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Issuing payslips is normally a routine process and you may not give a lot of thought to the legislation behind it.  In fact, the law imposes strict obligations on employers regarding what must be displayed in the payslip.

What right does the law provide?

The law states that an employee has the right to a written itemised payslip by their employer on or before pay day.

Do I need to give it to everyone at my organisation?

This right is provided to all employees. It does not extend to workers, contractors or freelancers.

What should it include?

The payslip, which can be provided electronically or in printed form, must include the following information:

  • the gross amount of wages or salary;
  • the amounts of any variable and any relevant fixed deductions and the purpose for that deduction;
  • the net amount of wages;
  • where different parts of the net amount are paid in different ways, the amount and method of payment of each part.

Employers are free to put more information on their payslips, for example you may include the tax code, tax period or National Insurance number.

Recent change to the law 

The Employment Rights Act 1996 (Itemised Pay Statement) (Amendment) Order 2018 was laid before Parliament on 8th Febraury 2018.

This amends section 8 of the Employment Rights Act 1996 (c. 18), adding to the list of information which must be included in the payslip. 

The amendment requires a payslip to also state the number of hours being paid where wages vary according to time worked; either as an aggregate number of hours or as separate figures for different types of work (or rate of pay). 

This change is due to come into force on 6 April 2019.

If you need help and advice in relation to payslips, please do not hesitate to contact me or the employment team on 0113 350 4030 or at hello@scesolicitors.co.uk.

If you would like to be kept up to date with employment law and dispute resolution updates, please subscribe to our monthly newsletter.

SCE Solicitors is a boutique employment law and dispute resolution practice based in Leeds which advises clients nationwide.  Please note that the information in this blog is to provide information of general interest in a summary manner and should not be construed as individual legal advice. Readers should consult with SCE Solicitors or other professional counsel before acting on the information contained here.

Samira Cakali

Samira Cakali is a pragmatic and approachable solicitor advocate with extensive contentious and non-contentious experience in the fields of employment law as well as civil litigation, within a range of commercial businesses from SME’s to multinationals as well as senior executives.

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