Human resources | 31 March 2016

1. What is it?

The National Living Wage will come into force from 1 April 2016 and is essentially an extension to the National Minimum Wage. Employers will have to pay all workers aged 25 and over (except in their first year of an apprenticeship) a minimum rate of £7.20 per hour. This will represent an increase of 50p per hour compared with the current National Minimum Wage of £6.70 per hour. This rate will increase annually and is expected to rise to over £9 per hour by 2020.

2. Is there a difference between the National Living Wage and the Living Wage/London Living Wage?

Yes, there is a big difference between the two. The National Living Wage is a compulsory wage and businesses can face serious consequences for non-compliance (see below). The Living Wage/London Living Wage is not legally enforceable. It is a voluntary rate that participating employers can choose to pay to a worker, and which is currently £8.25 per hour and £9.40 per hour in London.

3. Is it considered age discrimination to pay older workers a higher amount?

No. Whilst paying workers varying wages depending on age would appear, on the face of it, discriminatory, the Equality Act 2010 prevents payments connected with the National Minimum Wage from being unlawful.

4. What is the impact for employers?

A higher wage is obviously good news for employees and represents a gross increase of £910 per year in earnings for a full-time worker on the current National Minimum Wage. However, it could have a major financial impact on employers particularly in sectors such as retail, hospitality, social care and charities, as it will significantly increase their base costs. Furthermore, small businesses will feel the pinch of increased costs at a time when they are already facing financial pressure in contributing to workplace pensions under the auto-enrolment rules. It is possible that the additional cost may be passed onto the consumer/end user.

5. Penalties for non-compliance

Failure to comply with the National Living Wage is a criminal offence. There is a penalty for non-payment which will be 200% of the amount owed, unless the arrears are paid within 14 days. The maximum fine for non-payment will be £20,000 per worker, a substantial liability. Also, employers who fail to pay will be banned from being a company director for up to 15 years.

Action points:

  • Check the employees in your business who are eligible for the National Living Wage.
  • Ensure that procedures are in place so that eligible employees receive the increased rate on time.
  • Communicate with staff to ensure they are aware of the changes. Even though the increases result from statute you can frame it in such a way to generate goodwill amongst those who will benefit.
Press Release


Finance | 31 March 2016

The following changes come into force in April 2016:

1 April 2016

  • The government is introducing a new mandatory national living wage (NLW) for workers aged 25 and above. The NLW will initially be £7.20 per hour – a rise of 50p on the current national minimum wage (NMW). The NMW will continue to apply for those aged 21 to 24 – see below for five things you need to know about the NMW.

6 April 2016

  • The maximum compensatory award for unfair dismissal will rise from £78,335 to £78,962.
  • The maximum amount of a week’s pay, used to calculate statutory redundancy payments and the basic award for unfair dismissal, will rise from £475 to £479.
  • There will be no increase to the current limits applicable to leave payments for Statutory Maternity, Paternity, Adoption and Shared Parental Pay, Maternity Allowance, and Statutory Sick Pay (or the qualifying earning thresholds) for 2016-17.
  • A new scheme for penalising employers who fail to pay tribunal awards or settlement sums will come into effect. Under the scheme, unpaid tribunal awards will attract penalties in respect of costs and accrued interest, and unpaid settlement amounts will include accrued interest.

For more information please contact a member of our Employment Team.


Press Release


Technology, Media and Telecoms | 15 March 2016

When British costume designer, Jenny Beavan, won the Oscar for her work in Mad Max: Fury Road at the 2016 Academy Awards, she said in her acceptance speech that the film could be ‘horribly prophetic if we’re not kind to each other, and if we don’t stop polluting the atmosphere’. Mad Max is set in a post-apocalyptic world where the planet is a desert wasteland, humanity is broken and gasoline and water are scarce.

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