What is sure to be on your desk this year-Summer 2023

We know that you have a lot of reading material to digest. And we don’t want to add to your burdens at this seasonal time with a longer newsletter than is necessary. 

So, in response to feedback from our readers, we are simply providing you this month with a short profile of all the topics that WILL be coming across your desk during 2023. And the beauty of this streamlined approach, is that a full briefing on any of the topics listed below can be sent to you. Training courses via Teams/Zoom or direct delivery at your offices on all these and more topics can be provided. Get In touch for a full list of QED training courses in both technical subjects and those covering personal development  

In the meantime, let us know if you would like further information about any of the following topics which are sure to hit your desk in 2023! 

1. Remaining BREXIT clear out of European laws on employment and other work issues. 

2. Strikes (Minimum Service Levels) Bill 

3. Harassment Protection Bill 2022-23  

4. Protection from Redundancy (Pregnancy and Family Leave) Bill 2022-23 

5. Carer's Leave Bill 2022-23 

6. Neonatal Care (Leave and Pay) Bill 2022-23 

7. Employment Relations (Flexible Working) Bill 2022-23 

8. Employment (Allocation of Tips) Bill 2022-23. 

9. Workers (Predictable Terms and Conditions) Bill 2022-23 

10. Fire and Re Hire Statutory Code 

11. Changes to Pro-rata holiday entitlement for part-year and irregular hours workers 

Just a quick reminder about these important dates from April:- 

• 1 April - National Minimum Wage: Annual increases in force. National Living Wage increases from £9.50 to £10.42. 

• 2 April - Statutory pay rates: Statutory maternity, paternity, adoption and shared parental leave pay rates increase from £156.66 to £172.48. 

• 6 April - Statutory pay rates: Statutory Sick Pay increases from £99.35 to £109.40. 

• 6 April - Employment Tribunal awards: Annual increase expected. 

• 8 May - Extra Bank Holiday 

The last one -8th May – represents an extra Bank Holiday to mark the coronation of King Charles III.As with other bank holidays, there is no statutory entitlement to time off, but employers may include bank holidays as part of a worker's leave entitlement. Whether employees who work on this bank holiday are entitled to additional pay for the day, or to reclaim the leave, is a matter for discussion between employees and employers. Employers may wish to consider that schools will be closed, so many parents will have to make alternative childcare arrangements to work on the day.