As we near the end of 2020, this is a summary of this year’s key changes to employment law relevant to SMEs:
- All workers are now entitled to receive a written statement of terms (contract of employment) on or before the first day of employment.
- The abolition of the Swedish derogation relating to pay for agency workers came into force in April.
- Businesses/agencies now need to provide agency workers with a Key Information Document setting out key facts at the start of an assignment.
- For businesses with over 50 employees, regarding the ICE (Information and Consultation of Employees) Regulations, there has been a reduction in the percentage of employees required to make a valid request for an agreement on the sharing of information and consultation within the workplace. Previously it was at least 10% of the workforce who must put in a request before an employer is obliged to take steps to comply with this right. This percentage has now reduced to 2%. The requirement that at least 15 employees make the request has remained.
- The holiday pay reference period increased from 12 weeks to 52 weeks.
- There is now the right to parental bereavement leave and pay. Employed parents now have the right to 2 weeks’ leave if they lose a child under the age of 18, or suffer a stillbirth from 24 weeks of pregnancy. Parents will also be able to claim pay for this period, subject to meeting eligibility criteria.
- At the end of the year, the free movement of EU workers is due to end.