A reminder of additional employment law changes taking effect in April 2020


Amongst the new and emergency legislation that we have seen over recent weeks, this is a reminder that a number of other key changes will be implemented as planned this month, including the following:

  1. Written statements:

Additional mandatory information must be included in the employment contract and  a new requirement to provide written terms to workers (as well as employees) starting work on or after 6 April 2020.

  1. Parental Bereavement Leave

There is a new right to parental bereavement leave and pay from 6 April 2020.

Where parents lose a child (under the age of 18) after 6 April 2020 (including stillbirths after 24 weeks of pregnancy), they will have a right to take up to 2 weeks’ leave at the statutory rate. Employers will have to review and update their policies accordingly.

  1. Minimum wage increases

Increases in national living wage and national minimum wage take effect from 1 April 2020

  1. Increase to statutory family related pay from 5 April 2020

  1. Increase to statutory sick pay from 6 April 2020

  1. Increase in maximum weekly amount to be used for redundancy calculations from 6 April 2020

  1. Holiday reference period changed for workers with irregular hours from 6 April 2020

Holiday pay is to be calculated in reference to a 52 week period rather than 12 week period (or for those who have been working for less than 52 weeks, the number of weeks they have worked). References to the holiday pay reference period will require amendment.

  1. Agency workers to receive equal pay as directly recruited employees from 6 April 2020

This applies to workers who complete the 12 week qualifying period. Agency workers will also have to be provided with a Key Facts pages providing basic information relating to their contract, pay and arrangements for pay.

For more help and information about how to incorporate these changes into your business, please contact me directly.

Julie Taylor

Employment Law

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