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10/23/2009




   EMPLOYMENT LAW SEMINAR
                  g
    www.bennettslegal.co.uk
     BUSINESS GROWTH THROUGH FLEXIBLE 
            WORKING SOLUTIONS 
          Paul Bennett 01743 453 161 
        contactus@bennettslegal.co.uk




            Part 1 ‐ Overview
• The main aim of this talk is to show that 
  employment law can be used to grow a 
  business.
• Employers often only hear the negative
  Employers often only hear the negative 
  compliance elements;
• Today is about showing it can be used more 
  creatively;
• We will cover the compliance as well. 




              Part 2‐ Update
• 1st October 2009 changes;
• Questions and Answer session




                                                        1
10/23/2009




        Flexible Working Solutions
• Not all workers need to be employees;
• Different rights and obligations exist between 
  the two;
• Employees have far better rights;
       l      h     f b        i h
• Employers can make use of these differences 
  to reduce the cost of employing staff;
• You can also keep staff by offering flexible 
  working (particularly those with families)




        Flexible Working Solutions
Employees                        Workers
• Written particulars of         • Not need a statement of 
  employment (Section 1 ERA        terms;
  1996 within 8 weeks).
• Statutory Sick Pay(SSP)        • No SSP, SMP, SPP, SAP
  needs to be paid.
• Statutory Maternity Pay 
  (SMP), Paternity (SPP), 
  Adoption(SAP) needs to be 
  paid.




       Employment Status Overview 
              (continued)
Employees                        Workers
• Time off for public duties,    • No such “rights”.
  trade union etc;               • No such protection rights. 
• Notice Pay on termination, 
  written reasons for 
  dismissal, right not to be 
  unfairly dismissed, 
  redundancy payment right 
  (after 2 year qualifying 
  period). 




                                                                         2
10/23/2009




               Does it matter?
• It may do to the employee or worker;
• It affects HMRC Taxation and National 
  Insurance position (you can save money and 
  some workers can to!);
  some workers can to!);
• Employment Tribunals have to apply the rights 
  applicable to the status of the worker. Using 
  workers reduces the risks;




             Full Time In house
• I see businesses trying to claim all staff are self 
  employed;
• Full Time, part of the furniture workers are 
  employees both for HMRC and ET purposes. 
  employees both for HMRC and ET purposes
  Trying to argue not is foolish and destroys 
  credibility




                    Flexible?
• Anyone not working a typical way. I mean 
  work which does not fit the classic or 
  traditional concept of an employee working 
  full time for a single employer under a 
  full‐time for a single employer under a
  contract of indefinite length;
• For example:‐ Casual, Home Workers, 
  Consultants, Self Employed or Multi‐
  Employed.




                                                                 3
10/23/2009




                             Casual
• Casual workers supply their labour or services in irregular or 
  informal working arrangements under which there is no obligation 
  to provide or accept work. The flexibility in such arrangements may 
  suit both employer and worker and often takes the form of:

• One‐off tasks or events.

• Being available on an on‐call basis: the employer contacting the 
  worker when work becomes available, but there being no obligation 
  on the worker to accept the work.

• Working under a zero hours contract, under which the employer 
  does not guarantee to provide work and pays only for work actually 
  done can be useful in some sectors (care work, bar, shop staff etc)




        How to do casual working?
• Zero hours contracts              • Zero hours contract the 
  with individuals;                   ideal if recruiting direct;
• Target skill shortages            • Agency workers –
  and those for whom it               “temps” ensuring 
  may appeal i.e.                     neither the agent or 
  Students, parents with              business have them as 
  child care issues, older            employees (a paper trail 
  workers, self‐employed              test. ET/HMRC check if 
  people looking to top               such arrangement are a 
  up income.                          sham).




                       Consultants
• Many self‐employed workers are engaged on a 
  consultancy basis. However, a person who works 
  in a consultancy or advisory capacity may be an 
      p y
  employee. 
• Whether an individual is self‐employed or an 
  employee will depend on the circumstances and 
  the application of relevant case law. Get a written 
  agreement in place and stick to it – include status 
  clause and Tax and NI indemnity for business.




                                                                                 4
10/23/2009




                   Consultants
• Each case is unique and hence a agreement is 
  needed bespoke to the services or skills being 
  provided.
• HMRC challenge these so ensure paperwork is
  HMRC challenge these so ensure paperwork is 
  in order.
• Can obtain highly skilled individuals for a 
  limited time period per week/month.




               What do I mean?
• Self Employed             • No PAYE;
  Consultants;              • Payment by results;
• Experts selling their     • No tax contribution by 
  skills to the business;     employer;
• P j b d
  Project based work; k     • No NI contribution by 
• Temporary workers           employer;
  being used to bridge      • No long term 
  gaps.                       overheads;
                            • Limited cost 
                              commitments.




                    Why now?
• Flexibility for both parties;
• Income from various sources for experts;
• It bridges the gap between permanent new 
  roles for the recently unemployed;
     l f h             l        l d
• Economic situation causes both sides to 
  consider “new” ways of working.




                                                                5
10/23/2009




                 Contractors
Can be engaged because of :
1. Specific Skills;
2. Experience;
3. Industry knowledge (for lack of knowledge if 
   business is being reviewed);
4. Short term needs of business or a specific 
   project.




                     How?
• Use a Consultancy Agreement or Contract for 
  Services;
• This sets out terms of engagement;
• Additionally this permits the use of 
    ddi i    ll hi        i h          f
  restrictions to allow confidential information, 
  client information and commercially sensitive 
  material to be shared;
• Sets out expectations. 




            How? (continued)
• Deal with tax and NI contributions by worker;
• If limited hours per week I suggest Self‐
  Employed hence not entitled to employee 
  rights such as holiday pay; notice pay; sick pay 
  rights such as holiday pay; notice pay; sick pay
  etc;
• Must make clear consultant may decline work 
  and be available to work for others (HMRC 
  test).  




                                                              6
10/23/2009




                   Experts
• High level expertise may be available to be 
  purchased;
• IT;
• Marketing;
• Public Relations;
• Accountancy/Finance;
• Sales;
• Business Development; 




                Documents 
The need to use these should be clear for a 
   number of reasons:
1. Managing both parties expectations;
2.
2 Avoiding disputes;
        idi di
3. Ensures Tax and NI position is clear to all 
    parties;
4. Focus on outcomes/targets to ensure project 
    runs smoothly.




              Home workers
• There is no statutory definition of a home 
  worker;
• Unlike the traditional image of someone 
  (
  (usually a woman) with little job security 
         y           )           j         y
  doing tasks on piecework rates, the majority 
  of home workers are now managerial, 
  professional, technical or skilled workers. 
  Home working is also more common among 
  the self‐employed. 




                                                          7
10/23/2009




                 The Options
• Work exclusively at home (on a full‐time or 
  part‐time basis).
• Divide their working time between home and 
  their employers premises
  their employers' premises.
• Work at home only on an occasional basis.
• Be mobile workers, using their home as an 
  administrative base.




                Practical Tips
• The employer needs to be satisfied that the 
  worker has a suitable place to work at home and 
  is able to ensure that domestic and family 
                                            g
  commitments do not intrude into working time;   ;
• Whilst employers usually steer clear of asking 
  express questions about childcare, it may be 
  essential for the employer to know that 
  appropriate arrangements have been made – a 
  contractual clause can be included;




        Practical Tip’s Continued
• The same questions relating to domestic and 
  family commitments must be asked of both 
  male and female workers, however, to avoid 
  accusations of discrimination. Record them on 
  accusations of discrimination Record them on
  personnel files;
• It is usually better and safer to agree a trial 
  period than just to move straight into the 
  home‐working situation; 




                                                              8
10/23/2009




       Practical Tips (continued)
• The home worker should be self‐motivated, 
  self‐reliant and disciplined and able to 
  complete work to scheduled deadlines. 
• They usually require greater than average
  They usually require greater than average 
  initiative, flexibility, communication and time 
  management skills. Use these to select home 
  workers or to manage such requests.




               Self Employed
• Consultants are usually self‐employed;
• Anyone who is not obliged to accept work can 
  be self‐employed hence any of the status we 
  have talked about can be self employed.
  have talked about can be self employed




      Flexible Working Requests
• So far I have talked about Employer requests 
  to highlight the business benefits but of 
  course ‐ sometimes employees want to work 
  flexibly;
• The rules are found in three pieces of 
  legislation;
• Focus first on those for child care reasons.




                                                             9
10/23/2009




                 The criteria
1. Be employed – But as we have seen this is not 
   necessary if it makes business sense;
2. Have 26 weeks' continuous employment at the 
   date the application is made;
   date the application is made;
3. Not be an agency worker or a member of the 
   armed forces;
4. Not have made another application to work 
   flexibly under the Right to Request Legislation 
   during the preceding twelve months;




           Criteria (continued)
5. Be making the request in relation to a child 
   under 17 years old (or 18 years old if the 
   child is disabled);
• Be either: 
5.1  The child's mother, father, adoptive parent, 
     guardian or foster parent; or
5.2 The spouse, civil partner or partner of the 
     child's mother, father, adopter, guardian or 
     foster parent.




           Criteria (continued)
6. Have or expect to have responsibility for the 
   child's upbringing;
7. Be making the application in order to care for 
   the child;
   the child;




                                                             10
10/23/2009




                 Adult Carers
1. Employees caring for adults have also been 
   eligible to make a statutory request to work 
   flexibly since 6 April 2007;
2. Be or expect to be caring for a person aged 
   eighteen or over who is in need of care;
   eighteen or over who is in need of care;
3. Married to, or the civil partner or partner of the 
   employee; or
4. A relative of the employee; or
5. Fall into neither category but live at the same 
   address as the employee.




 What kind of changes can be applied 
                for?
An eligible employee may request:
1. A change to the hours they work.
2. A change to the times when they are 
   required to work.
        i d       k
3. To work from a different location (for 
   example, from home).




      Procedure – It is statutory and 
              prescriptive
• The employee submits a written application 
  setting out the work pattern that they are 
  requesting and specifying their entitlement to 
  make the application in accordance with the 
  make the application in accordance with the
  EA 2002;
• Within 28 days of receiving the request, the 
  employer must arrange to meet with the 
  employee in order to discuss the application;




                                                                11
10/23/2009




                Continued...
• Within 14 days after the date of the meeting, 
  the employer must write to the employee to 
  either agree to the new work pattern and set 
  a start date, or to provide grounds for the 
  a start date or to provide grounds for the
  rejection of the application and set out the 
  appeal procedure (regulations 4 and 5, 
  Procedure Regulations); 




                Continued....
• The employee can appeal the rejection of a 
  request, but must do so within 14 days of the 
  appeal being rejected;
• Within 14 days of receiving the appeal notice
  Within 14 days of receiving the appeal notice 
  the employer must arrange a further meeting 
  in order to discuss the grounds of appeal.
• Within a further 14 days after the meeting the 
  employer must deliver the appeal decision; 




 Rejecting or refusing the request
• A request may only be refused on eligibility or 
  procedural grounds or on one or more 
  prescribed statutory reasons, which are listed 
  below:
  below:‐
1. Rejection of application on eligibility or 
   procedural grounds;
2. Refusal of request following initial meeting 
   can be on the following grounds:‐




                                                            12
10/23/2009




   Reasons to Refuse continued...
• The burden of additional costs;
• Detrimental effect on ability to meet customer 
  demand;
• Inability to re‐organise work among existing staff;
• I bili
  Inability to recruit additional staff;
                    i ddi i     l ff
• Detrimental impact on quality;
• Detrimental impact on performance;
• Insufficiency of work during the periods the 
  employee proposes to work;
• Planned structural changes.




                  Conclusion
• Hopefully today has shown flexible working 
  can be employer or employee initiated and if 
  it make sense for business then use it. 




 Part 2 – Employment Law Update
Recent Employment Tribunal statistics show:‐
• 20% increased in claims accepted over the last 
  year;
• I
  Increasing claim areas were unfair dismissal; 
          i   l i                f i di i l
  redundancy pay and breach of contract 
  claims;
• Decreasing areas of claim are working time 
  claims, equal pay and sex discrimination. 




                                                               13
10/23/2009




                   Statistics 
• Largest Award ‐ £1,353,432;
• 21 Age Discrimination claims (average 
  £8,000);
• Costs awarded on 0.2 % of cases;
            d d     02% f




       1st October 2009 Changes
• A weeks pay is now calculated at a maximum 
  of £380 (for redundancy, unfair dismissal);
• National Minimum Wage rate increase:
      £5.80 (Adults – 22
         80 ( d l     22 years and over)
                                 d     )
      £4.83 (Development Rate 18‐21 years)
      £3.57 (Young Workers 16‐17 years)
• Tips no longer count as part of wages




        1st October 2009 (Cont)
• 250 or more staff – ICO Data Protection Fee now 
  £500 (up from £35);
• Immigration new points system introduced. 
  Those with none EU workers must follow a new 
  procedure to show worth (5th October onwards);
                                h

• Unification of Safeguarding Children and 
  Vulnerable Adults lists (12th October 2009). Those 
  in the care sector need to review compliance and 
  until 26th July 2010 be aware the rules are 
  changing in phases.




                                                               14
10/23/2009




     Question & Answer Session




              Bennett’s Legal
• Boutique Law Firm – services in Employment 
  Law, HR Support, Business Advice including 
  commercial law
• Based in Shrewsbury with clients from all over 
                       y
  the UK;
• International clients in the financial sector;
• Our clients include central government;

   www.bennettslegal.co.uk




 EmployersHelpOnline.co.uk
• Dedicated mini‐site for employers;
• Launched last month;
• Court and Tribunal cases can be insured 
  against for a monthly fee is support on all 
  against for a monthly fee is support on all
  aspects of employment law and HR support;
• Unique service to HR managers supporting 
  implementation;
• Businesses without internal HR higher level 
  support is offered. 




                                                           15

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Employment Law Seminar Mercia 23.10.09

  • 1. 10/23/2009 EMPLOYMENT LAW SEMINAR g www.bennettslegal.co.uk BUSINESS GROWTH THROUGH FLEXIBLE  WORKING SOLUTIONS  Paul Bennett 01743 453 161  contactus@bennettslegal.co.uk Part 1 ‐ Overview • The main aim of this talk is to show that  employment law can be used to grow a  business. • Employers often only hear the negative Employers often only hear the negative  compliance elements; • Today is about showing it can be used more  creatively; • We will cover the compliance as well.  Part 2‐ Update • 1st October 2009 changes; • Questions and Answer session 1
  • 2. 10/23/2009 Flexible Working Solutions • Not all workers need to be employees; • Different rights and obligations exist between  the two; • Employees have far better rights; l h f b i h • Employers can make use of these differences  to reduce the cost of employing staff; • You can also keep staff by offering flexible  working (particularly those with families) Flexible Working Solutions Employees Workers • Written particulars of  • Not need a statement of  employment (Section 1 ERA  terms; 1996 within 8 weeks). • Statutory Sick Pay(SSP)  • No SSP, SMP, SPP, SAP needs to be paid. • Statutory Maternity Pay  (SMP), Paternity (SPP),  Adoption(SAP) needs to be  paid. Employment Status Overview  (continued) Employees Workers • Time off for public duties,  • No such “rights”. trade union etc; • No such protection rights.  • Notice Pay on termination,  written reasons for  dismissal, right not to be  unfairly dismissed,  redundancy payment right  (after 2 year qualifying  period).  2
  • 3. 10/23/2009 Does it matter? • It may do to the employee or worker; • It affects HMRC Taxation and National  Insurance position (you can save money and  some workers can to!); some workers can to!); • Employment Tribunals have to apply the rights  applicable to the status of the worker. Using  workers reduces the risks; Full Time In house • I see businesses trying to claim all staff are self  employed; • Full Time, part of the furniture workers are  employees both for HMRC and ET purposes.  employees both for HMRC and ET purposes Trying to argue not is foolish and destroys  credibility Flexible? • Anyone not working a typical way. I mean  work which does not fit the classic or  traditional concept of an employee working  full time for a single employer under a  full‐time for a single employer under a contract of indefinite length; • For example:‐ Casual, Home Workers,  Consultants, Self Employed or Multi‐ Employed. 3
  • 4. 10/23/2009 Casual • Casual workers supply their labour or services in irregular or  informal working arrangements under which there is no obligation  to provide or accept work. The flexibility in such arrangements may  suit both employer and worker and often takes the form of: • One‐off tasks or events. • Being available on an on‐call basis: the employer contacting the  worker when work becomes available, but there being no obligation  on the worker to accept the work. • Working under a zero hours contract, under which the employer  does not guarantee to provide work and pays only for work actually  done can be useful in some sectors (care work, bar, shop staff etc) How to do casual working? • Zero hours contracts  • Zero hours contract the  with individuals; ideal if recruiting direct; • Target skill shortages  • Agency workers – and those for whom it  “temps” ensuring  may appeal i.e.  neither the agent or  Students, parents with  business have them as  child care issues, older  employees (a paper trail  workers, self‐employed  test. ET/HMRC check if  people looking to top  such arrangement are a  up income. sham). Consultants • Many self‐employed workers are engaged on a  consultancy basis. However, a person who works  in a consultancy or advisory capacity may be an  p y employee.  • Whether an individual is self‐employed or an  employee will depend on the circumstances and  the application of relevant case law. Get a written  agreement in place and stick to it – include status  clause and Tax and NI indemnity for business. 4
  • 5. 10/23/2009 Consultants • Each case is unique and hence a agreement is  needed bespoke to the services or skills being  provided. • HMRC challenge these so ensure paperwork is HMRC challenge these so ensure paperwork is  in order. • Can obtain highly skilled individuals for a  limited time period per week/month. What do I mean? • Self Employed  • No PAYE; Consultants; • Payment by results; • Experts selling their  • No tax contribution by  skills to the business; employer; • P j b d Project based work; k • No NI contribution by  • Temporary workers  employer; being used to bridge  • No long term  gaps. overheads; • Limited cost  commitments. Why now? • Flexibility for both parties; • Income from various sources for experts; • It bridges the gap between permanent new  roles for the recently unemployed; l f h l l d • Economic situation causes both sides to  consider “new” ways of working. 5
  • 6. 10/23/2009 Contractors Can be engaged because of : 1. Specific Skills; 2. Experience; 3. Industry knowledge (for lack of knowledge if  business is being reviewed); 4. Short term needs of business or a specific  project. How? • Use a Consultancy Agreement or Contract for  Services; • This sets out terms of engagement; • Additionally this permits the use of  ddi i ll hi i h f restrictions to allow confidential information,  client information and commercially sensitive  material to be shared; • Sets out expectations.  How? (continued) • Deal with tax and NI contributions by worker; • If limited hours per week I suggest Self‐ Employed hence not entitled to employee  rights such as holiday pay; notice pay; sick pay  rights such as holiday pay; notice pay; sick pay etc; • Must make clear consultant may decline work  and be available to work for others (HMRC  test).   6
  • 7. 10/23/2009 Experts • High level expertise may be available to be  purchased; • IT; • Marketing; • Public Relations; • Accountancy/Finance; • Sales; • Business Development;  Documents  The need to use these should be clear for a  number of reasons: 1. Managing both parties expectations; 2. 2 Avoiding disputes; idi di 3. Ensures Tax and NI position is clear to all  parties; 4. Focus on outcomes/targets to ensure project  runs smoothly. Home workers • There is no statutory definition of a home  worker; • Unlike the traditional image of someone  ( (usually a woman) with little job security  y ) j y doing tasks on piecework rates, the majority  of home workers are now managerial,  professional, technical or skilled workers.  Home working is also more common among  the self‐employed.  7
  • 8. 10/23/2009 The Options • Work exclusively at home (on a full‐time or  part‐time basis). • Divide their working time between home and  their employers premises their employers' premises. • Work at home only on an occasional basis. • Be mobile workers, using their home as an  administrative base. Practical Tips • The employer needs to be satisfied that the  worker has a suitable place to work at home and  is able to ensure that domestic and family  g commitments do not intrude into working time; ; • Whilst employers usually steer clear of asking  express questions about childcare, it may be  essential for the employer to know that  appropriate arrangements have been made – a  contractual clause can be included; Practical Tip’s Continued • The same questions relating to domestic and  family commitments must be asked of both  male and female workers, however, to avoid  accusations of discrimination. Record them on  accusations of discrimination Record them on personnel files; • It is usually better and safer to agree a trial  period than just to move straight into the  home‐working situation;  8
  • 9. 10/23/2009 Practical Tips (continued) • The home worker should be self‐motivated,  self‐reliant and disciplined and able to  complete work to scheduled deadlines.  • They usually require greater than average They usually require greater than average  initiative, flexibility, communication and time  management skills. Use these to select home  workers or to manage such requests. Self Employed • Consultants are usually self‐employed; • Anyone who is not obliged to accept work can  be self‐employed hence any of the status we  have talked about can be self employed. have talked about can be self employed Flexible Working Requests • So far I have talked about Employer requests  to highlight the business benefits but of  course ‐ sometimes employees want to work  flexibly; • The rules are found in three pieces of  legislation; • Focus first on those for child care reasons. 9
  • 10. 10/23/2009 The criteria 1. Be employed – But as we have seen this is not  necessary if it makes business sense; 2. Have 26 weeks' continuous employment at the  date the application is made; date the application is made; 3. Not be an agency worker or a member of the  armed forces; 4. Not have made another application to work  flexibly under the Right to Request Legislation  during the preceding twelve months; Criteria (continued) 5. Be making the request in relation to a child  under 17 years old (or 18 years old if the  child is disabled); • Be either:  5.1  The child's mother, father, adoptive parent,  guardian or foster parent; or 5.2 The spouse, civil partner or partner of the  child's mother, father, adopter, guardian or  foster parent. Criteria (continued) 6. Have or expect to have responsibility for the  child's upbringing; 7. Be making the application in order to care for  the child; the child; 10
  • 11. 10/23/2009 Adult Carers 1. Employees caring for adults have also been  eligible to make a statutory request to work  flexibly since 6 April 2007; 2. Be or expect to be caring for a person aged  eighteen or over who is in need of care; eighteen or over who is in need of care; 3. Married to, or the civil partner or partner of the  employee; or 4. A relative of the employee; or 5. Fall into neither category but live at the same  address as the employee. What kind of changes can be applied  for? An eligible employee may request: 1. A change to the hours they work. 2. A change to the times when they are  required to work. i d k 3. To work from a different location (for  example, from home). Procedure – It is statutory and  prescriptive • The employee submits a written application  setting out the work pattern that they are  requesting and specifying their entitlement to  make the application in accordance with the  make the application in accordance with the EA 2002; • Within 28 days of receiving the request, the  employer must arrange to meet with the  employee in order to discuss the application; 11
  • 12. 10/23/2009 Continued... • Within 14 days after the date of the meeting,  the employer must write to the employee to  either agree to the new work pattern and set  a start date, or to provide grounds for the  a start date or to provide grounds for the rejection of the application and set out the  appeal procedure (regulations 4 and 5,  Procedure Regulations);  Continued.... • The employee can appeal the rejection of a  request, but must do so within 14 days of the  appeal being rejected; • Within 14 days of receiving the appeal notice Within 14 days of receiving the appeal notice  the employer must arrange a further meeting  in order to discuss the grounds of appeal. • Within a further 14 days after the meeting the  employer must deliver the appeal decision;  Rejecting or refusing the request • A request may only be refused on eligibility or  procedural grounds or on one or more  prescribed statutory reasons, which are listed  below: below:‐ 1. Rejection of application on eligibility or  procedural grounds; 2. Refusal of request following initial meeting  can be on the following grounds:‐ 12
  • 13. 10/23/2009 Reasons to Refuse continued... • The burden of additional costs; • Detrimental effect on ability to meet customer  demand; • Inability to re‐organise work among existing staff; • I bili Inability to recruit additional staff; i ddi i l ff • Detrimental impact on quality; • Detrimental impact on performance; • Insufficiency of work during the periods the  employee proposes to work; • Planned structural changes. Conclusion • Hopefully today has shown flexible working  can be employer or employee initiated and if  it make sense for business then use it.  Part 2 – Employment Law Update Recent Employment Tribunal statistics show:‐ • 20% increased in claims accepted over the last  year; • I Increasing claim areas were unfair dismissal;  i l i f i di i l redundancy pay and breach of contract  claims; • Decreasing areas of claim are working time  claims, equal pay and sex discrimination.  13
  • 14. 10/23/2009 Statistics  • Largest Award ‐ £1,353,432; • 21 Age Discrimination claims (average  £8,000); • Costs awarded on 0.2 % of cases; d d 02% f 1st October 2009 Changes • A weeks pay is now calculated at a maximum  of £380 (for redundancy, unfair dismissal); • National Minimum Wage rate increase: £5.80 (Adults – 22 80 ( d l 22 years and over) d ) £4.83 (Development Rate 18‐21 years) £3.57 (Young Workers 16‐17 years) • Tips no longer count as part of wages 1st October 2009 (Cont) • 250 or more staff – ICO Data Protection Fee now  £500 (up from £35); • Immigration new points system introduced.  Those with none EU workers must follow a new  procedure to show worth (5th October onwards); h • Unification of Safeguarding Children and  Vulnerable Adults lists (12th October 2009). Those  in the care sector need to review compliance and  until 26th July 2010 be aware the rules are  changing in phases. 14
  • 15. 10/23/2009 Question & Answer Session Bennett’s Legal • Boutique Law Firm – services in Employment  Law, HR Support, Business Advice including  commercial law • Based in Shrewsbury with clients from all over  y the UK; • International clients in the financial sector; • Our clients include central government; www.bennettslegal.co.uk EmployersHelpOnline.co.uk • Dedicated mini‐site for employers; • Launched last month; • Court and Tribunal cases can be insured  against for a monthly fee is support on all  against for a monthly fee is support on all aspects of employment law and HR support; • Unique service to HR managers supporting  implementation; • Businesses without internal HR higher level  support is offered.  15