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News, Events, Blog and Insights

Updated: Nov 1

The government is introducing a new law which will give eligible workers a new statutory right to request a more predictable working pattern.

The legislation gives certain individuals, such as those on zero hours contracts and agency workers, the right to request more certainty around their working pattern.

This month, workplace expert Acas has launched a consultation on its new draft statutory Code of Practice on handling requests for a predictable working pattern.

Recent years have seen changing patterns of work and an increase in concerns about the impact that an unpredictable working pattern can have on some workers' ability to generate a reliable income and to manage their work-life balance.

The Code of Practice will sit alongside the Workers (Predictable Terms and Conditions) Act 2023 which received Royal Assent in September 2023 and is expected to come into force in September 2024.


Every year, the National Living Wage (NLW) and National Minimum Wage (NMW) are set to rise from the 1st April. The new rates will be:

  • NLW £10.42 per hour

  • Age 21-22 £10.18 per hour

  • Age18-20 £7.49 per hour

  • Age16-17 £5.28 per hour

  • Apprentice rate £5.28 per hour

If you pay any employees the NLW or NMW, or close to it, it’s a good idea to check their current pay now to see what adjustments you need to make ready for April.

Other Important Rises From April 2023

Other important rises include:

  • Statutory maternity, paternity, adoption, parental bereavement, and shared parental payments will rise to £172.48 per week.

  • Statutory sick pay, which will rise to £109.40 per week from 6th April;

If this is written into your policies then don’t forget to amend them ready for April.

  • Writer's picturetheresapruvost

To mark the coronation of King Charles III, there will be an additional bank holiday on Monday 8th May 2023.

Are employees entitled to an extra day's holiday on 8th May?

This will depend on what is included in their contract of employment. The contract might state 20 days holiday per annum plus bank holidays. In this instance employees will be entitled to take paid time off on the additional bank holiday.

If the contract of employment states 28 days holiday per annum and is silent on bank holidays, then there is no increase in the employee's holiday entitlement as a result of the additional bank holiday.

If the contract states 20 days holiday per annum plus 8 bank/public holidays, or lists out the standard 8 bank holidays, employees will only be entitled to receive paid time off on 8 bank holidays.

Even where there is no contractual entitlement to take the additional bank holiday as paid time off, many employers, as a gesture of good will, will decide to allow their employees to take the additional bank holiday or to provide time off in lieu.



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