UK People Reward and Mobility Hub
The latest updates in employment, benefits, pensions and immigration
The Parental Bereavement (Leave and Pay) Act 2018 was given royal assent on 13 September 2018, having started out in July 2017 as a Private Member's Bill subsequently supported by the government.
An Order for an amendment to the Employment Rights Act 1996 (ERA) has now been made. The Order will grant every worker the right to an itemised pay statement from 6 April 2019.
As the gig economy has grown and developed, so too has the law relating to so-called "gig workers" and how their employment status should be regarded. As we have reported previously, in November last year, the Employment Appeal Tribunal (EAT) rejected app-based taxi firm Uber's appeal against the Employment Tribunal's (ET) earlier decision that its drivers should be categorised as workers rather than self-employed contractors.
The House of Commons Work and Pensions and Business, Energy and Industrial Strategy Committees (the Committees) made recommendations in November 2017 for addressing the issues raised in the Taylor Review. These included:
The Women and Equalities Committee has published a report highlighting what it sees as the difficulties that fathers face in balancing their careers with childcare responsibilities. The report makes a series of proposals which aim to put men and women on a more equal footing when it comes to maternity and paternity leave. The most headline grabbing recommendation is that fathers should receive one month's leave at 90% of their salary (capped for higher earners) when their wife or partner has a baby and a further two months of paternity leave at £141 a week, without any loss of rights for the mother.
Please read Gina Unterhalter's article for People Management here...
In King v. Sash Windows, the European Court of Justice (ECJ) has held that anyone deemed to have "worker" status is entitled to carry over paid annual holiday in circumstances where they have not had the opportunity to take it.
