With it now being less than one month until the expiry of the Brexit transition period (ending at 11pm on 31 December 2020), it is more important than ever for employers to consider the practical changes that will come into effect for employing workers from overseas come 1 January 2021 and how these changes will impact their business and their employment practices.
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The law never stands still, and the way it applies to you and your organisation is constantly evolving. Our people are on top of these developments and can keep you up to date with some of the most interesting aspects of these changes. Check out our articles and updates for our perspective on issues that might affect you.
Latest articles from Rory Byrom
The Scottish Government has revealed that only 42% of the estimated total number of EU nationals living in Scotland have applied to the EU Settlement Scheme. With Scotland's agricultural and food processing sectors highly reliant on EU labour, action is needed to ensure our workforces remain available and settled.
The growing list of case law relating to holiday pay calculations has been added to yet again after the Court of Appeal ruled in a case relating to a music teacher employed on a zero hours contract. The case is likely to have large implications across various sectors.
Given that the potential consequences of allowing unacceptable behaviour to go unchallenged are severe (in terms of productivity, staff morale and retention rates), it is important that employers take the appropriate action to create an open culture within the workplace, where staff feel comfortable and safe.
As is now customary, statutory wage rates increase today, 1 April. The National Living Wage which applies to workers aged 25 years or older, increases from £7.83 to £8.21 per hour. Here's what employers need to know.