Jovie’s Post

🚨 Attention REC Members! 🚨 We've seen many enquiries about the Agency Worker Regulations 2010 (AWR). Here’s what you need to know: Day 1 Rights: Agency workers must have access to the same facilities as permanent staff from day one. This includes canteens, childcare, and transport services. After 12 Weeks: Agency workers are entitled to the same basic working conditions as permanent staff, including pay, working hours, and annual leave. Compliance Tips: 🔷Request detailed AWR info early using the REC's form. 🔷Regularly follow up with hirers. 🔷Verify pay calculations carefully. To understand more about the Agency Worker Regulations click the link here https://bit.ly/3KvfGYZ and allow Legal and Compliance Advisor, Emma Anglade-Ravez to provide expert guidance. Need more support and guidance around Agency Worker Regulations join our training for an in-depth understanding led by REC experts. Book your spot here: https://bit.ly/40sqe26💼👍

Time to get organised and stay ahead of the game for the upcoming Employment Law changes! 📝 What changes we hear you cry? Firstly, after a ground-breaking case which threw the holiday calculations for part year workers up in the air, we finally have new reforms to simplify holiday entitlement and calculations from 1st January 2024. 👉 The regulations will make rolled up holiday pay (at an accrual rate of 12.07%) lawful for workers with irregular hours or part-year workers 😮 . The aim is to make it easier for employers to calculate holiday entitlement for such workers, and to ensure that worker holiday entitlement better reflects the hours they work across a year. Secondly, there are a few important updates which are coming in April 2024. This includes: 👉 Expansion of the Protection from Redundancy (Pregnancy and Family Leave) Act 2023. Starting from 6th April, this Act will provide enhanced protection to pregnant employees, safeguarding them from redundancy from the moment they notify their employer of pregnancy until 18 months after childbirth. 👉 Carer's Leave Act 2023. This act grants employees caring for dependants with "long-term" needs, one week of unpaid leave every year, available from day one of employment. 👉 Amendments to the Employment Relations (Flexible Working) Act 2023. Under this Act, employees will have the right to request flexible working from day one of employment, with the ability to make two requests within a 12-month period. Additionally, the need from the employee to explain the impact of the change requested will no longer be necessary, and employers will now be required to respond to requests within two months (rather than three). If you need assistance in ensuring you are calculating your holiday correctly or your policies and procedures are up-to-date and compliant with these changes, don't hesitate to get in touch!   ☎️ : 01202 143555 ✉️ : [email protected] 🔗 : https://lnkd.in/dP5MWup2 #OutsourcedHR #HRPartner #HR 

Keeping yourself compliant with HMRC and meeting all of your employer responsibilities can feel daunting, but for less than £1 a day, you can keep yourself compliant with Nannytax! 💙 Discover more about Nannytax’s nanny payroll & HR service by clicking the link 👉 https://lnkd.in/gAnmD3Aj #nannies #childcare #payroll #employer #employee

Better Healthcare Access for Nannies Means Relief for Parents Too! Navigating healthcare and legal pay is often a tricky balance for nannies, but recent changes are set to make a big difference. With the NYC Essential Plan raising its income limits, more nannies now qualify for this $0 premium plan with no deductible that offers comprehensive benefits, including dental and vision! This not only provides greater security for nannies but also eases the financial strain on parents who struggle with the high costs of competing healthcare plans and childcare. #HealthcareForNannies #ParentSupport #NYCUpdates #FamilyCare https://lnkd.in/ejJWBXVB

The past year has been a whirlwind for UK employment law, with lots of significant changes - staying compliant can feel like a never-ending game of catch-up. Here's a quick look at key changes in 2024... 🏝️Annual Leave & Holiday Pay: New adjustments in how part-time and irregular hours workers accrue holiday pay. Employers are no longer required to maintain detailed records of daily working hours. While this simplifies administration, ensuring fair compensation calculations remains crucial. 🍼Enhanced Parental Leave: Fathers now have more flexibility in taking their two weeks of paternity leave The Protection from Redundancy (Pregnancy and Family Leave) Act offers increased job security for new parents facing redundancy situations. 💕 Carer’s Leave (Coming Soon): The anticipated introduction of carer’s leave grants eligible employees unpaid leave to care for dependents, adding another layer of complexity to leave management. 📢 Looking to hire an HR specialist to navigate these changes? Or are you an HR professional who knows their stuff? Contact us at Layka Recruitment! Our HR Specialism division is here to help you stay compliant and ahead of the curve. #EmploymentLaw #HRSpecialist #UKEmployment #LaykaRecruitment #Compliance #HRUpdates

It’s the 6th April…, I repeat it’s the 6th April👩💼‼️ New employment legislation comes into effect today: 🎯 Carers Leave Act 2023. 🎯 Employment Rights (Flexible Working) Act 2023. 🎯 Protection from Redundancy (Pregnancy and Family Leave) Act 2023. 🎯 Increase to statutory family-related and sick pay. Policies and procedures should be introduced to employees within the business to meet the new legal requirements✍️ And from the 1st April, employers should have: ✅ Complied with national minimum pay increases. ✅ Complied with the changes to holiday entitlement and pay for irregular hours (if, AL year runs from April to March). #HRtips #employmentchanges #April2024 #HR #employerstips #HRadvice #lawchanges

Join our webinar tomorrow for free around the topic: Statutory carer’s leave - how employers can prepare! https://lnkd.in/dYavVHsz Carer's leave: Six things HR needs to know: 1️⃣ Carer's leave will be a day-one right 2️⃣ Employers cannot ask for evidence relating to an employee's caring responsibilities 3️⃣ The right does not cover leave to provide childcare 4️⃣ An employee with more than one dependant is not entitled to extra carer's leave 5️⃣ The Regulations do not limit the caring activities that carer's leave can be used for 6️⃣ Carer's leave can be taken in half days

Attention childcare business owners. Don't get bogged down by the IRS rules and regulations. iAS understands the childcare payroll challenges. Let us show you how we can help you run things smoother. https://lnkd.in/gduZBFh5 #iAS #payroll #HR #challenges

#Sweden has created a work culture that supports work-life balance. These include generous parental leave, flexible work hours, limited overtime, affordable childcare and ample vacation time. Parents are entitled to 480 days of paid leave per child. Managers discourage excessive work hours, while low-cost nursery schools are available from age one. Parents can take up to 120 paid days off annually to care for ill children, and all employees receive 25 paid vacation days per year. These policies have resulted in high employment rates and strong productivity, demonstrating that supporting families can benefit the economy. #worklifebalance #increaseproductivity

April 2020 seems like an age ago BUT... HAVE YOU UPDATED YOUR EMPLOYMENT CONTRACTS SINCE THEN?🚨 Since April 2020 you MUST give employees the following information (in addition to ALL the information that was compulsory before that date): 🌱Working pattern – the hours and days of work, any variability and how such variation is determined; 🌱Information relating to any benefits; 🌱Entitlement to paid leave (not just sick leave and holiday) - Maternity, Paternity, Adoption Leave, etc.; 🌱Entitlement to Training & whether it is compulsory training, paid for and/or provided by the employer; 🌱Details of any Probationary period. Not sure if your Employment Contract covers everything it should do? Let's chat, and you can take advantage of our FREE Employment Contract Review #EmploymentLaw #EmploymentContract #BusinessOwner