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May

26

Auto enrolment - are you ready?

With the recent media campaign no one can have missed that automatic enrolment to workplace pensions are coming, however we are finding that as the deadline looms many small employers are confused as to what to do.

The key change is that employers will be required to provide a pension to certain employees and it will then be for the employees to opt out of the scheme, if they do not wish to take part.  Employees qualify for automatic enrolment if they:

  • ·       are aged between 22 and state pension age
  • ·       earn at least £10,000 per year
  • ·       work in the UK

For larger employers these changes have been ongoing for some time, but now it’s the turn of smaller employers.  For businesses with less than 50 employees the start date (referred to as the staging date) is between 2015 and 2017, with the smallest employers being the last required to introduce the change.  This means that in terms of the number of businesses involved the full impact is yet come.

The first contact for employers will come from the Pensions Regulator, who will be in touch around 12 months before the staging date, asking them to nominate a main contact.  At that point the employer is on notice that they need to put a qualifying scheme in place by their staging date.  Employers can get ahead by finding their staging date via the Regulators website: www.thepensionsregulator.gov.uk/employers/know-your-staging-date

Employers then need to get a plan together to ensure the deadline is met.  This will involve finding a provider, meeting strict rules in terms of communicating with the employees and dealing with the Regulator.  The following checklist is a guide to the basic steps to take, once the staging date is known:

  • Find a suitable provider
  • Decide whether to appoint scheme manager or opt for a DIY approach
  • Check whether your payroll system is compatible
  • Assess and enrol employees
  • Communicate with employees using the correct format and timetable
  • Update your employees contracts
  • Report to Pension Regulator – completing a declaration of compliance

For employers daunted by this prospect, Opsium are able to provide advice and support to guide them through the process.


Posted by: Grahame Davies
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May

26

Preston Seminar 2015 Employment law update

We will help you learn about the changes this year and how to avoid an Employment Tribunal!

Are you aware of the legal changes this year that WILL affect your business?

  • Flexible working
  • Shared parental leave
  • Changes to national minimum wage
  • TUPE changes
  • New financial penalties for employers
  • The latest case law on holiday pay and commission

 If you need a refresher or an update in this area, then come along to our essential update on Employment Law hosted by one of our Senior Employment Law Consultants.

We will provide you with guidance on how to remain compliant and manage your staff, leaving you to focus on running your business.
 

The event will take place on Wednesday 17th June 2015 between 8.30am and 10.30am at Preston North End FC, Sir Tom Finney Way, Preston, PR1 6RU.

 


Posted by: Michael Watson
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Apr

16

Are you aware of the legal changes this year that WILL affect your business?

  • Flexible working
  • Shared parental leave
  • Changes to national minimum wage
  • TUPE changes
  • New financial penalties for employers
  • The latest case law on holiday pay and commission

 

If you need a refresher or an update in this area then come along to our essential update on Employment Law hosted by one of our Senior Employment Law Consultants.

We will provide you with guidance on how to remain compliant and manage your staff, leaving you to focus on running your business.

The event will take place on Thursday 7th May 2015 between 8.30am and 10.30am at the Warrington Village Hotel

Places are filling up fast so if you'd like to reserve your place please email info@opsium.co.uk or call us on 0161 603 2156.


Posted by: Grahame Davies
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Apr

16

6th April increases

The limit for a week's pay when calculating redundancy pay increased to £475.

Statutory pay for maternity, paternity, adoption and shared parental leave increased to £139.58 per week.

Statutory sick pay (SSP) rate increased to £88.45 per week.


Posted by: Alan Mills
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Apr

16

Holiday Pay - the final position?

The calculation of holiday pay has been in the news for some time.  However you may have missed that just before Easter a judgement was issued in the UK on the case of Lock v British Gas, which serves to confirm what was becoming increasing apparent

The background to this case is that Mr Locke was a salesman whose income was made up of approximately 60% commission on sales.  When he was on holiday his income dropped as his holiday pay was calculated using his basic pay only.  The position now is that commission should be taken into account when calculating holdasy pay. This decision follow on from a Tribunal ruling last year on ‘non guaranteed overtime’, which also stated such payments would need to be taken into account when calculating holiday pay

The immediate concern for employees is the issue of potential back pay claims. The government has introduced the Deduction from Wages (Limitation) Regulations 2014 which limit employers’ exposure to claims for backdated holiday pay to 2 years.  However this Regulation does not come into force until July 2015.

The key message to employers must be to review any additional payments being made to staff which are not included with the holiday pay calculation and consider what changes need to be made going forward. Employers are advised to contact Opsium for advice on how these decisions impact on your business and what changes need to be made to your current arrangements. 


Posted by: Grahame Davies
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