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Employment law update – 6 April 2020

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As if there wasn’t already enough going on at the moment in the world of employment law, 6 April 2020 saw the implementation date for a raft of various new employment law requirements that business and employers of all shapes and sizes need to be aware of. Many of them mark significant changes, we set out below some changes that most SME’s need to be aware of with immediate effect:-


  • One of the biggest changes is in relation to the period over which you use to calculate holiday pay. Prior to 6 April 2020 average pay over the previous 12 weeks was used. Now the previous 52 weeks will be used. You may require specialist employment law advice about the calculation of remuneration for holiday pay purposes.

  • As of 6 April 2020 ‘workers’ now have the same right as employees to a written statement of terms;

  • The written statement of terms document must now be provided to both employees and workers on or before day one of work;

  • The Parental Bereavement Leave Act 2018 introduces a statutory period of bereavement leave any pay of 2 weeks for parents if their child dies aged 18 or under or in the case of a stillbirth after 24 weeks of pregnancy;

  • The Swedish Derogation (referred to as 'pay between assignments' contracts) is abolished as of 6 April 2020. This means in practice that all agency workers are entitled to the same rate of pay as their permanent counterparts after 12 weeks. All agency workers are entitled to a key information document that clearly sets out the type of contract they will have and the pay they'll receive;

  • 6 April also saw the introduction of regulations which increased the maximum unfair dismissal award in the Employment Tribunal to £88,519. The maximum amount of a weeks’ pay used for calculating things like a basic award in the Tribunal and redundancy payments is now £538, previously £525;

  • Finally bear in mind that 6 April brings with it the new rates for things like statutory maternity pay now £151.20 and 1 April was the introduction date for the revised national minimum wage rates.

Employment law is an ever changing and constantly developing area. This blog is no substitute for legal advice and specialist advice should always be sought about your particular circumstances.


Employers and employees can obtain expert employment law advice in a timely and efficient manner from Hibberts solicitors about any of the issues listed above.  Should you require employment law advice then please don’t hesitate to contact us.


For more information, visit us at www.hibberts.com or contact Camille Renaudon on 01270 215117 

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