The following provides a brief round-up of new laws coming into force imminently.

Changes from:

31 March 2017

Requirement for specified public authorities with at least 250 employees to publish gender pay gap information by 30 March 2018 in order to demonstrate compliance with the public sector equality duty. Data must subsequently be published at intervals of no more than one year.

An additional requirement for public authorities with 150 or more employees to publish information about employees who share certain protected characteristics and their equality objectives.[1]

01 April 2017

Offering or providing training or courses as an apprenticeship in the course of business becomes an offence if it is not a statutory apprenticeship. A company can be found guilty of this offence where it is committed via consent, connivance or neglect of an officer. The maximum penalty is a fine.[2]

The National Living and National Minimum Wage sees the following increases:[3]

  • £7.20 to £7.50 per hour for workers aged 25 or over
  • £6.95 to £7.05 per hour for workers aged 21 to 24
  • £5.55 to £5.60 per hour for workers aged 18 – 20
  • £4.00 to £4.05 per hour for workers aged 16-17
  • £3.40 to £3.50 per hour for the apprentice rate
  • £6.00 to £6.40 for the accommodation offset

02 April 2017

The standard rates for statutory maternity, paternity, adoption and shared parental pay will increase from £139.58 to £140.98 per week.[4]

[1] Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017

[2] Section 25 of The Enterprise Act 2016

[3] The National Minimum Wage (Amendment) Regulations 2017

[4] Social Security Benefits Up-rating Order 2017

06 April 2017

Statutory sick pay will increase from £88.45 to £89.35 per week.

Requirement for private employers with at least 250 employees to publish gender pay gap information annually, the first report being due by 4 April 2018

If you require any further information about these new legislative provisions, please contact Ellie Leatherday or a member of our Employment team.

Please note this information is provided by way of example and may not be complete and is certainly not intended to constitute legal advice. You should take bespoke advice for your circumstances.

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