Gareth H.’s Post

For those of us in the UK, the new budget brings an increase in employer National Insurance contributions, alongside other changes like an increase in the minimum wage. Regardless of your views on the necessity of these changes for the nation, this will require organisations to adjust and plan accordingly. Alongside the forthcoming Employment Rights Bill, giving day one employment rights to workers, the necessity to hire the right person has never been greater. How do you think this will affect UK organisations in terms of (a) hiring volumes and (b) the importance of assessment to make better informed hiring decisions?

I wrote a thing! Read the thing I wrote! (Please.) Aka: Emily Brouat and I take you through the Autumn Budget's employment 'must knows'. So why read our article? If you're an employer, it (1) sets out the three key takeaways and how they'll affect you (2) ties it into the wider context of other employment law changes and (3) hopefully makes for a quick, straightforward (and, dare I say it, possibly even mildly interesting) read. #employmentlaw #hrguidance #autumnbudget #autumnbudget2024 #employmentbudget

The 2024 autumn budget heralds more tough times ahead for employers. Lee McIntyre-Hamilton summarises its key measures and their implications. #budget #budget2024 #autumnbudget #chancellor #employmentallowance #nic #minimumwage #employernic #payroll #hr #taxes #economicgrowth

Rachel Reeves’ Autumn Budget sparked mixed reactions, with some critical points for employers. While there are some allowances, the budget will overall lead to higher costs for most employers, especially those with a majority of minimum wage staff or larger workforce's. Laura McMaster and Emily Brouat break down the top three takeaways for employers. #AutumnBudget #EmploymentLaw #WorkplaceInsights

Read our three key takeaways from the Autumn Budget #employmentlaw #autumnbudget #hrguidance

🚨 Autumn Budget 2024: Spooky or Superb for Employers? 🎃 Rachel Reeves’ budget brought both cheers and concerns for employers. Key takeaways, as sumarised in my colleagues Laura McMaster and Emily Brouat's blog: - Minimum Wage Increases: Starting April 2025, National Living Wage will rise to £12.21 for workers 21+ and £10 for ages 18-20. This boosts workers’ pay but adds costs for employers. - National Insurance Contributions: Employer NICs will increase from 13.8% to 15%, with a lower threshold of £5,000 starting April 2025. This could limit wage growth as businesses adjust to higher costs. - Employment Allowance: This will increase to £10,500, benefiting smaller firms but may be quickly absorbed by those with larger workforces. Employers face new challenges with rising costs and legislative changes. For support navigating these shifts, contact our employment team. #AutumnBudget #EmploymentLaw #HR #BusinessSupport https://lnkd.in/eaMH9ajb

As expected, the key budget changes for employers are the increase in employers National Insurance Contributions and in the National Minimum Wage. Some other points of detail which weren't widely trailed include a move to taxation of benefits in kind provided to employees moving into the monthly Real Time Information PAYE system which has the effect of accelerating payment. Also a proposed change to enforcement of PAYE obligations where umbrella companies are used to supply workers. Where no employment agency is used, the client business will become liable for PAYE obligations, despite not directly employing the staff supplied. Indications are that this will take effect from April 2026. This measure is likely to restrict flexibility around hiring, particularly in relation to fixed term or project based workers, and is unlikely to be welcomed, particularly when coupled with proposed day 1 employment rights, due to be in place in Autumn 2026.

Yesterday the Chancellor Jeremy Hunt delivered his ‘Budget for Long Term Growth’. His speech promised ‘more investment, more jobs, better public services and lower taxes’. One key area of address was further changes to the rate of National Insurance whereby the Government has further cut the main rate of Class 1 employee NICs from 10% to 8% from April 2024 (and the Class 2 rate for Self employed from 8% to 6%). There was no mention of making things more affordable for employers however... Coupled with the changes to the National Living Wage, holiday pay, paternity leave, payrolling benefits, carers leave, changes to statutory payments, there is an awful lot going on in the world of employment. If you would like support navigating all these changes, and exploring the impact they will have to your business, please feel free to message me directly or contact my direct line on 01908 766381 #employersolutions #payrollsolutions #employerofchoice

If you didn't know already, it's Budget Day! Firstly, how ace is it to see a female take the lead on the Budget as our first-ever female chancellor? It's about time. Here are some of the highlights from the budget... National Living Wage 💶 Is being bumped by 6.7% with full-time employees earning an additional £1,400 a year. Younger workers will see minimum wage rise too from £8.60 to £10ᅳthe biggest hike ever recorded, which means an additional £2,500 annually! And apprentices aren't left out either, with their hourly rate going from £6.40 to £7.55. This is, of course, welcomed by many, but higher wages do mean higher costs for business, and for some, these increases will bring significant cost adjustments, especially with National Insurance contributions for employers rising too. Employers might be rethinking growth and hiring plans to balance these changes. Flexible Work and New Rights 👩💻 The government’s expanded investment in school breakfast clubs could mean more parents can take on additional working hours. Plus, Labour's proposed Employment Rights Bill 2024 introduces expanded employee rights, including day-one unfair dismissal protections, a "default" right to flexible working, and immediate eligibility for parental leave. These changes signal an era where flexibility and workplace security become fundamental. Employers must now demonstrate that the flexible working arrangements proposed by an employee are not viable, an important update to note. The government has also widened the eligibility for the allowance paid to full time carers meaning employees who are carers can now work more hours and earn more. Tribunal and Workplace Wellbeing 🚨 As the eligibility to bring Employment Law claims broadens, this will have unwanted impacts on the Employment Tribunal system, which is already severely backlogged and therefore, access to justice will also be impacted. Although Reeve's didn't give much away, there was also a reference during the Budget to taking steps to prevent workplace bullying. We, of course, completely welcome any anti-bullying legislation the Government wants to bring! #EndWorkplaceBullying #Budget #EmploymentLaw 

Yesterday’s Budget brings changes that will impact employees and employers. The Personnel Placements Recruitment Agency Salisbury blog highlights some of the key changes that will affect personal taxes, wages, benefits and business taxation that could shape the job market over the coming years. With the Employment Rights Bill also recently published, now is the time to consider how these changes will impact your recruitment strategy and employment structures, policies and HR procedures. Staying ahead of these upcoming reforms will help your businesses adapt more smoothly so please get in touch to find out how we can help. https://lnkd.in/evAsUBpR