Preparing for the year ahead

Several important employment law changes lie ahead in 2020, and more may follow when those delayed by Brexit complications come to fruition.

Here are things you can review now to prepare, and minimise the risk/impact of employment claims from staff.

Contracts of employment: Ensure all employee contracts of employment reflect their offer letter, contain pertinent terms and are signed by everyone.

Written statement of terms: With effect from April 2020, employees and workers should be provided with a statement of particulars (or contract of employment containing specified terms) on day one. 

Handbook: Drafting robust policies and procedures, using your handbook to ensure they are effectively communicated to all staff.

Training: Comprehensive training on areas such as equal opportunities, sexual harassment, data protection and mental health and wellbeing will help to protect your business, particularly if claims are brought by employees.

Data protection: Ensure policies cover data security, monitoring and subject data requests. Is your privacy notice up to date?  

New IR35 rule: After 6 April, the responsibility for accounting tax and national insurance will be on the party paying for the individual’s services. This only applies to medium and large private sector businesses.

New parental bereavement law: The specific details are still awaited, however as of 6 April parents will have the right to two weeks of leave following the loss of a child under 18, or a stillbirth after 24 weeks of pregnancy. Parents with at least 26 weeks of continuous service will be entitled to paid parental bereavement leave. This should be included in your policies and handbook.

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