Alistair Booth: The HR Booth - for business owners and managers who are passionate about developing people and growing a successful business
9 episodes
9 months ago
In episode 14 of Engage, Alistair shares the details of the new national living wage that was announced by George Osborne at last week’s budget, which comes into effect in April 2016.
The new wage will be paid to workers aged 25 and above. Initially, it will be set at £7.20 an hour, with a target of it reaching more than £9 an hour by 2020. Part-time and full-time workers also qualify for this.
As you may know, the current national minimum wage is due to rise to £6.70 in October this year and many SME businesses had already forecast for this but hadn’t any indication about this further increase.
The new living wage in April is expected to give a pay rise to six million workers but is expected to cost 60,000 jobs and reduce hours worked by four million a week, according to the Office for Budget Responsibility.
Alistair shares some of the benefits of paying the current living wage (£7.85 per hour) which is not legally enforceable, and this is which is promoted by the Living Wage Foundation.
The HR Booth are looking to ensure clients have the right staffing levels, and have people scheduled to work at the right time. It’s an opportunity when forecasting to look at your flexibility and shifts, ensuring you can perhaps get more productivity to offset the increase.
If you’re doing anything different, then please get in touch to share your feedback.
For further information on this podcast, you can contract Alistair directly via email – Alistair.booth@thehrbooth.co.uk, or via the website www.thehrbooth.co.uk
Disclaimer: You must not rely on the information in this podcast as an alternative to Human Resource Management advice from an appropriately qualified professional. If you have any specific questions about any Human Resource Management matter you should consult an appropriately qualified professional.
You should never delay seeking Human Resource Management advice, disregard Human Resource Management advice, or commence or discontinue any Human Resource Management action because of information in this podcast.
Please contact The HR Booth directly for specific advice and guidance.
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In episode 14 of Engage, Alistair shares the details of the new national living wage that was announced by George Osborne at last week’s budget, which comes into effect in April 2016.
The new wage will be paid to workers aged 25 and above. Initially, it will be set at £7.20 an hour, with a target of it reaching more than £9 an hour by 2020. Part-time and full-time workers also qualify for this.
As you may know, the current national minimum wage is due to rise to £6.70 in October this year and many SME businesses had already forecast for this but hadn’t any indication about this further increase.
The new living wage in April is expected to give a pay rise to six million workers but is expected to cost 60,000 jobs and reduce hours worked by four million a week, according to the Office for Budget Responsibility.
Alistair shares some of the benefits of paying the current living wage (£7.85 per hour) which is not legally enforceable, and this is which is promoted by the Living Wage Foundation.
The HR Booth are looking to ensure clients have the right staffing levels, and have people scheduled to work at the right time. It’s an opportunity when forecasting to look at your flexibility and shifts, ensuring you can perhaps get more productivity to offset the increase.
If you’re doing anything different, then please get in touch to share your feedback.
For further information on this podcast, you can contract Alistair directly via email – Alistair.booth@thehrbooth.co.uk, or via the website www.thehrbooth.co.uk
Disclaimer: You must not rely on the information in this podcast as an alternative to Human Resource Management advice from an appropriately qualified professional. If you have any specific questions about any Human Resource Management matter you should consult an appropriately qualified professional.
You should never delay seeking Human Resource Management advice, disregard Human Resource Management advice, or commence or discontinue any Human Resource Management action because of information in this podcast.
Please contact The HR Booth directly for specific advice and guidance.
In episode 9 of Engage, Alistair Booth discusses the Shared Parental Leave regulations that came into effect on 5 April 2015.
This is a new system of shared parental leave which replaces additional paternity leave, for parents of babies due from 5th April.
Shared parental leave overlaps with a mother’s right to take maternity leave and exists alongside her partner’s right to take one or two weeks’ paternity leave. It replaces the right to additional paternity leave. However, not everyone qualifies for shared parental leave; both parents need to have at least 26 weeks’ service with their current employer and earn at least the minimum threshold needed to qualify for maternity allowance.
KEY POINTS TO NOTE:
Each parent must give eight weeks’ notice of his or her intention to take shared parental leave (in the mother’s case, this will be in addition to the notice that she must give in relation to her maternity leave).
The employer is also entitled to see a copy of the child’s birth certificate and to be given the other parent’s national insurance number and the name and address of his or her employer.
SHARED PARENTAL LEAVE KEY FACTS
After 2 or 4 weeks’ compulsory maternity leave following the baby’s birth, a mother can opt to take the remaining leave as “shared parental leave” – which can then be shared with the baby’s father
Both parents can take leave at the same time
Leave can be taken in several separate “blocks”
All leave must be used by the baby’s first birthday
You can reach out to Alistair on twitter @TheHrBooth, by email info@thehrbooth.co.uk or via www.thehrbooth.co.uk
Disclaimer: You must not rely on the information in this podcast as an alternative to Human Resource Management advice from an appropriately qualified professional. If you have any specific questions about any Human Resource Management matter you should consult an appropriately qualified professional.
You should never delay seeking Human Resource Management advice, disregard Human Resource Management advice, or commence or discontinue any Human Resource Management action because of information in this podcast.
Please contact The HR Booth directly for specific advice and guidance.
Engage - The Human Resource Podcast Show
In episode 14 of Engage, Alistair shares the details of the new national living wage that was announced by George Osborne at last week’s budget, which comes into effect in April 2016.
The new wage will be paid to workers aged 25 and above. Initially, it will be set at £7.20 an hour, with a target of it reaching more than £9 an hour by 2020. Part-time and full-time workers also qualify for this.
As you may know, the current national minimum wage is due to rise to £6.70 in October this year and many SME businesses had already forecast for this but hadn’t any indication about this further increase.
The new living wage in April is expected to give a pay rise to six million workers but is expected to cost 60,000 jobs and reduce hours worked by four million a week, according to the Office for Budget Responsibility.
Alistair shares some of the benefits of paying the current living wage (£7.85 per hour) which is not legally enforceable, and this is which is promoted by the Living Wage Foundation.
The HR Booth are looking to ensure clients have the right staffing levels, and have people scheduled to work at the right time. It’s an opportunity when forecasting to look at your flexibility and shifts, ensuring you can perhaps get more productivity to offset the increase.
If you’re doing anything different, then please get in touch to share your feedback.
For further information on this podcast, you can contract Alistair directly via email – Alistair.booth@thehrbooth.co.uk, or via the website www.thehrbooth.co.uk
Disclaimer: You must not rely on the information in this podcast as an alternative to Human Resource Management advice from an appropriately qualified professional. If you have any specific questions about any Human Resource Management matter you should consult an appropriately qualified professional.
You should never delay seeking Human Resource Management advice, disregard Human Resource Management advice, or commence or discontinue any Human Resource Management action because of information in this podcast.
Please contact The HR Booth directly for specific advice and guidance.
