Should the government offer free or low-cost tests to help keep our workers safe?

There’s been a recent spike in Covid cases up and down the country, with staff sickness having a significant effect on production in a variety of industries, not least the hospitality sector.

In fact, according to the FSB, one in seven businesses they represent cannot trade as they should at the moment due to Covid-related absences.

Some believe that providing businesses with tests for their employees will lessen the strain and serve to better protect staff.

However, whether they have access to these tests or not, much of the onus now lies with employers in terms of ensuring the correct policies are place to curb infections and safeguard the most vulnerable.

For advice on how to live with Covid now that government-imposed regulations have been lifted and free tests have been scrapped, we’re already helping many companies navigate their duty of care. 

Employees at Pizza Express win the right to receive 70% tips

 

Employees at Pizza Express have won back their right to take home 70% of their tips, less than a year after the business announced they were slashing waiting staff’s slice of the gratuities down to just 50%.

The U-turn was brought about by the Unite union, which argued that workers were struggling to survive on the basic legal minimum wage without a bigger share of digital tips, especially as the move to contactless payments had all but demolished cash bonuses.

The move will come as a welcome relief to those who had been forced to take extra shifts just to make ends meet.

Need to set out a clear tipping policy for your own hospitality business? We can help!

Women protected if made redundant whilst on maternity leave

At the moment, if a woman on maternity leave is selected for redundancy, she has the right to be offered a suitable alternative role without having to go through the interview process. If the new Employment Bill is voted through, this protection will be extended for six months after the woman has returned from maternity leave. 

It’s a step in the right direction in terms of combating discrimination against those who have taken time off to care for a newborn (or newborns!). 

Increase in Statutory Payments

In line with the imminent increases to National Minimum Wages and National Living Wages, statutory payments will also be rising on 3rd April 2022. 

The payment rates for Statutory Paternity Pay, Statutory Shared Parental Pay, Statutory Bereavement Pay, Statutory Maternity Pay and Statutory Adoption Pay will rise to £156.66 per week or 90% of the average week’s earnings. 

The rate for Statutory Sick Pay will be rising slightly as of 6th April 2022, and national insurance contributions will increase by 1.25% on this same date, until at least 5th April 2023. HMRC asks that all payslips are updated to explain that this uplift in NICs will be used to fund NHS, health and social care. 

Covid changes to SSP

Following on from the announcement of the government’s ‘Living with Covid’ strategy, this is a gentle reminder that the Statutory Sick Pay Rebate Scheme finished on 17th March 2022.

From this date, employers will no longer be able to claim back statutory sick pay (SSP) to cover staff absences relating to testing positive for Covid-19 or having to abide by self-isolation rules.

Business owners and their teams will have until 24th March to submit any new claims for absence periods up to 17th March or amend any claims that have already been submitted.

Regardless of the reason why the employee is off work, companies must revert to paying SSP from the fourth qualifying day of absence, as was the case pre-pandemic. 

Increase in national minimum wage

From 5 April 2022, the government will be boosting both the National Minimum Wage (NMW) and the National Living Wage (NLW). The NLW rate will be increasing by 6.6%, from £8.91 to £9.50, while the NMW rates will soon be as follows (broken down by age):

21-22 Year Olds: £9.18

18-20 Year Olds: £6.83

16-17 Year Olds: £4.81

Apprentices: £4.81

If you’re worried what this might mean for your wage bill, contact Little Rock Employment Law today for advice on adjusting staff salaries in a way that’s affordable and sustainable for your business.

Right to work documentation

From 5th April 2022, employers must revert to in person checks for Right to Work documentation. During Covid, it has been possible to carry out such checks remotely via video calls, then scan over the documents – but we’re expecting new guidance to be introduced shortly as the Home Office prepares its post-pandemic strategy.