The first of October saw the introduction of a number of new changes to employment law that have had a wide range of impacts on companies and their employees.
Possibly one of the most far reaching changes, which could have implications for thousands of employees and their employers, are increases to the national minimum wage.
The start of the month saw the national minimum wage for workers aged 21 and over rise to £6.50 (previously £6.31), for workers between the ages of 18 and 20 it rose to £5.13 (previously £5.03) and workers aged 18 and under are now entitled to £3.79 (previously £3.72).
There is also a new minimum wage for the increasing number of apprentices, who are now entitled to £2.73 (previously £2.68).
Employees who have concerns about their pay are advised to initially contact their employer to see if there is a simple reason for them not complying.
But if employers persistently refuse to meet the minimum wage, which they are obligated to pay under law, employees might wish to consult an employment law specialist.
Another significant change sees employees and agency workers given the right to take unpaid time off to accompany pregnant partners to up to two antenatal appointments.
The right applies to a pregnant woman’s spouse or civil partner, a person (of either sex) in a long-term relationship with the woman, and the father of the pregnant woman’s child. Time off is capped at 6.5 hours for each appointment, and is applicable from “day one” of their employment
Employees may be entitled to bring a claim to an employment tribunal if their request is refused or if they are dismissed or otherwise subjected to a detriment for exercising their right. It is the employer’s responsibility to ensure that their current policies and procedures are up to date and reflect these changes.
Employer’s also need to be aware that employment tribunals now have the power to order employers that have been found to be in breach of equal pay law to carry out equal pay audits on any claims brought on or after 1 October 2014.
The equal pay audit must identify any differences in pay between men and women and the reasons for these differences and employer are required to publish the audit’s results on its website. A breach of these conditions could result in a fine of up to £5,000.
Employers concerned about whether or not they are meeting the current guidelines are advised to seek advice from an employment law specialist.