The national minimum wage applies to all workers and details are:
£8.21 per hour - 25 years and over
£7.70 per hour – 21 years to 24 years
£6.15 per hour – 18-20 years
£4.35 per hour – 16-17 years
£3.90 per hour – apprentices under 19 years, or apprentices age 19 years and over, but in the first year of apprenticeship
Statutory Rates from 7 April 2019
Statutory Sick Pay (SSP)
Weekly rate £94.25 Total SSP per year is 28 weeks per year SSP is not paid for the first 3 days off sick
First 6 weeks is paid at 90% of average earnings 33 weeks at £148.68 or 90% of average weekly earnings if lower
First 39 weeks at £148.68 per week or 90% of average weekly earnings if lower
Paternity leave is up to 2 weeks and paid at £148.68 per week
Statutory Redundancy Pay
The statutory capped amount is £525.00 per week
To calculate the number of week’s pay due, the following calculation should be used:
0.5 week’s pay for each full year of service where age during year is less than 22 years;
1 week’s pay for each full year of service where age during year is 22 years or above but less than 41 years;
1.5 week’s pay for each full year of service where age during year is 41 years or over
Maximum statutory payment is £15,750 and is capped at 20 years length of service
Redundancy payment up to £30,000 may be paid tax free, this is subject to certain conditions being met
Statutory Annual Leave
The statutory holiday entitlement is 28 days (20 days + 8 bank/public holidays) including bank and public holidays or 5.6 weeks holiday. This entitlement is for employee who works five days per week. Part time employees holiday entitlement is pro rata accordingly. Temporary workers and zero contract hour workers are entitled to receive holiday calculated on the hours that they work.
Eligibility to Work in UK
Working in the UK
Under the Immigration, Asylum and Nationality Act 2006 every company has an obligation to ensure that checks are implemented to ascertain an individual’s right to work in the UK prior to commencement of employment. Employers should carry out these checks for all candidates regardless of origin, race or citizenship. The checks should involve checking documents such as passport or UK driving licence. A full list is available from the UK Border Agency.
Making redundancies is a hard decision for any business owner but getting it right is important to limit the risk of potential claims for unfair dismissal.
Even where redundancy rights are justifiable, an employer has have an obligation to follow the correct procedures. For example, in cases where more than one employee is affected in the same or similar positions, the employer will need to apply a selection criteria based on fair principles. Employees should also be given as much notice as is reasonably possible that their position is at risk of redundancy, consulted about the situation and considered for any suitable alternative position before a final decision is taken.
Although it is not a specific requirement that The ACAS Code of Practice is followed, the employee should be allowed to make representations in the consultation process. An opportunity to appeal is normally considered to be part of a fair process.