1) 5 December 2022 - Ban on Exclusivity Clauses Extended - By law (Employment Rights Act 1996), if someone is on a zero hours contract their employer must not:
The law banning the use of exclusivity clauses also applies to employees and workers whose weekly income is below or equivalent to the lower earnings limit (LEL).
The government sets this limit each tax year which is currently £123 from 6 April 2022 to 5 April 2023 for LEL.
2) 1 April 2023 - Increase to National Minimum Wage and National Living Wage
Employers will be expected to comply with the new National Minimum Wage rates from 1 April 2023.
The new rates will be:
3) 2 April 2023 - Increase to Family Friendly and Sick Pay Rates
Statutory maternity, paternity, adoption, shared parental and parental bereavement pay will increase from the current rate of £156.66 per week to £172.48 per week in 2023/24.
Statutory sick pay will rise to £109.40 per week, up from £99.35 per week.
The weekly earnings threshold a worker must meet to become eligible for statutory parental pay or statutory sick pay will remain the same, at £123 per week.
4) 6 April 2023 - Compensation limits, statutory guarantee pay and weekly redundancy payments Rates likely to be confirmed in March 2023.
5) 8 May 2023 - Extra bank holiday to mark the coronation of King Charles
These are but a few of the changes, there will be lots more coming up with dates to be confirmed.
For our customers who are already benefiting from HR Pulse, our HR documents and processes have been updated to reflect any changes in current employment legislation.
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