Posts from March 2018

The National Minimum Wage is the minimum pay per hour most workers under the age of 25 are entitled to by law. The National Living Wage is the minimum pay per hour most workers aged 25 and over are entitled to by law. The rate of pay received will depend on a worker's age and whether or not they are an apprentice. 
From 1 April 2018 the National Living Wage and the National Minimum Wage will be increased. The new rates are set out below. 
National Living Wage payable to all workers aged 25 and over 
Increases from £7.50 to £7.83 per hour 
Adult National Minimum Wage payable to workers aged 21 to 24 
Increases from £7.05 to £7.38 per hour 
Youth Development National Minimum Wage payable to workers aged 18-20 
Increases from £5.60 to £5.90 per hour 
Young Workers National Minimum Wage payable to workers aged 16 & 17 
Increases from £4.05 to £4.20 per hour 
Apprentice National Minimum Wage payable to apprentices under 19 or in 1st year of their apprenticeship 
Increases from £3.50 to £3.70 per hour 
(Apprentices aged 19 or over in their second year of apprenticeship must receive the national minimum wage or national living wage rate their age entitles them to). 
Best practice dictates that employers should advise employees in writing that the payments will be increased in line with new legislation. Employers should also inform employees when they will receive increases required due to a change in the employee's age. 
The rates are reviewed annually by the Low Pay Commission and currently it's expected they are likely to rise each year. 
If you would like to find out more or need help with the minimum wage rates, please contact us and we will be happy to help you. 
All the talk we’re currently hearing about the new EU General Data Protection Regulation (GDPR) is its impact on how we store and process customer data. However, when the GDPR takes effect on 25 May 2018, it’s not just customer data we need to consider. From that date, employees will have the same rights over their own personal data as customers do. 
Any person – including employees - whose personal data you hold has the right to: 
Be informed. About the purpose and legal basis for processing the data, how the data is to be processed, how long the data will be kept, any other parties involved in the processing of data and the privacy policy that relates to their data. 
Access. There must be a Subject Access Request process so that employees may request a copy of their data. 
Rectify incorrect personal data. Employees must have a facility to request that incorrect data is corrected. 
Be forgotten. Employees may ask for personal data to be erased under certain circumstances. 
Request their data be moved. Employees can request that their data be moved elsewhere and reused for their own purposes. 
Object. Employees may be allowed to object to their personal data being processed in certain circumstances. 
Restrict processing of their data. When processing is restricted, storage of the data is permitted, but further processing is not. 
Not have their data used for automated decision making and profiling. Such processing must have specific consent, be necessary for the performance of a contract or must be authorised by law. 
By 25 May 2018, employers are required to have policies and processes in place that satisfy the rights of employees. Those processes will also need to demonstrate compliance with the following data protection principles. 
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