Contents tagged with National Minimum Wage

  • Gig Economy – Royal Mail Group Facing legal action from drivers

    Tags: Gig Economy, Royal Mail, Drivers, Supreme Court, Employment Tribunal, Employment Appeal Tribunal, Self-Employed, Worker, National Minimum Wage, DPD

    The trend towards gig economy drivers and contractors demanding employment status rights will continue throughout 2018. This should come as no surprise when you consider the recent report published by parliamentary committees which determined nearly 1.6 million people work for gig-economy giants and find relatively little protection provided under current employment law due to their status. 

    We previously reported on the Uber drivers ongoing battle in August 2016, and the EAT decision in November 2017 if you haven’t been keeping up with our gig economy posts. 

    More recently, in December 2017, couriers at Parcelforce Worldwide commenced legal action against its parent group, Royal Mail Group Ltd, over failure to pay drivers the national minimum wage and holiday pay.& … more

  • Worker rate changes 2017

    Tags: National Minimum Wage, Employment Law, Living Wage

    Many of us will have been busy enjoying the long Easter break and the last thing that will be on anyone's mind is whether payroll information relating to hourly rates has been submitted or processed to the relevant department. So we thought we would send everyone a reminder that as of the 1 April 2017 National Minimum Wage (NMW) and Living Wage rates changed. Please make sure that you have updated your payroll so that your workers get paid their legal entitlement. 

    If your workers are 25 years old or over and not in their first year of an apprenticeship they are legally entitled to at least the National Living Wage, which went up from £7.20phr to £7.50.

    For those who are under 25 years old or an apprentice they are legally entitled to at least the National Minimum … more

  • Wage Regulations to be implemented from 1 April 2016

    Tags: National Minimum Wage, Employment Law, National Living Wage

    The National Minimum Wage (Amendment) Regulations 2016, has been implemented to install a higher rate of pay over and above the national minimum wage currently payable to employees aged 21 and above. From the 1 April 2016 employees aged 25 and above must be on a living wage of £7.20 an hour. 

    The national minimum wage is currently £6.70 per hour and will remain in force for employees under the age of 25.

    Changes to the national living wage rate are expected to be effected periodically with projections suggesting the level to be £9.00 per hour by the year 2020.

    In order to inform employees of compliance with the new regulations, employers are advised to issue a formal letter to individuals affected. Such letters should be issued to the following categories … more

  • Working Sleepovers and the National Minimum Wage (NMW)

    Tags: National Minimum Wage, Employment Law, Employment Tribunal

    According to virtually any empirical research you would care to read, we are an ageing population. It follows then that the number of individuals engaged in care-based employment will continue to rise alongside the number of elderly and vulnerable people requiring care.

    Owing to the demand placed on the time of such workers, staying overnight to care for their charges is a very common practice. It is important then that the legal mechanics of how those in the care industry are paid for unsociable hours are clear, both to the workers themselves and their employers.

    The recent Employment Appeal Tribunal (“EAT”) case of Esparon t/a Middle West Residential Care Home v Slavikovska has further clarified the position where a care worker is required to sleepover.

    The core … more

  • National Minimum Wage (NMW) to increase on 1 October 2013

    Tags: National Minimum Wage, Employment Law

    On the 1 October 2013, the National Minimum Wage (NMW) rates increase. The hourly rate for workers over the age of 21 increases from £6.19 to £6.31.

     The other changes are:

    £5.03 for those aged 18 up to the age of 20

    £3.72 for 16 to 17 years old, who are above school leaving age but under 18

    £2.68 for apprentices under 19 or 19 or over who are in the first year of apprenticeship.

    ACAS has also introduced a new useful online tool to assist employers calculate entitlements.   more

  • New BIS scheme to enforce National Minimum Wage (NMW) by naming and shaming employers

    Tags: National Minimum Wage, BIS, Employment Law

    You may have all heard about the BIS scheme which was launched on 1 January 2011 and set out to name employers who failed to pay their employees the NMW. Well now Norman Lamb, Minister for Employment Relations, has named the first employer – Rita Patel. The Leicester hair and beauty salon owner has been named for failing to pay £3,361.22 to former worker following an investigation by HM Revenue and Customs (HMRC).

    HMRC have resorted to enforcing the debt through the courts. The Government argues (and I have to agree it is certainly arguable) that bad publicity is an effective way of deterring employers who may be tempted to pay their workers less than the NMW.

    Currently HMRC issue a press release when an employer has unsuccessfully appealed against a notice of underpayment … more

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  • What To Do When An Employee On Maternity Leave Wants To Go Part-Time?

    Tags: Maternity Leave, Employment Law, UKEmpLaw, Flexible Working Request

    A full-time employee on maternity leave has requested to return part-time. How do you handle the situation and what are the risks if you refuse? 

    Remember that all eligible employees can make a flexible working request. The right is not limited only to parents and carers. However, requests from employees on maternity leave will need to be treated carefully because of the risk of a sex discrimination claim. 

    The statutory scheme is set out in the Flexible Working Regulations 2014 and the Employment Rights Act. It is supported by an ACAS Code and by an ACAS Guide.

    First Steps

    Check that the employee’s request contains all the information necessary to amount to a formal request and that the employee has worked for you continuously for 26 weeks at the date on which they … more

    

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