ALP (Association of Labour Providers)’s Post

UK Cracks Down on Exploitation of Migrant Workers with New Labour Laws Stricter Measures Target Rogue Employers, Ensure Fair Treatment, and Protect Workers from Sponsorship System Abuse Read more: https://lnkd.in/dM7R6GqF #UKLabourLaws #MigrantWorkerRights #FairTreatment #WorkerProtection #TheLawReporters

📣 The government released updated guidance on check-off deductions with effect from 9 May. These updated regulations require public sector workers to charge trade unions a ‘reasonable’ administrative cost to ensure there's no cost to taxpayers. Read about the details here ➡ https://lnkd.in/eTUeMz8h #TradeUnions #GovUpdates #Education #EducationLandscape #CheckOff #MATs #SATs #LAs 

https://lnkd.in/gN-7zJcu Employment: Allocation of Tips. The Employment (Allocation of Tips) Act 2023 (‘the Act’) comes into force on 1 October 2024. It seeks to address complaints about employers unfairly retaining or dividing tips. The Act regulates how employers allocate tips by introducing obligations to ensure that workers receive tips, gratuities and services charges in full and that tips are allocated in a fair and transparent way.

Essential Right to Work Checks: Safeguard Your Business and Avoid Hefty Penalties In May 2024, UK Visas and Immigration revealed that between October and December 2023, 685 people were found working illegally, resulting in £7.875 million in penalties. Avoid these fines and potential criminal prosecution by conducting thorough right to work checks before hiring. From April 2024, visa applicants must earn at least £38,700, up from £26,200. Ensure compliance through a three-step check process: obtain documents, verify authenticity, and keep records. Manual, online, and digital methods are available, with detailed guidelines on the gov.uk Employers' right to work checklist. Proper checks provide a statutory excuse, protecting employers from liability if later issues arise. Always maintain secure, accessible records for the duration of employment and two years after. Stay compliant and protect your business today!

📣 If you are posting your workers to (selected) EU countries on a regular or irregular basis, I recommended checking out my new post: https://lnkd.in/e6nqkpj2 , which was created thanks to the valuable advice and information I received at a meeting for Slovak employers, which I attended together with my colleague Natalia Feriencikova. The meeting was organised by the Ministry of Labour, Social Affairs and Family of the Slovak Republic in cooperation with the European Labour Authority (ELA). 👉🏻 It is intended for all those who are interested in current trends and practises in the field of posting of workers within the EU. ℹ️ I hope it will provide you with valuable information you need to know in the field of posting of workers. 📞 In case you need further (legal) advice / information, not only in this area, we at LGP Lawyers are ready to help you. #PostingWorkers #EU #Employment #Compliance #Legislation #EmploymentLaw #NewArticle #Education #ProfessionalGrowth

On 16th May 2024, the government launched a consultation on proposed changes to laws regulating TUPE transfers and European Works Councils (EWC). The changes are part of a wider set of measures intended to grow the economy and reduce the regulatory burden on business – avoiding businesses being tied up in red tape. The proposed changes to TUPE include clarification that it is only employees, and not ‘workers’, who may transfer under TUPE and that, on a TUPE transfer, an employee’s employment may not be split between multiple employers. The government recognised that having an employee’s employment transfer to two or more different employers on a TUPE transfer can have impractical consequences. Instead the proposal is that those businesses taking over the business or service would be required to agree which one of them will be responsible for the employee’s employment. It remains to be seen what the mechanism will be if those parties cannot reach agreement. On EWCs, the government proposes to remove the requirement to maintain existing EWCs (the requirement to establish new EWCs already having been removed following the UK’s departure from the EU). Whilst those employers with EWCs may welcome this news, the extent to which they take advantage of the change will likely be impacted by their desire to avoid being seen to be reducing the dialogue with their staff. This follows on from amendments to the TUPE regulations earlier in 2024. The consultation closes on 11 July 2024. https://lnkd.in/eNpN3dJJ

There is a trivial benefit-in-kind (BiK) exemption for small, non-cash employee benefits. This exemption applies to BiKs classified as 'trivial,' helping employers simplify the handling of these benefits while offering a tax-efficient way to give small gifts to staff. #TaxFreeBenefits #TrivialBenefits

The Federal Trade Commission has taken a significant step by voting to adopt a near-total ban on non-compete clauses, which would allow greater job mobility within industries. The new rule is expected to boost U.S. earnings by at least $400 billion over the next decade, making it easier for workers to change jobs and leverage competitive offers. #NonCompeteClauses #FederalTradeCommission #JobMobility https://lnkd.in/gD27VdsT

From April 2026, the government will mandate the reporting and paying of Income Tax and Class 1A National Insurance Contributions on benefits in kind via payroll software. This represents a significant change to the current system and should reduce the administrative requirements and simplify the tax system for both employers and employees. #EmploymentBenefits #P11Ds

I thought this was a powerful speech yesterday by Cabinet Office Minister Pat McFadden on the need for an innovative, multidisciplinary, test & learn approach in government. It was also refreshing to see support for some of the digital reforms led by the previous government and hopefully will act as a counterweight to the blunt slowdown and extra hoops being put in the way of innovative activity from government teams as a result of the current wave of spending controls https://lnkd.in/e9dPEJB5