What can we expect in the world of HR in 2017?
2016 was certainly a year of surprises; the top 2 being of course Brexit and Trump being elected to the US President.
So, will 2017 be as eventful and what will it offer the world of people management for businesses?
Here is 4 things to prepare for in April 2017
Gender pay gap reporting
Private-sector, voluntary sector and public-sector organisations with 250 employees or more will be required to publish gender pay gap information for the first time.
This will involve releasing information relating to their gender pay gap, ie pay and bonus pay of the men and women in the organisation.
This is expected to extend to the private sector in due course but doesn’t affect you if you employ less than 250.
Statutory wage rises will be aligned
The National Minimum Wage and the National Living Wage will be aligned on the same date and will rise together – this will be on 1st April 2017. By doing this you will only need to look at your pay rises once a year.
Note: have a look at my website, www.hillhr.co.uk/blogs-pdfs/ (HR Guides) for all the statutory rates indicators.
Apprenticeship levy on large employers will be introduced
Employers with an annual payroll of more than £3 million will be required to pay a 0.5% levy on their total pay bill starting on 6 April 2017.
Large employers will be able to access levied amounts, plus a government top-up of 10%, to fund apprenticeships from accredited training providers.
Smaller organisations that are not required to pay the levy will also be able to receive funding for accredited apprenticeships by contributing 10% towards the cost of an apprenticeship, with the Government paying the remaining cost.
Changes to rules for employing foreign workers
The Immigration Act 2016 is designed to tackle the issue of employing migrant workers illegally.
The skills charge is due in April 2017. Companies employing migrants with a Tier 2 visa will be required to pay a charge of £1,000 per worker (£364 for small employers and charities).
What else might we see in 2017:
- Brexit – we are unlikely to see much change in the field of employment law during 2017 as a result of Brexit.
- We will possibly see changes to the gig economy as a result of the Uber ruling.
- There will be changes to trade union balloting – employers await the implementation date for new balloting requirement under the Trade Union Act 2016.
- We will see a continued change to how the workplace looks – having a more ‘blended’ workforce with permanent employees working alongside self-employed external consultants and freelancers who will be used on-demand, when required in an effort to cut employment costs.
I wish you all a happy, healthy and prosperous 2017.
If Hill HR can work with and help your business in 2017 with HR support, advice and guidance, please contact Claire Hill, 07483 253984 or email@example.com