David Wright Personnel Support Ltd

David Wright Personnel Support Ltd We provide a nationwide personnel support service offering practical advice on employee related issu I can review also any documents that you use currently.

Our clients receive the following support for the 12 months subscription
• Contacts of Employment drafted for you, tailor made to suit your requirements, together with other Employment Law policies, such as a Grievance and Disciplinary Procedure and a Staff Handbook. My Contract is designed specifically for your business and tackles the issues that matter to you. For the 12 months of the agreemen

t we produce Contracts for your new starters
• You will receive everything listed in my “shopping list” . Once all of your documents are personalised I will copy them to a CD which will be posted to you.
• A monthly newsletter, containing relevant up to date personnel information and advice as well as a range of the issues raised with me by other employers in the previous month.
• Access to my help line. You can ring me whenever you have a Personnel problem, such as difficult staff, discipline, holidays, attendance or just a day to day query. I will then be able to talk through the problem with you and advise you on your best course of action. I will draft your letters and be with you every step of the way. I am available at the weekend and up to 9.00 in the evening.
• Let me know when you appoint your new employees in the future and I will produce their contract for you.
• Sarah can even make an appointment with you and complete the contracts and polices over the telephone. I support a large number of clients, providing a business orientated service that is why over 97% of clients renewed their subscription in 2012/13

I provide clients with practical advice, without jargon. I attempt to tell clients what they can do and how to do it. I have over 20 years personnel experience, I write Employment Law for several nation publications I am a Fellow of the Chartered Institute of Personnel and Development. The fee is all-inclusive no matter how many times you use my services. If you need my support please contact me on 07930 358067, (01302 563691 or emaiI me on [email protected] or [email protected]
I look forward to working with you. You can also take a look at my website at www.davidwrightpersonnel.co.uk

26/01/2025

NEONATAL CARE (LEAVE AND PAY) ACT 2023

This Act, expected to come into effect in April 2025, will give parents up to 12 weeks of paid leave if they have babies who are admitted into hospital. The baby must be admitted up to the age of 28 days and have a continuous stay of 7 days or more. The act will have a minimum entitlement of one week.

In order to qualify, an employee must be employed for a minimum of 26 weeks prior to the leave being requested, and be earning an average of at least £123 a week. This mirrors the entitlement to maternity pay. The leave must also be taken in the first 68 weeks of the baby’s birth.

19/01/2025

APRIL 2025 NEW RATES FOR EMPLOYERS

The government have announced the new rates for family leave and statutory sick pay which will apply from 6th April 2025

The average gross weekly earnings required to qualify for the various forms of family leave pay will increase from £123 or more per week, to £125 or more per week from 6th April 2025. The figures stated are the maximum payable (under statute) per week. If an employee earns less per week than the rate stated, then they should receive the lower amount equating to their actual earnings

05/01/2025

Buying or selling your business
On the date of the transfer, the new employer becomes responsible for any outstanding wages or unpaid bonuses.

BUYING OR SELLING YOUR BUSINESS

For example, an employee is transferred to a new employer in January. Their old employer previously paid a performance-related bonus in March. Their new employer is now responsible for paying them the bonus in March every year.
The new employer also becomes responsible for:
• any outstanding holiday
• any arrangements to carry over holiday from previous leave years
• enhanced or contractual holiday — where employees get more than the legal minimum
For example, an employee's holiday year starts on 1 January and ends on 31 December. They have 10 days' holiday left when they transfer on 1 October. Their new employer must allow them to take this holiday before the end of their leave year, if the employee wants to.
The new employer is responsible for these things even if the old employer did not include them in employee liability information.
If employee liability information was missing or inaccurate, the new employer could make a claim to an employment tribunal.The message is check this detail out

11/12/2024

Antenatal appointments
The male partner has the right to time off work to go to 2 antenatal appointments with their partner. This time off is usually unpaid and is for a maximum of 6.5 hours for each appointment.

Normally it will be much less but if there is a long journey to the appointment and the female has to wait for a consultant there might be a delay

02/12/2024

You might have missed this
tribunal claim time limits to double
One of the most significant amendments is the proposal to extend the time limit for employees to bring forward tribunal claims from three months to six months.
employers, will need to maintain records and evidence for a longer period

24/11/2024

AN INTERESTING DISCRIMINATION CASE-NO PAY SLIPS

The employer failed to give an employee itemised pay statements for 6 months in 2023 and then throughout her maternity leave. This was against the Equality Act 2010.
The compensation to the employee was set at £500.
The second part of the claim related to unauthorised deductions i.e. failed to pay maternity pay and holiday pay.
The second part of the compensation was £2,577.41.

20/11/2024

SSP

Can I confirm that employers haven’t been able to recover SSP since March 2022

30/10/2024

minimum wage 2025
• The minimum wage for over 21s, known officially as the National Living Wage, will rise by 6.7%, from £11.44 to £12.21 from April 2025. This year, it increased to £11.44 an hour, from £10.42.
• For 18 to 20-year-olds, the minimum wage will rise from £8.60 to £10. In April this year, the rate was increased from £7.49.
• Apprentices will get the biggest pay bump, from £6.40 to £7.55 an hour. Prior to this year, it was £5.28.

24/10/2024

SSP UPDATE

Among the key policies of Making Work Pay is the upgrading of statutory sick pay. The changes, which apply to England, Scotland and Wales,

The consultation, closes on 4 December 2024,
The 2024-25 rate of SSP is £116.75 per week.
Waiting days are to be scrapped
The consultation document states that the eventual Employment Rights Act will remove the requirement to serve waiting days and will extend eligibility to those earning below the lower earning limit
What will replace the lower earnings limit?
Women and young people will particularly benefit from removing the LEL.
But simply removing the LEL would lead to some people who earn less than £116 per week receiving in effect a pay increase while ill as SSP would pay more than their salary.
The percentage will likely be set between 60% to 80% of earnings –

15/10/2024

TIPS AND THE CODE OF PRACTICE

Following the publication of the Guidance Notes, I have been asked for a TIPS POLICY. by several customers
It’s difficult in advance of any cases.
However, email me if you would like my Tips Policy on [email protected]

22/09/2024

KINGS SPEECH

We don’t know when these will happen but they are the key proposals of the new Labour Government

1 First day rights so from day 1 employees will be eligible
to Sick pay, parental leave and flexible working and be protected from unfair dismissal. There will be specific rules re probation periods

2 Zero hours Contracts will be outlawed so plan ahead

3 Fire and Rehire will be outlawed

4 The earnings requirement for SSP currently £123 a week will be eliminated

5 Maternity Leave Protection it will be unlawful to dismiss a female for 6 months after returning from maternity leave

6 Fair Work Agency will be set up to enforce workplace rights

07/09/2024

Did you know from October the following applies

Maintaining records and data protection
The Employment (Allocation of Tips) Act 2023 includes obligations for employers regarding the collection and record-keeping requirements around tronc. Under the new legislation, employers must record the qualifying tips received, the location they were received, and the amount allocated to each employee. These records should be kept for a minimum of three years and are subject to data protection legislation.
Employees also have the right to request information on the total tips collected and distributed, and how much they’ve personally received over the last three years. They can make one request in any three month period.

08/08/2024

TRIBUNAL FEES COULD BE BACK?
The former Government opened a consultation on the reintroduction of employment tribunal fees.
It was proposed a £55 fee to issue any claim at an employment tribunal,.
Tribunal fees were originally introduced in July 2013 and were significantly higher than those now being proposed by the government. The introduction of fees resulted in a drop of tribunal cases by 53 per cent in the following 12 months, In the year after the fees were quashed, cases rose by 39 per cent, according to Acas. With the new labour government it is unlikely this will happen.The new labour government are likely to improve employee protection

27/07/2024

DADS RIGHTS

Paternity Leave

So first there is an entitlement to 2 weeks paternity leave—taken either as a 2 week block or 2 separate weeks
It must be taken in the first year after the child was born
The dad has to earn over £123 a week and have 26 weeks service
Smp is paid at £184.03 or 90% of their average earnings whichever is less

Parental leave

For parents with 12 months service. the allowance is for up to 18 weeks unpaid leave up to the child’s 18th birthday
Its capped at 4 weeks per year and blocks must be maximum of 4 weeks and requires 21 days notice of a request

Ante Natal Appointments

Dads can attend 2 ante natal appointments –UNPAID---for a max of 6.5 hours per appointment

23/07/2024

NEW GOVERNMENT – BIG PROPOSALS

We have a new Government — what might we expect to happen in the field of employment law?

The big proposals (which are likely to affect my clients )are:

 Outlawing zero-hours contracts
 A ‘reform’ of ‘fire and rehire’ but not an outright ban
 Day one rights for unfair dismissal (subject to a probation period—but how long??), sick pay, parental leave, and flexible working will be day 1 rights for employees
 The government says it will "remove the discriminatory AGE BANDS----so at age 18 the £11.44 per hour rate will apply—but let’s wait for the small print
 Consultation on worker status
 Reform of collective consultation
 Strengthening rights in TUPE
 Strengthening protection for whistleblowers
 Ensuring flexible working is a genuine default
 Consulting on whether carer’s leave should be paid
 Enhancing redundancy protections relating to maternity
 Right to switch off(out of work contact)
 Removing the lower earnings limit for Statutory Sick Pay (SSP)
 Repealing curbs on unions

15/06/2024

HOLIDAY PAY CHANGES

THE FOLLOWING MAY BE OF INTEREST

• IF YOU HAVE EMPLOYEES WORKING IRREGULAR HOURS WEEK TO WEEK
• OR HAVE EMPLOYEES ON ZERO HOURS

In short you just add 12.07% to their current hourly rate and update their contract

Irregular hours and part-year workers will now have their holiday pay calculated as 12.07 per cent of actual hours worked in a pay period, for leave years starting on or after 1 April 2024.

It went away as rolled up holiday pay but is now back and legal.

It replaces the complicated annual average scheme.
It doesn’t apply to part timers who have fixed hours but work additional hours.

15/06/2024

FORCED TO USE HOLIDAYS

In your contracts I include a line confirming that you reserve the right to fix one week’s holiday.

In reality some employers are even stricter regarding when employees take holiday
The law is clear—if an employer gives twice the notice as the duration they can insist holidays are taken.

What does that mean?

You give 2 days notice to insist a day is taken -or 4 days notice to take 2 days

This is invaluable to know if your business is due a refit or has to close for another reason.

30/05/2024

Forced to use holidays

In my contracts I include a line confirming that the employer reserves the right to fix one weeks holiday

In reality some employers are even stricter regarding when employees take holiday
The law is clear—if an employer gives twice the notice as the duration they can insist holidays are tken

What does that mean
If you give 2 days notice to insist a daty is taken -or 4 days notice to take 2 days

Address

Doncaster
DN119UJ

Telephone

+447930358067

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