As we approach the end of another year in the world of business, I thought it would be best to remind you of all the impactful changes we have seen in HR during the last 12 months. I am also pleased to offer some of my advice on what you need to be mindful of and can expect in 2018.
Gender Pay Gap Reporting
Way back in April, the Government introduced a completely new requirement for all large organisations to publish their gender pay gap. Employers will need to continue to publish key wage information every year, and this will need to include the difference in hourly earnings for men and women as well as the gap in bonus pay. Whilst this doesn’t compel small businesses, it’s a good idea to look for any existing pay gap within your organisation and address it in a timely manner. Something we’re delighted to assist you with.
National Minimum Wage and National Living Wage
Changes to the national minimum and living wage already seems like a distant memory. The National Minimum Wage is the minimum pay per hour most workers under the age of 25 are entitled to by law. On the other hand, the government’s National Living Wage (NLW) is the minimum pay per hour most workers aged 25 and over are entitled to by law. Both were increased in April and will do so again at the same time in 2018. If you are unsure about the rates of pay your employees are entitled to, make sure you speak to your HR team way ahead of the next scheduled changes.
Employment Tribunal Fees
In July we saw the abolition of employment tribunal fees, this has already seen an increase in claims made against employers over employment rights. A trend which is sure to carry on into the New Year. If you haven’t done so already I recommend reviewing your general employment policies and procedures in January. This can help you to avoid the most common claims over unfair dismissal and discrimination or disputes over wages and redundancy payments. If you’re concerned, remember our advice line is always open.
The biggest issues which employers will face in 2018, will undoubtedly include the arrival of General Data Protection Regulations (GDPR). From May 2018, employers will be required to carry out audits of employee personal data that they collect and process to ensure it meets the General Data Protection Regulations. Whilst resources are available to help you ensure your compliance, it’s always best to speak to the HR professionals for in-depth advice.
Should any HR issues or concerns arise now or in the year to come, please don’t hesitate to contact us. In the meantime, the whole team at Purple HR would like to wish you a Merry Christmas and a Happy New Year.