UK Employment Law Timetable
An overview of the legal changes that took effect During 2021
|National Minimum Wage|
|April 2021||The government has announced the annual increases in national minimum wage rates to apply from 6 April 2021, taking the minimum salary of those aged 23 or over to £8.91 per hour.
From 6 April 2021, the new hourly rates recommended by the Low Pay Commission and accepted by the government will be:
Previously, the national living wage rate has applied only to those aged 25 or over. Where an employee is given accommodation as part of their package, the offset which can be deducted from their pay will increase to £8.36 per week (up 2% from £8.20).
The reduction of the age threshold for the highest rate from 25 to 23 will mean a large number of employees will attract a higher than expected jump in their hourly rate in April 2021 which could have a significant impact on your wage bill.
|Employment Tribunal Award Limits|
|April 2021||The government has announced new limits on certain employment tribunal awards and other amounts payable under employment legislation. The new limits are as follows:
These new limits will apply to dismissals that take effect on or after 6 April 2021.
|Statutory Payment Rates|
|April 2021||The Government has published the statutory payment rates for maternity pay, paternity pay, shared parental pay, adoption pay and sick pay from April 2021.
The rate of statutory sick pay is also proposed to increase from £95.85 to £96.35 on 6 April 2021.
The increases to maternity pay, paternity pay, shared parental pay, adoption pay normally occurs on the first Sunday in April, which in 2021 is 4 April. The standard weekly rate will increase from £151.20 to £151.97
To be entitled to these statutory payments, the employee’s average earnings must be equal to or more than the lower earnings limit. This amount for April 2020 was £120 per week, the amount that will apply from April 2021 has not been announced yet.
|European Nationals and Settled Status|
|30 June 2021||Freedom of movement rights for European Economic Area (EEA) and Swiss nationals residing in the UK ended on 31 December 2020 (the end of the Brexit transition period). Eligible employees need to apply for pre-settled or settled status under the EU settlement scheme by 30 June 2021.
Pre-settled or settled status is evidence that the individual resided in the UK prior to the end of the Brexit transition period and has a right to live in the UK. A European national with settled status may also be eligible to apply for British citizenship.
The repercussions of not applying for pre-settled or settled status are not entirely clear. However, it is anticipated that EEA and Swiss nationals living in the UK prior to 1 January 2021 will need to evidence their EU settlement scheme status to prove their right to work in the UK in the future, as well as to access public services such as the NHS and certain state benefits (if eligible), open bank accounts and enrol in educational institutions.