The Living Wage Foundation announced an increase in the “real” Living Wage in October.
Employers can sign up for a “real” living wages that is a rate set independently based on evidence of cost of living. The “national living wages” is the highest rate of the minimum wage.
In October, also before the Autumn Budget, the Government announced higher national minimum wage rates that will be applicable from April 2025. The increase will, despite the gap that still exists, bring the national minimum wage rates closer to the Living Wage Foundation’s rates. In October, the real living wage was the topic of one of Brightmine’s top FAQs, formerly XpertHR.
The new duty to stop sexual harassment entered into force on the 26th of October 2024. The Employment Rights Bill was published in October by the government. It made it clear that the duty would be strengthened by modifying the legislation slightly and introducing clear liability for employers who harass their employees by third-parties. The first question of the month focuses on the current situation regarding third-party harassment, and its impact.
relx_copyright This article is Brightmine Content – Copyright 2024 LexisNexis Risk Solutions
The top 10 FAQs also include questions about holiday pay upon termination of employment, unfair dismissal statistics, and overpayments made to former employees.
The Top 10 HR Questions in October 2024
1. Will an employer be held liable if a third-party harasses a worker under the Equality Act 2010 if the third-party’s actions are deemed to be unlawful?
2. How is the Living Wage Foundation calculated and what is the Living Wage?
3. How do you calculate holiday pay upon termination of employment?
4. Do you have figures on the compensation awarded for unfair dismissal?
5. What are the options available to an employer who discovers that an employee has been overpaid only after they have left the company?
6. Is long-service awarding incompatible with the Equality Act 2010, 2010?
7. Will an employee who refuses to transfer in a TUPE scenario be entitled to a payment for redundancy?
8. Can employees carry forward unused annual leave?
9. What is the difference between sexual harassment and sex-based harassing?
10. Can a period of leave without pay affect the continuity of employment?
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