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January 2019
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Lovewell Blake’s HR team provide a brief overview of employment law updates from April 2018

Employment law updates: A brief overview April 2018


By: Helen Busfield, HR team Date: 16 April 2018
Category: Events,HR,News

As an employer it is vital that you keep up to date with changes in employment law. Typically, major statutory employment law updates are released bi-annually, in April and October. However, keeping abreast of case law development is important throughout the year. Preparing your organisation well in advance, before implementation dates take effect, will alleviate pressures and reduce risk.

Current relevant topics to keep track of include:

Gender pay gap reporting – the deadline for publishing gender pay gap reports was 4 April 2018, for organisations that have more than 250 employees. Organisations should use these benchmark figures as a starting point to reduce their gender pay gap. In future smaller organisations may also be required to file reports.

General Data Protection Regulation (GDPR) – coming into force on 25 May 2018. Employers need to review current practices and policies to remain in line with the new data protection regulation. The Morrison’s data leak highlighted the importance of employer’s putting sufficient measures in place to protect employee data, as they were held vicariously viable for the act of an employee who shared payroll data of nearly 100,000 employees.

National minimum wage and national living wage – rate increases take effect from 1 April. Make sure your organisation is paying employees at least the minimum required.

Brexit preparations – with less than a year until Brexit, it is still unclear what European directives will remain adopted in UK law. However, it is likely that most existing employment law will not be immediately affected.

Employment tribunal cases on the gig economy – there are still ongoing cases and appeal processes from 2017 employment tribunal claims for Uber and Pimlico Plumbers. The outcomes could have a major impact on organisations within the gig economy and the employment status of those employed.
 
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