Motor Industry - Employment Law Bulletin
Legal Updates for the Retail Motor Industry
As we experience another season of legislative gridlock, we are looking again this Autumn at case law developments in the update below.
Briefly in other news: In recent weeks, you may have seen the recent round of publications of gender pay gap reports. The slight increase in the gender pay gap appears to be concerning and has increased the call from some for stricter compliance measures and the extension gender pay gap reporting to smaller firms. Not, understandably, that there are presently any Government plans for the same.
Summer is a relatively quiet time for Employment law legislation. This year perhaps even more so, with the Government’s energy all taken up in another matter... Those employers concerned about assisting EU employees before Brexit should by now be up to speed with the settled status scheme, but for any employer or employee needing a reminder, the best information is available on the Gov Website.
In our Winter update, we covered some of the key developments planned for 2019. April saw National Minimum Wage increases, gender pay gap reporting obligations for private sector employers, the introduction of itemised payslips for all workers and increases to SSP and SMP. There has actually been relatively little headline employment law legislation this Spring and accordingly (as we are all bored of the “B” word) we are going to look at recent case law in this update.
In this seasons update, whilst many of our clients continue to wrestle with the introduction of the GDPR and drafting continues apace, we have decided in this update to review some recent case law updates, including the recent high publicity Supreme Court decision in the case of Pimlico Plumbers v Smith which will have wide ranging implications for employers, particularly those reliant on subcontracting.
Those of you who read the Winter bulletin will know that April has been (as is often the case) a busy month in employment law. We have seen increases to the national minimum wage rates, the gender pay gap reporting obligations biting for private sector employers and a change to the taxation of termination payments.