英国劳动管理QA

Email：lon4ww@evershinecpa.com
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英国永辉BPO有限公司
Nady Wong, CA in ACCA说中文和英文
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联络人：林幸穗协理 (Director Anny Lin)
手机：+886-937-606-272
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各国劳动法规

LRC-CA-20.10
英国劳动合同应记载哪些内容？

RD 答:

根据 1996 年就业权利法，SS1, 138。
僱佣合同不一定是书面的。
但是，雇主必须向将在工作的第一天为雇主工作超过一个月的僱员提供书面文件（称为“主要声明”）。
主要声明必须包括以下信息：

•  雇主和僱员的姓名
•  就业开始日期
•  员工的职务或工作描述
•  员工或工人将在哪里工作以及他们是否可能需要搬迁
•  假期权利
•  工作预计持续多长时间
•  通知期
•  病假和工资资格的详细信息
•  其他类型带薪休假的详细信息，例如产假和陪产假
•  任何试用期的期限和条件
•  员工将获得多少以及多久获得一次报酬
•  正常工作时间，以及这些时间是否可以变动；和
•  任何强制性培训

LRC-CA-20.11
英国劳动合同可以定期的吗？期间多长？

RD 答:

是的。
除非有客观理由证明使用额外的定期合同是合理的，否则连续使用定期合同的时间最长为 4 年。
如果定期合同在 4 年之后续签，则将其视为无限期合同。

LRC-CA-20.20
英国僱用员工最低年龄的规定？

RD 答:

根据 1933 年儿童和青少年法，SS 23, 24。
16 岁以下的儿童不得从事全职工作。
年满 18 岁或以上的僱员享有与成年人相同的权利。

LRC-CA-20.40
英国僱用员工前背景调查的规定？

RD 答:
根据 1996 年庇护和移民法和 2006 年移民、庇护和国籍法，雇主必须确保允许新僱员在英国工作。
如果企业不能出示证据证明他们检查了员工的工作权利，则每名非法工人可被处以最高 20,000 英镑的罚款。

LRC-CA-20.50
英国员工在劳动合同中签订竞业条款有没有效？

RD 答:

根据 2018 年《商业秘密条例》。
限制性契约只有在保护雇主的合法商业利益时才有效，例如在一定时期内阻止员工加入竞争对手。
如果限制的长度和范围不合理，法庭或法院可能会宣布该契约无法执行，在这种情况下，僱员可以自由接受任何僱佣提议。
一般而言，限制性契约草拟的范围越窄，执行的可能性就越大。
英国法院不太可能维持终止后超过 6 个月的限制。

LRC-CA-40.05
在英国劳动法僱主不得对女性有性别歧视的规定为何？

RD 答:

根据 2010 年平等法，SS 4-19。
雇主基于性别歧视僱员或求职者是违法的。

LRC-CA-50.10
在英国僱主可以蒐集或处理员工在互联网上传送的资料吗？

RD 答:

1998 年的《人权法》为私人僱员提供了挑战滥用监控做法的法律补救措施，《调查权力条例》将未经授权拦截数据定为刑事犯罪，
但允许雇主拦截电子邮件和监控互联网只要发送者和接收者都同意就可以访问。

LRC-CA-60.10
英国劳动法对工作小时的规定为何？

RD 答:

根据 1998 年工作时间规定，第 1833 号，SS 4-12。
最长每週工作时间为 17 週内平均 48 小时。

LRC-CA-60.30
英国对加班工时的规定为何？加班加成费率为何？

RD 答:

员工无需支付加班费。
唯一的要求是员工的总工作时间的平均工资不低于国家最低工资。
雇主可以给员工补假而不是加班工资，这被称为“代假”。

LRC-CA-60.50
英国工资习惯上有第13个奖金吗？

RD 答:

奖金安排通常在雇主和僱员之间的合同中约定。
奖金可以完全酌情决定，但雇主必须注意不要以歧视性方式分配奖金。

LRC-CA-70.10
英国员工正常的休假规定为何？

RD 答:

根据《工作时间条例》，全职员工每年有权享受至少 28 天的带薪年假。
除非僱佣合同另有规定，否则年假权利包括银行假期。
假期工资通常基于假期前 52 週的平均工资，或者如果工人在雇主处工作少于 52 週，则为工作週数。
员工从入职开始就开始累积年假。在就业的第一年，年假在每个月初按全年应享权利的十二分之一计算。

LRC-CA-70.20
英国公假的规定为何？员工加班的费率多少？

RD 答:

英格兰和威尔士承认 8 个公共假期，也称为银行假期，而苏格兰承认 9 个，北爱尔兰承认 10 个。
英格兰、威尔士、苏格兰和北爱尔兰共同承认的7个假期如下：

•  元旦
• 耶稣受难日
•  五月初银行假日（五月初，具体日期每年不同）
•  春季银行假期（5月下旬，具体日期每年不同）
•  夏季银行假期（8 月下旬，具体日期每年不同）
• 圣诞节
• 节礼日

英格兰和威尔士承认的额外公共假期是複活节星期一，即復活节星期日之后的星期一。
苏格兰认可的其他公共假期包括：

•  新公曆年的第二天
•  11 月 30 日：圣安德鲁日

北爱尔兰认可的其他公共假期包括：

•  3月17日：圣帕特里克节
•  復活节星期一，復活节之后的星期一
•   7 月 12 日：博因河战役（橙子节）

在英国，银行假期不必作为带薪休假。
雇主可以选择将银行假期作为员工法定年假的一部分。
当员工在国定假日工作时，他们没有法定的额外加薪权利。

LRC-CA-70.30
英国女性员工怀孕及生育假之规定为何？

RD 答:

根据 1996 年《就业权利法》，第 2 章。 18 SS 71-75； 2014 年儿童和家庭法，第 7 部分；产假工资。
怀孕的僱员有权享受 52 週的产假。
前 26 周称为“普通产假”（OML），后 26 周称为“额外产假”（AML）。
儘管员工不必休完全部 52 週的产假，但他们必须在婴儿出生后休 2 週的假。
最早可以在预产週前 11 週休假。
怀孕僱员有权获得最多 39 週的法定产假工资（SMP），前提是他们为雇主工作了至少 26 週，
并且在预产週前的第 15 週内工作，必须提供正确的通知和证明怀孕的。
在前 6 週，法定产假工资为员工平均每週总工资的 90%。
在剩馀的 33 週内，法定产假工资按每週基本金额或员工平均每週总工资的 90% 支付，以较低者为准。
自 2022 年 4 月 3 日起生效，每週基本金额为 156.66 磅。

LRC-CA-70.40
英国男性员工之陪产假规定为何？

RD 答:

根据 1996 年《就业权利法》，第 2 章。 18 不锈钢 80A-80E； 2002 年法定陪产假工资和法定收养工资（每週费率）条例。
符合条件的员工目前可以在孩子出生或收养后的 8 週（56 天）内休 1 週或 2 週的带薪陪产假。
假期必须连续休，不能在出生前开始。
要获得陪产假的资格，僱员必须符合以下条件之一：

•  父亲
•  母亲（或收养人）的丈夫或伴侣——这包括同性伴侣
•  孩子的收养人
•  如果通过代孕安排生孩子，则为预期父母

法定陪产假工资 (SPP) 应按每週基本金额或员工平均每週总工资的 90% 支付，以较低者为准。
每週的基本量是 156.66 磅。

LRC-CA-70.50
英国员工之病假规定为何？丧假之规定为何？事假之规定为何？

RD 答:

病假

根据 1992 年社会保障缴款和福利法，S 151。
从 2022 年 4 月 6 日到 2023 年 4 月 5 日，员工通常有权获得法定病假工资，每整週 7 天 99.35 英镑，最长 28 週。

育儿丧假

根据 2018 年《育儿丧假法》，S 80EA；育儿丧假和薪酬谘询。
在失去 18 岁以下的孩子或在怀孕 24 週后死产后，员工有资格获得最多 2 週的休假。
连续工作 26 週的员工有权享受法定带薪休假，其他员工有权享受无薪休假。
自孩子死亡之日起，最长可休 56 週。

丧假

没有丧假的权利，儘管可以通过僱佣合同提供。
员工还有权获得合理的休假时间来处理涉及受抚养人的紧急情况，例如依赖员工照顾的配偶、伴侣、孩子、父母或朋友或家人，通常为 1 或 2 天.
根据僱佣合同，这种假期可以带薪或不带薪。

其他休假

僱员可以因公职（例如陪审团）而请假。没有带薪休假的权利，儘管可以通过僱佣合同提供。

LRC-CA-70.60
英国对员工之退休金与社会安全保险金之规定为何？

RD 答:

根据国家就业储蓄信託基金；国民保险。
所有雇主都必须自动将其僱员纳入养老金计划。
雇主可以使用独立运营的、政府支持的固定缴款计划、国家就业储蓄信託 (NEST) 或他们自己的计划，该计划可以是固定缴款计划或固定福利计划。
雇主主要负责通过 PAYE（按收入付费）系统从工资或工资中扣除国民保险金 (NIC)，并将这些款项支付给英国税务海关总署 (HMRC)。
NIC 帮助资助许多福利和服务，包括国民健康服务、国家提供的养老金、法定休假福利和工人补偿。

LRC-CA-70.70
英国对员工之意外灾害保险之规定为何？

RD 答:

根据 1969 年雇主责任法；工伤残疾福利。
雇主必须为僱员在工作过程中遭受的身体伤害或疾病购买保险。
该保单必须涵盖至少 500 万英镑的实体。

LRC-CA-80.05
英国企业员工可以加入工会吗？

RD 答:

根据 1950 年 11 月 4 日的《欧洲人权公约》，第 4 条。 11.
僱员有权加入或不加入工会、决定离开或继续成为工会成员并属于多个工会。

LRC-CA-80.06
英国劳动争议之处理方式为何？

RD 答:

根据《工会和劳动关係法》，1992，S 199；纪律和申诉程序实务守则。
英国的谘询、调解和仲裁服务局 (ACAS) 制定了一项业务守则，为雇主、僱员及其代表处理工作场所的纪律和申诉情况提供基本的实用指导。
集体协议往往包含冗长的申诉程序，其中可能包括协商和/或仲裁，必须用尽这些程序才能进一步处理问题。

LRC-CA-90.10
英国企业对工作场所的安全、健康之规定为何？

RD 答:

根据 1974 年工作健康与安全法，第 37 章，SS 2, 37。
雇主负有保障所有僱员安全的一般责任，并对僱员在受僱过程中的行为造成的事故承担责任。
雇主必须为僱员在工作过程中遭受的身体伤害或疾病投保保险，并且必须评估工人的健康和安全风险，并保存这些评估的记录。

LRC-CA-100.10
在何种情况下，英国僱主可以解僱员工？

RD 答:

在终止工人的僱佣关係时，我们敦促雇主遵守 ACAS（谘询、调解和仲裁服务）行为守则。
不遵守守则不会自动导致不公平解僱，但就业法庭可以在确定解僱是否公平时考虑不遵守规定。
被不公平解僱的僱员有权要求復职，儘管在实践中这种形式的补救措施很少被就业法庭批准。

LRC-CA-100.11
英国企业解僱员工需提前多久告知？要发多少资遣费？

RD 答:

根据 1996 年《就业权利法》。
完成 1 个月连续服务的员工有权获得至少 1 週的终止通知。
服务满 2 年后，僱员有权在服务一年后获得 1 週的通知。服务满 12 年后最多提前 12 週通知。
僱佣合同可能包含更慷慨的条款，英国雇主通常同意在僱佣开始后至少提前 1 个月通知员工终止合同，高级员工并在 3 到 6 个月之间通知。

如果员工因裁员而被解僱，他们也有权获得补偿，金额从每服务一年半周到一周半的工资不等。
根据 1966 年《就业权利法》，SS 22, 155。
如果员工被不公平地解僱，在解僱之日连续服务超过一年的员工可能会获得补偿。
如果发现员工被不公平地解僱，他们可能会获得基本奖励和补偿性奖励的补偿。
基本赔偿金的计算基础与遣散费相同。
不公平解僱的最高赔偿金为 12 个月工资和 93,878 英镑中的较低者。
用于计算法定裁员金和不公平解僱的基本赔偿的一周工资上限为 571 英镑

LRC-CA-100.12
英国企业解僱员工向主管机关申报之规定为何？

RD 答:

当员工离职时，他们的雇主必须向他们提供一份 P45 表的副本，即员工离职的详细信息。
表格 P45 为受款僱员详细说明了僱员在签发表格的纳税年度内就就业收入支付的税款和税款类型。
雇主必须向 HMRC 提供表格的第 1 部分；僱员必须向僱员的新雇主提供第 2 部分和第 3 部分，
如果不工作，则必须向 Jobcentre Plus 提供；并且僱员保留第 1A 部分。

连同表格 P45，任何尚未支付给离职员工的剩馀就业收入必须支付给该员工，并在该金额上扣除 PAYE，并在下一次全额付款提交 (FPS) 上报告，并要求将其传输至英国税务海关总署。

LRC-CA-100.20
在英国合法大量解僱员工的规定为何？

RD 答:

根据 1992 年工会和劳资关係（综合）法案，S 188。
当提议在 90 天内在一个机构裁员 20 名或更多员工时，雇主必须：

•  谘询任何公认的工会或其他当选的员工代表
•  适时开始谘询——至少在第一次解僱生效前 30 或 45 天，具体取决于提议的裁员人数
•  就避免解僱、减少冗馀人数和减轻解僱影响的方法进行磋商
•  以书面形式向适当的代表披露有关拟议解僱的某些信息
•  在第一次解僱生效前至少提前 30 或 45 天通知商业、创新和技能大臣，具体取决于提议的裁员人数。

LRC-CA-100.30
英国解僱员工必需支付员工的期限为何？

RD 答:

终止时，员工有权获得工作最后一天到期的所有工资或代替这些工资的付款。

LRC – United Kingdom Labor Regulations

LRC-CA-20.10
What must be included in the contents of a labor contract in the United Kingdom?

Evershine RD:

According to Employment Rights Act 1996, SS1, 138.
Employment contracts do not have to be in writing.
However, employers must provide a written document (known as the ‘principal statement’) to employees who will be working for the employer for more than one month on their first day of work.
The principal statement must include the following information:

•  names of employer and employee
•  date when employment began
•  the employee’s job title or description of work
•  where an employee or worker will be working and whether they might have to relocate
•  vacation entitlement
•  how long a job is expected to last
•  notice periods
•  details of eligibility for sick leave and pay
•  details of other types of paid leave, such as maternity leave and paternity leave
•  the duration and conditions of any probationary period
•  how much and how often the employee will get paid
•  the normal working hours and whether such hours may be variable; and
•  any obligatory training

LRC-CA-20.11

Do the United Kingdom arrange labor contract in the fixed term?
What should be the length of the labor contract in the United Kingdom?

Evershine RD:

Yes.

The use of successive fixed-term contracts is limited to a total 4 years unless the use of additional fixed-term contracts is justified on objective grounds.
If a fixed-term contract is renewed after the 4-year period, it will be treated as a contract for an indefinite period.

LRC-CA-20.20
What is the minimum age for hiring new employees in the United Kingdom?

Evershine RD:

According to Children and Young Persons Act 1933, SS 23, 24.
Children under the age of 16 are not allowed to work in a full-time job.
Employees who are aged 18 or above are afforded the same rights as adults.

LRC-CA-20.40
Is it a requirement for employer in the United Kingdom to conduct a pre-employment background check?

Evershine RD:

Under the Asylum and Immigration Act 1996 and the Immigration, Asylum and Nationality Act 2006 employers must ensure that new employees are allowed to work in the U.K.
Businesses can be fined up to 20,000 pounds per illegal worker if they cannot show evidence that they checked an employee’s right to work.

LRC-CA-20.50
Is the Non-Competition indemnity clause in labor contract in the United Kingdom has legal effect?

Evershine RD:

According to The Trade Secrets Regulations, 2018.
Restrictive covenants are valid only if they protect the employer’s legitimate business interests, such as preventing employees from joining a competitor for a certain period.

If the length and scope of the restrictions are not reasonable, the covenant may be declared unenforceable by a tribunal or court, in which case the employee will be free to accept any offer of employment.
Generally, the more narrowly a restrictive covenant is drafted, the more likely it is to be enforceable.
British courts are unlikely to uphold a restriction of more than 6 months after termination.

LRC-CA-40.05
What are the regulations on Gender Discrimination in employment specifically for female workers in the United Kingdom?

Evershine RD:

According to Equality Act 2010, SS 4-19.
It is unlawful for an employer to discriminate against employees or applicants for employment based on gender.

LRC-CA-50.10
Can the employer in the United Kingdom collect, or process data transmitted by employees over the internet?

Evershine RD:

The Human Rights Act of 1998, affords private employees a legal remedy to challenge abusive monitoring practices, and the Regulation of Investigative Powers Act makes it a criminal offense to intercept data without authorization, though employers are permitted to intercept e-mails and to monitor Internet access as long as both the sender and the receiver agree to it.

LRC-CA-60.10
What are the regulations on working hours in the United Kingdom?

Evershine RD:

According to Working Time Regulations 1998, No. 1833, SS 4-12.
The maximum workweek is 48 hours averaged over a period of 17 weeks.

LRC-CA-60.30
What are the regulations on overtime hours in the United Kingdom?
What is the overtime premium rate in the United Kingdom?

Evershine RD:

Employees are not required to pay employees a premium for overtime work.
The only requirement is that an employee’s average pay for total hours worked not fall below the national minimum wage.
An employer may give an employee compensatory time off instead of wages for overtime, which is known as “time off in lieu.”

LRC-CA-60.50
Is it common to pay 13^th month’s salary in the United Kingdom?

Evershine RD:

Bonus arrangements typically are agreed in the contract between the employer and the employee.
Bonuses can be entirely discretionary, but employers must be careful not to allocate them in a discriminatory manner.

LRC-CA-70.10
What are the regulations on general leave policy for employees in the United Kingdom?

Evershine RD:

Under the Working Time Regulations, full-time employees are entitled to a minimum of 28 days of paid annual leave each year.
Unless the employment contract states otherwise, the annual leave entitlement includes bank holidays.
Vacation pay is usually based on the average pay over 52 weeks prior to the vacation, or the number of weeks of employment if the worker has been with the employer for less than 52 weeks.
Employees start to accrue annual leave from the start of their employment. During the first year of employment, annual leave accrues at the rate of one-twelfth of a full year’s entitlement at the beginning of each month.

LRC-CA-70.20
What are the public holidays in the United Kingdom?
What is the overtime premium rate during public holidays in the United Kingdom?

Evershine RD:

England and Wales recognize 8 public holidays, also known as bank holidays, while Scotland recognizes 9 and Northern Ireland recognizes 10.
The 7 holidays that are collectively recognized by England, Wales, Scotland, and Northern Ireland are as follows:

•  New Year’s Day
•  Good Friday
•  Early May Bank Holiday (early May, precise date varies year to year)
•  Spring bank holiday (late May, precise date varies year to year)
•  Summer bank holiday (late August, precise date varies year to year)
•  Christmas Day
•  Boxing Day

The additional public holiday recognized by England and Wales is Easter Monday, the Monday immediately after Easter Sunday.
The additional public holidays recognized by Scotland are:

•  The second day of the new Gregorian Calendar year
•  Nov. 30: St. Andrew’s Day

The additional public holidays recognized by Northern Ireland are:

•  March 17: St. Patrick’s Day
•  Easter Monday, the Monday immediately after Easter Sunday
•  July 12: Battle of the Boyne (Orangemen’s Day)

In the U.K., bank holidays do not have to be given as paid leave.
Employers can choose to include bank holidays as part of a worker’s statutory annual leave.
When employees work on a national holiday, they have no statutory right to extra pay.

LRC-CA-70.30
What is the maternity leave policy for female employees in the United Kingdom?

Evershine RD:

According to Employment Rights Act 1996, ch. 18 SS 71-75; Children and Families Act 2014, Part 7; Maternity Pay and Leave.
Pregnant employees are entitled to 52 weeks’ maternity leave.
The first 26 weeks is known as ‘Ordinary Maternity Leave’ (OML), the last 26 weeks as ‘Additional Maternity Leave’ (AML).
Although employees do not have to take all 52 weeks of their maternity entitlement, they must take 2 weeks’ leave once the baby is born.

The earliest that leave can be taken is 11 weeks before the expected week of childbirth.
Pregnant employees are entitled to receive up to 39 weeks of statutory maternity pay (SMP) if they have worked for the employer for at least 26 weeks and up to the 15th week before the expected week of childbirth and must have given the correct notice and proof of pregnancy.

For the first 6 weeks, statutory maternity pay is payable at 90% of the employee’s average weekly gross pay.
For the remaining 33 weeks, statutory maternity pay is payable at a basic weekly amount or 90% of the employee’s average weekly gross pay, whichever is lower.
Effective starting April 3, 2022, the basic weekly amount is 156.66 pounds.

LRC-CA-70.40
What is the paternity leave policy for male employees in the United Kingdom?

Evershine RD:

According to Employment Rights Act 1996, ch. 18 SS 80A-80E; Statutory Paternity Pay and Statutory Adoption Pay (Weekly Rates) Regulations 2002.
Eligible employees can currently take 1- or 2-weeks’ paid paternity leave within 8 weeks (56 days) of a child’s birth or adoption.
The leave must be taken consecutively and cannot start before the birth.
To be eligible for paternity leave, an employee must be one of the following:

•  the father
•  the husband or partner of the mother (or adopter) – this includes same-sex partners
•  the child’s adopter
•  the intended parent if having a child through a surrogacy arrangement

Statutory Paternity Pay (SPP) is payable at a basic weekly amount or 90% of the employee’s average weekly gross pay, whichever is lower.
The basic weekly amount is 156.66 pounds.

LRC-CA-70.50
What are the provisions on sick leave, bereavement leave and personal leave for employees in the United Kingdom?

Evershine RD:

Sick Leave

According to Social Security Contributions and Benefits Act 1992, S 151.
Effective from April 6, 2022, to April 5, 2023, employees generally are entitled to statutory sick pay of 99.35 pounds per full week of 7 days, for up to 28 weeks.

Parental Bereavement Leave

According to Parental Bereavement Leave Act, 2018, S 80EA; Parental Bereavement Leave and Pay Consultation.
Employees are eligible for up to 2 weeks of leave following the loss of a child under the age of 18 or a stillbirth after 24 weeks of pregnancy.
Employees with 26 weeks’ continuous service are entitled to paid leave at the statutory rate and other employees are entitled to unpaid leave.
The leave can be taken up to 56 weeks from the date of the death of the child.

Compassionate Leave

There is no entitlement to compassionate leave, although it may be provided by an employment contract.
An employee is also entitled to a reasonable time off to deal with an emergency involving a dependant, such as a spouse, partner, child, parent, or friend or family member who relies on the employee for care, which is usually 1 or 2 days.
This leave may be paid or unpaid, depending on the employment contract.

Other leave

An employee is allowed to take leave for public duties such as jury duty. There is no entitlement to paid leave, although it may be provided by an employment contract.

LRC-CA-70.60
What are the regulations on pension benefits and social security insurance benefits for employees in the United Kingdom?

Evershine RD:

According to National Employment Savings trust; National Insurance.
All employers are required to automatically enroll their employees into a pension plan.
Employers can use the independently run, government-backed defined contribution plan, National Employment Savings Trust (NEST), or their own plan, which could be either a defined contribution plan or a defined benefit plan.
The employer is primarily responsible for the deduction of National Insurance contributions (NICs) from salary or wages through the PAYE (Pay As You Earn) system and for the payment of these sums to Her Majesty’s Revenue & Customs (HMRC).
NICs help to fund many benefits and services including the National Health Service, state-provided pensions, statutory leave benefits and workers’ compensation.

LRC-CA-70.70
What are the regulations on Workers’ Compensation for employees in the United Kingdom?

Evershine RD:

According to Employers’ Liability Act 1969; Industrial Injuries Disablement Benefit.
Employers must maintain insurance against liability for bodily injury or disease sustained by employees in the course of their employment.
The policy must cover the entity for at least 5 million pounds.

LRC-CA-80.05
Can the employee in United Kingdom join a labor union?

Evershine RD:

According to European Convention on Human Rights, Nov. 4, 1950, art. 11.
Employees have the right to join or not join a trade union, decide to leave, or remain a member of a trade union and belong to more than one trade union.

LRC-CA-80.06
How to handle labor disputes in the United Kingdom?

Evershine RD:

According to Trade Union and Labour Relations Act, 1992, S 199; Code of Practice on Disciplinary and Grievance Procedures.
The U.K.’s Advisory, Conciliation and Arbitration Service (ACAS) has developed a Code of Practice that provides basic practical guidance to employers, employees, and their representatives for handling disciplinary and grievance situations in the workplace.
Collective agreements tend to contain lengthy grievance procedures, which can include consultation and/or arbitration, that must be exhausted before matters can be taken further.

LRC-CA-90.10
What are the regulations on workplace safety and health for employees in the United Kingdom?

Evershine RD:

Under the Health and Safety at Work Act 1974, ch.37, SS 2, 37.
An employer is under a general duty to guarantee the safety of all employees and can be held liable for accidents caused by employees acting in the course of their employment.
Employers must maintain insurance against liability for bodily injury or disease sustained by employees in the course of their employment and are required to assess risks to the health and safety of workers and to keep a record of these assessments.

LRC-CA-100.10
What are the circumstances that an employer can terminate an employee in the United Kingdom?

Evershine RD:

When terminating a worker’s employment, employers are urged to follow the ACAS (Advisory, Conciliation and Arbitration Service) Code of Practice.
Failure to follow the code does not automatically result in unfair dismissal, but noncompliance can be considered by an employment tribunal in determining whether a dismissal is fair.

An employee who has been unfairly dismissed has the right to request reinstatement, although in practice this form of redress is rarely granted by employment tribunals.

LRC-CA-100.11
What is the notification period for terminating an employee in the United Kingdom?
How much is the severance pay?

Evershine RD:

Under the Employment Rights Act 1996.
Employees who have completed 1 month’s continuous service are entitled to a minimum 1 weeks’ notice of termination.
After 2 years’ service, employees are entitled to 1 weeks’ notice per year of service up to a maximum 12 weeks’ notice after 12 years of service.

Employment contracts may contain more generous provisions, and U.K. employers often agree to give employees at least 1 months’ notice of termination from the start of employment and senior employees between 3- and 6-months’ notice.
Employees also have a right to compensation if they are dismissed because of redundancy, the amount ranging from half a week’s pay to one and a half weeks’ pay for each year of service.
Under the Employment Rights Act 1966, SS 22, 155.
Compensation may be payable to employees who have more than one year of continuous service at their date of dismissal if they are unfairly dismissed.
If employees are found to have been unfairly dismissed, they may be compensated by a basic award and a compensatory award.
The basic award is calculated on the same basis as a redundancy payment.
The maximum compensatory award for unfair dismissal is the lower of 12 months’ salary and 93,878 pounds.
The limit on a week’s pay for the purposes of calculating statutory redundancy payments and the basic award for unfair dismissal is 571 pounds.

LRC-CA-100.12
What is the reporting requirement for employer in the United Kingdom to notify the termination of employees to competent authority?

Evershine RD:

When employees separate from employment, their employer must provide them with a copy of Form P45, Details of Employee Leaving Work.
Form P45 details for the recipient employee the amounts and types of tax the employee paid on income from employment during the tax year for which the form was issued.
The employer must provide Part 1 of the form to HMRC; an employee must provide Parts 2 and 3 to the employee’s new employer, or to Jobcentre Plus if not working; and the employee retains Part 1A.

In conjunction with Form P45, any remaining amount of income from employment not already paid to the separated employee must be paid to the employee, with PAYE deductions applied to the amount and reported on the next Full Payment Submission (FPS) required to be transmitted to HMRC.

LRC-CA-100.20
What are the regulations on mass layoffs in the United Kingdom?

Evershine RD:

According to Trade Union and Labour Relations (Consolidation) Act 1992, S 188.
When proposing to make 20 or more employees redundant at one establishment within a period of 90 days, an employer must:

•  consult with any recognized trade union or other elected employee representatives
•  start consultation in good time—at least 30 or 45 days before the first dismissal takes effect depending on the number of proposed redundancies
•  consult on ways of avoiding dismissals, reducing the numbers to be made redundant and mitigating the effect of the dismissals
•  disclose in writing to the appropriate representative certain information concerning the proposed dismissals
•  notify the Secretary of State for Business, Innovation and Skills at least 30 or 45 days in advance of the first dismissal taking effect, depending on the number of proposed redundancies.

LRC-CA-100.30
What is the time limit for employer in the United Kingdom to pay employees upon termination?

Evershine RD:

On termination, employees are entitled to all wages due through the last day of work or to payment in lieu of those wages.

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