APRIL CHANGES - 2011
Further to our Information Update 2011/02 of 25 January 2011 when we summarised the changes in Employment Law in the coming year, we are now sending a reminder of the changes in April.
3 APRIL 2011
New Additional Paternity Leave arrangements will give fathers an entitlement to claim up to six months' of the mother's maternity leave provided the mother returns to work. The new right applies to fathers of children due on or after 3 April 2011. The extra leave is in addition to the current two weeks’ paternity leave entitlement.
6 APRIL 2011
Default Retirement Age
The Default Retirement Age is abolished. Employers no longer able to issue notifications for compulsory retirement using the DRA procedure.
Statutory Maternity/Adoption/Paternity Pay
SMP/SAP/SPP is increased from £124.88 to £128.73.
Statutory Sick Pay
SSP is increased from £79.15 to £81.60 per week.
Personal allowance for income tax for basic rate tax payers under the age of 65 will be increased by £1,000.
National Insurance Contributions
Employers’ national insurance contributions increased by 1% to 13.8%.
National Insurance Contributions will also be increase by 1% for employees.
Threshold at which employers pay National Insurance raised by £21 per week.
Time off for Training
Employees of companies with more than 250 employees were granted statutory right to request time off for training or study from 6 April 2010. The right was due to be extended to all employees, from 6 April 2011 but it was confirmed in the Budget that the right for employees to request time off to train will not be introduced for employers with less than 250 people.
The right to request flexible working to parents of 17 years olds for all businesses which was due to be introduced on 6 April 2011 has been repealed and will not longer by introduced.
Single Equality Duty
Single Equality Duty for public bodies comes into force.
Positive action provisions of the Equality Act come into force
Section 159 of the Equality Act 2010, which permits employers to treat individuals with a protected characteristic more favourably than others in connection with recruitment or promotion, comes into force. This will allow employers to positively choose individuals who meet an under represented protected characteristic when in all other respects they are ranked as equal.
Bribery Act 2010
The implementation of the Bribery Act 2010, which was due to come into force in April 2011, has been delayed. No revised date for implementation has been given by the government.
If you have any need for clarification or advice on anything in your organisation that relates to aspects of the above or anything else for that matter – don’t hesitate to contact us.