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Tag Archive

What are the statutory rates and compensation limits for 2020?

National Minimum Wage
Age Former Rate (£) Current Rate (£)
Workers aged 25 and over (National Living Wage) 8.21 8.72
Workers aged 21 – 24 7.70 8.20
Development rates for workers aged 18 – 20 6.15 6.45
Young workers rate for workers aged 16 – 17 4.35 4.55
Apprentices under 19, or over 19 and in their first year of the apprenticeship 3.90 4.15
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Changes to Employment Law from April 2020

April brings with it the usual annual increases to the national minimum wage and statutory pay for family-friendly leave and sickness absence. But the effects of Good Work: the Taylor review of modern working practices, published in 2017, are still being felt and changes are being introduced to protect vulnerable workers in increasingly flexible business models.

Changes to IR35 tax rules are also expected along with the introduction of the right to parental bereavement leave. A raft of measures designed to protect vulnerable workers also come into force. [name of solicitor] rounds off with a word on Brexit.

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What Are The Statutory Sick Pay Guidelines?

Statutory sick pay (‘SSP’) is a universal payment all employers must pay, should their employees be signed off from work due to sickness. Some companies offer contractual sick pay – i.e. full pay for a period however more companies rely on government SSP guidelines.

If SSP applies, then the first question to be asked is – does the employee earn more than the lower earnings limit? The current rate for 2019 – 2020 is £118 per week. If the employee earns less than this then the employee would need to claim sick pay from the job centre. There is a SSP1 form online for the employer to complete. The employer does not pay anything during this period (unless contractual sick pay is available).

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LEGAL UPDATE: Changes to Statutory Payments

As we are approaching another tax year, the Department for Work and Pensions (“DWP”) has announced proposed revised amounts for various statutory payments from 1 April 2018

Statutory Maternity Pay/Statutory Paternity Pay/Statutory Shared Parental Pay

 These are all currently £140.98 (or 90% of the employee’s average weekly earnings if this figure is less than the statutory rate). The weekly rate will increase to £145.18 with effect 1 April 2018. 

To qualify, the employee must have average weekly earnings of at least:

  • £116, if the baby is due on or after 15 July 2018. 
  • £113, if the baby is due on or before 14 July 2018. 

Statutory Adoption Pay (SAP)

The weekly rate increases so that it is payable at 90% of the employee’s average weekly earnings for the first six weeks, with the remainder of the adoption pay period at the rate of £145.18 (or 90% of average weekly earnings if this is less than £145.18) with effect 1 April 2018. 

To qualify, the employee must have average weekly earnings of at least:

  • £116, if the matching or notification occurs on or after 01 April 2018.
  • £113, if the matching or notification occurs on or before 31 March 2018.

Statutory Sick Pay (SSP)

The weekly rate increases from £89.35 to £92.05 with effect 6 of April 2018. To be entitled, the employees average earnings must be equal to or more than the lower earnings limit, which is increasing from £113 to £116.

National Living Wage (NLW)

The NLW for workers aged 25+ will increase to £7.83, the standard adult rate for workers aged 21-24 will be £7.38, and the development rate for workers aged 18-20 will be £5.90.

This change in rates will mean employers will need to carefully plan their budgets for 2018/2019 and, if necessary, prepare for amendments to their policies and other documentation in relation to family-friendly benefits for April 2018.

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

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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.