Minimum Wage increase
October is always the busiest time for implementing
employment law changes and one of the regular features is an increase in
minimum wages. This time it's 20p an hour for adult workers bringing it up to
£6.70. It is of course a minimum requirement and good employers should also
keep an eye on moves towards a 'living wage' in their forward planning.
Smoking in cars
Anyone providing or using a company car needs to be sure that
guidelines are revised and respected because drivers of private cars in England
may not smoke in them if carrying children under 18 as passengers. This mirrors
the situation in Wales while a similar ban will follow in Scotland.
Fit For Work
Health issues of every sort are now a key competent on
employment law, with the Fit For Work programme aiming to get employees
referred for a free occupational health assessment if they have been absent
from work for at least four weeks. It's not mandatory on either side but is a
useful tool that has already been working in Scotland and becomes generally
available this autumn. The idea is to provide a plan that leads to a return to
work at the most opportune moment. And there is no need for a fit note once the
programme is being followed.
Modern slavery
Slaving over a hot PC? Most bosses deny being slave drivers
yet that may not be the case elsewhere in the supply chain. Now, businesses
with a turnover in excess of £36 million must publish a modern slavery
statement every year. The company website has to signpost it – even if it
states 'no action taken'.
The Modern Slavery Act 2015 requires 'transparency in the
supply chain' and refers to forced or compulsory labour, servitude or human
trafficking. The decision on what steps to be taken to combat these issues has
to be made at the highest level, usually by the CEO and directors. This
includes advising staff how and when to be vigilant. Should it extend to inspecting
working conditions of garment workers in Asia before placing a staff uniform
contract? Checking that casual staff are not sent by an agency complicit in
trafficked labour? Or even trying to find out whether unpaid child labourers
are hauling sacks of coffee down South American hillsides before making canteen
purchases? Eventually, employers will be judged on what they have done and the
annual statement is one step in the process.
ARAG policyholders can check legal helplines and online
law guides free of charge, 24-hours a day.
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