April Advice HR Checklist 2019

April is a busy time for businesses to keep up with HR changes and increases to statutory payments. EmployAssist has put together this helpful checklist for businesses to review, to ensure they are keeping up with essential HR changes as we close the end of the last financial year and move into the new one:

  • 1st April – Statutory Minimum Wage and National Living Wage increased – ensure these changes are reflected in your payroll processes
    – Apprentices increase to £3.90 per hour
    – 16 – 17 year olds increase to £4.35 per hour
    – 18 – 20 year olds increase to £6.15 per hour
    – 21 – 24 year olds – increase to £7.70 per hour
    – National Living Wage (25+ year olds) increase to £8.21
  • 6th April – Statutory Sick Pay increased to £94.25 a week – ensure these changes are reflected in both your payroll processes and in your sickness policy
  • 6th April – Minimum contributions that employers and employees pay into automatic enrolment workplace pensions schemes increased to 3% and 5% respectively – ensure your pension contributions are increased in line with minimum contribution rates
  • 7th April – Family friendly rates (Statutory Maternity Pay, Statutory Paternity Pay, Statutory Adoption Pay, and Statutory Shared Parental Pay) increased to £148.68 per week – ensure these changes are reflected in both your payroll and in your maternity, paternity, adoption and shared parental leave policies

April is also a good time for businesses to:

  • Complete your appraisal review process
  • Review your salaries and look to increase these to include a cost of living allowance and to remain a competitive employer. It’s reported that the average UK pay rise is set to be around 3.5% for 2019. If you pay National Living Wage, this will increased your staffs’ salaries by 4.9% to £8.21 per hour
  • It’s a good opportunity to link this to, and to review, your business’ benefits package to ensure you are a competitive employer in the local area
  • Ensure your Staff Handbook is up to date. Many employers still don’t have a GDPR policy, even though GDPR came into force almost a year ago in May 2018
  • If your holiday year runs from April to March, ensure your staff have used up their annual leave entitlement from the last year. If not, allow them to take it or to carry over their entitlement to the next year.
For further information please contact Kimberley Wallace via [email protected] or call 0333 400 7920.