Employment Law Changes Effective From 6 April 2020

Posted on Apr 14, 2020. by NTI

The statutory redundancy weekly cap has increased to £538.

The holiday reference period for those on variable hour contracts, has been increased from 12 to 52 weeks. This will require employers (and insolvency practitioners) to look at the previous years’ pay prior to making any payments for holiday pay. This should be noted when calculating employee redundancy claims.

From 6 April 2020 all employees have the right to an employment contract from the first day of their employment. This has been amended from within two months of employment commencing.

The weekly rate of statutory maternity, paternity, adoption and shared parental leave increases to £151.20 per week.

The Parental Bereavement (Leave and Pay) Act 2018 comes into force and permits bereaved parents two weeks leave following the loss of a child under the age of 18 or a still birth after 24 weeks of pregnancy. Bereaved parents employed with a minimum of 26 weeks continuous service will also be entitled to receive statutory parental bereavement pay at £151.20 per week or 90% of weekly earnings if lower.

Statutory sick pay increases to £95.85 per week.

The national living wage for workers over 25 increased to £8.72 per hour (effective as of 1 April 2020).

The national minimum wage increases to £8.20 for employees aged 21 to 24, £6.45 for those aged 18 to 20 and £4.55 for those aged 16 or 17.

Agency workers are now entitled to the same pay as those staff members employed directly by the company, even when employed directly by an agency.

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