Indeed Flex’s Post

If you are self employed, and taking on your first employee, or a limited company where you do not already pay yourself a salary, you will need to register as an employer before your employee's first payday. You can register up to 2 months before the first payment and it is advisable to register as soon as possible after this date, as it can take a while for the PAYE reference to come through. Once you have employees you will need to submit data to HMRC every month. You can do this via your own software or your accountant can support you with this. Remember: Once you have employees you are responsible for complying with more than just HMRC rules, you will need to ensure you have the correct policies in place to ensure compliance with employment laws. If you are at the stage where you are considering bringing employees on board, get in touch to ensure you have all the facts and support that you need.

The new Single Worker Status if it comes to pass, will ensure that all workers, whether employed or self employed, will receive due employment rights, such as the right to holiday pay. Only self employed people who are trading as a business, incorporated or not, are not entitled to holiday pay. Those engaged on a self employed basis, but who are under the control of the hirer in some way, e.g. they have a foreman or answer to a manager, and only have a limited right to employ or engage someone else to carry out all or some of their duties, are workers unless they operate via their own limited company. The fear is that hirers will steer away from using self employed workers in order to avoid the extra costs, and will turn even more towards agencies to meet their labour requirements. The fact is hirers have shouldered these costs for years, and most self-employed workers accept that their rates effectively include cover for when they are on holiday, so pay or day rates only need to be identified as a contract payment plus holiday pay, for this not to be the outcome of this change.

The number of employees receiving pay and benefits from their employer fell by 57,400 (-0.3%) in September 2024, following little change in August and an increase of 39,500 (+0.2%) in July. On a year-over-year basis, payroll employment was up 94,900 (+0.5%) in September. Meanwhile, job vacancies edged up to 528,200 in September, following little change in the previous month and three consecutive monthly declines from May to July. https://lnkd.in/eUeuGXGP

A word of advice for jobseekers. A fixed term contract paid as a salary is wage theft. You will never recoup the lost sick leave and other benefits, and the pro-rata amounts for long service leave when they invariably cut you off the payroll. It's your choice in the end. Either permanent, casual rates, or insist on an hourly contract rate.

WRITTEN PARTICULARS – SECTION 7 Section 7 of the Labour Act makes it mandatory that contracts of employment must be in writing, and this must be done within 3 (three) months of the employee’s resumption. It was designed to ensure that workers receive a clear and formal understanding of their employment terms, promoting transparency and fairness in the workplace.   It provides both the worker and the employer with a written reference that can help avoid or dissolve disputes in the future. Section 7 (1) states thus – Not later than three months after the beginning of a worker's period of employment with an employer, the employer shall give to the worker a written statement specifying: (a) The contract should include the name of the employer or group of employers. If the worker is employed by a larger undertaking or company, this must also be specified. This ensures that the worker knows exactly who their legal employer is.   (b) The contract must include the name and address of the worker, as well as the place and date of their engagement (i.e., when and where the worker was hired). This helps to officially document when the employment began. (c) The nature of the employment or job description must be stated, outlining the worker’s duties or responsibilities. This helps define the scope of their job responsibilities. (d) If the employment contract is for a fixed term (i.e., it has an end date), the statement must specify the date when the contract will expire. This provides clarity on the duration of the employment if it is not indefinite. (e) The statement must specify the notice period required for either party (employer or worker) to terminate the contract, in line with Section 11 of the Labour Act. Both parties must be aware of the proper procedure for ending the employment relationship. (f) The rates of wages (salary) must be specified, along with the method used to calculate the wages (whether hourly, weekly, monthly, etc.) and the frequency and manner of payment (e.g., bank transfer, cheque). This ensures transparency in how the worker will be paid. (g) Terms and conditions related to: (i) Hours of work: The statement must include the agreed-upon working hours. (ii) Holidays and holiday pay: This includes the worker’s entitlement to annual leave and how holiday pay will be calculated. (iii) Sick leave and pay: It should cover provisions for incapacity due to illness or injury, including whether or not sick pay is provided. Section 7 (2) mandates that the worker must be informed of any changes in the contract of employment within one month.   Section 8(1) states thus – Every worker who enters into a contract shall be medically examined by a registered medical practitioner at the expense of the employer. Please feel free to contribute, argue or question anything in this post. Thank you for reading to this point.

Too long didn't read :) ! : Labour pledges worker-friendly changes to employment law, which might affect you or your business 👨💼 🏢 👩💼 More info below... With the election only tomorrow and polls predicting a win for Labour, I read Labour's Plan to Make Work Pay (link below if you're interested). In their manifesto, they say they aim to implement this plan; some thoughts below on some of the pledges within it: - Labour will ban exploitative zero hour contracts (the key word here is 'exploitative', seemingly it will not be an outright ban). Workers will be pleased to hear this. - They'll introduce a new day 1 right not to be unfairly dismissed (right now you need 2 years in the job). To make this work in practice, commentators have suggested Labour could perhaps make failing probation a new fair reason for dismissal. If so, employers will need to ensure they are carefully assessing new hires from the outset, who may have a probationary period of say 6 months. - They'll consult on moving to two main types of employment status, with (1) 'worker' incorporating all but the genuinely (2) 'self-employed' (currently there are (1) employee, (2) worker, and (3) self-employed). While workers will be delighted about this, this would have major consequences for employers in the gig economy, as workers could be given significantly enhanced statutory rights, including rights to maternity, paternity and other family-related leave and unfair dismissal rights. - They'll extend the time limits to make a tribunal claim, from 3 months to 6 months. Critics have queried how the already-heaving tribunals will be able to cope with the likely increase in claims as a result. - They promise to end fire and rehire, a practice which the HR association CIPD already say should only ever be a last resort, if changes to employment contracts are critical and voluntary agreement is not possible.  - They'll change the criteria for determining national minimum wage, so it considers cost of living. And they'll remove age banding, so all adults are entitled to the same minimum wage. Again, many employers won't be happy about this proposal that adds costs to the employment relationship. - A right to switch off (something that Kier is clearly personally a fan of, to protect family time after 6 on Fridays!) 🏢 👨⚕️ 👩⚕️ 👨🏭 👩🏭 👨💼 👩💼 👷♂️ 👷♀️👨🎨👩🎨🏢

I’m refreshed having had a lovely holiday, and ready to dive back into all the fantastic activities from National Payroll Week! Before I embarked on my Mediterranean adventure, I took some time to review the Government’s plans in the Employment Bill. Curious about my insights and thoughts? Click the article below to read my summary and views!

In the month of April 2024, the total non-farm payroll increased slightly by 175,000 or by .1%. Check out the April Employment Report to see how employment trends have changed over the last month. #EmployingTheFuture #ExpertsAtWork #GoHire

Here is some helpful detail on a Labour government's plans for employment regulation, from our Eleanor Parkes Debenhams Ottaway Michael Kerrigan

10 Proactive Steps to Ensure Timely Salary Payments from Your Employer 💼💰 Understand Your Employment Contract 📄: Thoroughly review your contract to know the agreed-upon pay schedule and terms. Maintain Open Communication 🗣️: Regularly discuss any payroll concerns with your employer to address issues promptly. Keep Detailed Records 📝: Document your work hours, pay stubs, and any communications regarding salary to have evidence if discrepancies arise. Know Your Legal Rights ⚖️: Familiarize yourself with local labor laws concerning wage payments to understand your entitlements. Join or Form a Workers' Union 🤝: Collective bargaining can provide a stronger platform to address payment issues with employers. Seek Legal Counsel 🕵️♂️: If issues persist, consult an employment lawyer to explore legal remedies. Report to Labor Authorities 🏢: File a complaint with the relevant labor department to initiate an official investigation. Stay Informed About Company Finances 📊: Be aware of your employer's financial health to anticipate potential payment delays. Network with Colleagues 👥: Discuss with coworkers to identify if payment issues are widespread, strengthening your case. Consider Alternative Employment 🚀: If delays continue, explore other job opportunities to secure a stable income. #EmployeeRights #TimelyPayments #WorkplaceFairness #KnowYourRights #LaborLaws #EmploymentTips #SalaryOnTime #ProfessionalAdvice #WorkplaceWellness #FinancialSecurity