Keep abreast of employment legislation with legislation updates

If you require detailed advice on a specific area of the current law, please contact the Qdos Employment Team for help. Alternatively, if you are interested in one of the Qdos HR products, please contact our Sales and Marketing Team.

There are also some useful links below for checking current statutory rates and thresholds i.e. National Minimum Wage, tax and NIC, maternity, paternity and adoption pay; statutory sick pay.

Since the new Conservative Government came into power, there has been very little new employment legislation placed on the statute book. The EU referendum has also meant that it may be some time until we see a great deal of change to the employment law landscape.

However, whilst the post Brexit adjustments to employment legislation may well be far reaching, we may have to wait until 2018 or beyond for any substantial new provisions. With the next election not expected until 2020, we can though expect the Government to implement some key legislative initiatives to further regulate the employment framework before a possible change of government .

The changes to employment law are listed below

April 2018 – Restricting Employment Allowance for illegal workers

The Government plans to exclude certain employers from claiming the Employment Allowance for a period of one year if:

  • The employer has employed individuals that were subject to immigration control (illegal workers), and
  • The employer has been penalised by the Home Office as a result , and
  • All appeal rights against any penalty arising from such actions have been exhausted.

To be confirmed – Shared parental leave for grandparents

The Government announced proposals in 2016 to extend Shared Parental Leave to allow grandparents to take time off work to help with childcare. No final details or date for implementation have yet been announced.

6 April – Apprenticeship levy

The Government is aiming to introduce an apprenticeship levy for larger public and private employers in the UK to help to fund up to £3 million new apprenticeships during the life of the current Parliament.

The proposals include setting a rate at 0.5% of an employer’s pay bill across all sectors of industry and commerce. The intention is that the levy will only be payable on a pay bill in excess of £3 million. Employers with an annual pay bill less than £3 million will not pay anything. However, a ‘levy allowance’ of £15,000 per year is also being proposed. This means that the total amount an employer will spend is 0.5% of their pay bill, minus £15,000.

April 2017 – Data collection and reporting of pay rates of male and female employees

All private and voluntary sector employers in England, Wales and Scotland who have at least 250 employees will be mandatorily required to publish information on any differences in pay rates between men and women in their employment.

The information will be based on the level of each relevant employee’s pay as at April 2017. Going forward, the rates must be reported at every subsequent April.


April 2017 – National Minimum Wage and National Living Wage

The Government announced in the Autumn Statement that the following increases to the National Minimum Wage and National Living Wage would apply

National Living Wage rate for workers aged over 25 years will increase to £7.50 per hour.

National Minimum Wage:

  • Rate for workers aged 21 to 24 years will increase to £7.05 per hour.
  • Development rate for 18 to 20 year olds will increase to £5.60 per hour.
  • For 16 to 17 year olds will increase to £4.05 per hour.
  • Apprentice rate will increase to £3.50 per hour

Useful links

Rates and thresholds for employers 2015 to 2016 and also 2016 to 2017

Includes: PAYE tax and NIC, thresholds, rates and codes; NMW; maternity, paternity and adoption pay; statutory sick pay; student loan recovery; company cars; mileage allowance payments


In essence, Employment Law sets out with the responsibilities of employers alongside the rights of their employees. In the UK, there are three main sources of the legal principles that relate to employment

  • Common law – All employees in the UK work under a contract of employment with their employer. The principles of common law form the basis any legal analysis of the employer/employee relationship
  • Statute – A huge volume of employment protection legislation has been passed in Westminster in the form of relevant Acts of Parliament. These include the Employment Rights Act 1996, the Equality Act 2010, and many more. In addition, secondary legislation in the form of specific regulations can impact upon the employment relationship. In some areas, the legislation and regulation is supported by a Code of Practice. Although these have no direct legal effect in themselves, they can be taken in consideration by Employment Tribunals in reaching a decision in relevant cases.
  • European law – Individuals can currently rely on the various legal provisions arising from EU membership in the UK courts. The impact of the 2016 EU referendum may however ultimately change this situation in the future.


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