Bank holiday announced for Her Majesty Queen Elizabeth II’s State Funeral on Monday 19 September.
This bank holiday will operate in the same way as other bank holidays, there is no statutory entitlement to time off for bank holidays, but employers may include bank holidays as part of a worker’s leave entitlement. For more information please follow the gov.uk link below:
It is very important that the statements of terms and conditions of employment provided by MBT Consultancy & Training Ltd are issued immediately. Failure to provide statement of terms and conditions to your employees can result in a loss at employment tribunal, amounting to four weeks wages under Section 38 of the Employment Act 2002.
MBT Consultancy & Training Ltd will update your Employment Personnel Management Manual and Employee Company Handbook with any new employment law legislation. Your Employment Personnel Management Manual and Employee Company Handbook will cover:-
Improving Private Pensions – Compulsory Pension Provision
The changes to private pension plans are just as significant. In the UK, it’s not common practice to have auto-enrolment into pension schemes, unlike on the continent. But from October 2012, in stages until September 2016, all employers in the UK (except single person companies) have to automatically enrol all their ‘eligible jobholders’ into a pension plan by a specified date. Large employers will have to start to auto-enrol their employees into a pension plan first, followed by medium sized employers, then it’s the turn of the smaller firms. Employers can bring their automatic enrolment date forward, if they wish.
Jobholders then have a choice. They can decide pension saving isn’t for them and opt out of the plan. Or they can remain a member, and if so, the employer has to pay a minimum contribution of at least 3% of a band of total earnings, and the individual will have to contribute 4%. The Government gives 1% as tax relief, making an 8% total contribution. Contributions will also be phased in to the full 8% of band earnings up to October 2017. Employers and employees can choose to pay more than the regulatory minimum.
Qualifying period for unfair dismissal increases to two years from the 6th April 2012.
The qualifying period for employees to bring a claim of unfair dismissal increases from one year to two years.
Please note the following changes to minimum wage as of 1st April 2022:
Limit on a week’s redundancy pay from 6th April 2022 £571 and the maximum statutory redundancy pay is £17,130.
Please note the following rates have changes as from April 2022
The earnings threshold for SSP Payment is £123.00 per week
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