Why you may also have liability for 'post-party' parties or 'after parties', as illustrated by a particularly serious case in the Court of Appeal.

Action Points

1. Issue a statement to all staff reminding them of acceptable conduct at the party (you will find an example here – feel free to copy and use this for your business/organisation).
2. Remind staff about the usage of social media and what is and is not acceptable – remind them that not all colleagues would like their picture on social media, and that they should ensure all persons pictured consent before posting online.
3. Designate a sober manager or senior person to attend the party.
4. Make sure arrangements have been made for safe travel home from the venue, office or event.
5. Deal with any incidents or complaints in a timely manner, ensuring you follow your internal procedures.
6. Ensure that you consider anyone who does not want to join in with the party, for whatever reason. Make sure they feel included and are not isolated. Perhaps consider offering two alternative festive activities for staff.

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006