The Insider Issue One

The Insider Issue One

PENCIL US INTO YOUR 2016 diary HE INSIDE

ISSUE ONE

STATUTORY PAY AND NATIONAL LIVING WAGE CHANGES - WHAT YOU NEED TO KNOW

In the 2016/2017 tax year commencing on the 6th April 2016, Statutory Parental payments covering Statutory Maternity Pay (SMP), Statutory Paternity Pay (SPP), Statutory Adoption Pay (SAP) and Statutory Shared Parental Pay (SShPP), will not be increasing from the current rate of £139.58 per week or 90% of the employee’s average weekly earnings, if less than this amount. Although it is not a requirement to increase these rates, it is unusual that it is not happening this April. Since 2013/2014, the rates have seen an increase of 1% year on year in line with the general rise in inflation or consumer price index (CPI). However, as the CPI fell by 0.1% in September 2015, there has been no increase in the rate. What this means for employers, is that the wage costs for employees when they take time off will be reduced across the course of this year. Rather than having to prepare for further increase, employers can now be confident that their expenditure for sickness absence and parental payments will remain stable over the next tax year. Similarly, the Lower Earnings Limit (LEL) – what an employee needs to earn weekly to qualify for these payments – will not increase and remains at £112 per week. The UK Government has also announced that a National Living Wage of £7.20 per hour will be introduced on 1st April 2016 for all working people aged 25 and over. This will be over and above

the National Minimum Wage which will remain in place for those aged under 25. The National Living Wage will be compulsory and the Low Pay Commission will be asked to recommend future rises, with the Government aiming for an hourly rate of £9.00 by 2020. The adult NMW rate is currently £6.70. From 1 April 2016 the premium will come into effect on top of the NMW, taking the national living wage to £7.20. The NMW will continue to apply for those aged 21 to 24, with the premium added on top for those aged 25 and over, taking the total hourly rate to the national living wage.

The new rates from 1st April 2016 are:

• £7.20 for workers over age 25 • £6.70 for workers 21 to 25 • £5.39 for workers 18 to 20 yrs • £3.87 for workers aged 16 to 17 yrs • £3.30 for apprentices under 19 or 19 or over who are in the first year of apprenticeship.

It is against the law for employers to pay workers less than the National Minimum Wage or to falsify payment records.

For more information on any of these changes, please call our consultants today on 0161 785 2000

W : WWW. E L A S . U K . C OM

T : 0 1 6 1 7 8 5 2 0 0 0

IS ENGLAND ABOUT TO INTRODUCE THE MANDATORY DISPLAY OF FOOD HYGIENE RATINGS?

At STS, we believe that the Food Hygiene Rating system is a most important factor that will deliver better and safer hygiene standards. Equally, the Food Standard Agency’s 2015-20 strategy is actively promoting the expansion of the mandatory display of food hygiene ratings at relevant outlets to include England.

In 2013, All twenty-two Welsh local authorities implemented the Food Hygiene Rating Scheme and are displaying ratings for all businesses in their area. The Deputy Health Minister of Wales, reported that following this ‘scores on the doors’ approach, standards have improved dramatically. In the two years following inception of this strategy, the percentage of businesses obtaining the top rating of five has risen from 45 to 61. Further evidence of wholesale improvement across all the local authorities’ inspected premises, is demonstrated by the percentage increase in the satisfactory scores (3-5) which has increased from 86.9% to 94.4%. Even more comforting, for all of us who eat out, is that there are now only sixty one outlets, that scored zero (Urgent Improvement Necessary), trading in Wales. With the mandatory display of Food Hygiene ratings in Wales going from strength-to-strength, it comes as no surprise that the Food Standards Agency (FSA) are considering extending the mandatory display of food hygiene ratings into England.

But what exactly is the Food Hygiene Rating scheme and what does it entail, for you, the proprietor?

In a nutshell, food hygiene ratings provide your customers with information about the hygiene standards of your business. They then use this information to decide whether or not to eat in, or shop for food at, your establishment.

The official rating is determined by Environmental Health Officers upon three business critical criteria:

• How hygienically the food is handled – how it is prepared, cooked, re-heated, cooled and stored • The condition of the structure of the buildings – the cleanliness, layout, lighting, ventilation and other facilities • How the business manages and records what it does to make sure that food is safe

W : WWW. E L A S . U K . C OM

T : 0 1 6 1 7 8 5 2 0 0 0

by our audit. Practical support and advice is welcomed by all of our happy, protected and stress-free clients..

Here are a few tips to improve upon and to consolidate your food hygiene rating:

• Ensure that your food safety management system is robust and contemporary. We provide you with a user-friendly system that is bespoke to your organisation. To ensure continued compliance with the law, our system keeps you once step ahead of change that affects you. • Be certain that all your staff members are trained in food safety with a focus upon allergens, being sure that all of their training is documented and recorded. Our system keeps these very important records safe and readily available for inspection, when required. We support you with a range of courses that are expertly delivered; on-site, at distance or on-line – whatever works best for your circumstances. • Ensure that your food safety procedures are in place and being implemented correctly by your staff. Audits accomplish this.

At STS, we are passionate about protecting and enhancing the reputation of our clients, by ensuring that they achieve high food safety standards. Using our comprehensive food safety solutions, means that you will also achieve the high standards of food safety that is demanded of your industry. Simply SafeNet is our bespoke, user-friendly food safety compliance portal. Through this portal we provide you with all of the tools that are necessary to manage your food safety management systems, your health & safety policies and your risk assessments in one convenient place.

To give your views, click here

Our consultants will audit, casting an experienced eye over your procedures to enable you to strengthen any weaknesses uncovered

For more information on how we can help you improve your food hygiene rating, get in touch today on 0161 785 2000

W : WWW. E L A S . U K . C OM

T : 0 1 6 1 7 8 5 2 0 0 0

2016 - THE YEAR OF EMPLOYEE WELLBEING

Fit, healthy and motivated employees are the key to success for any business, and with it being the New Year - what better time is there to promote and focus on the health and wellbeing of you and your employees? As an employer, there are many options available to you to help promote health and wellbeing amongst your workforce and the new year welcomes an abundance of health and wellness campaigns. Being recognised as an employer who takes the health and wellbeing of your workforce seriously reflects positively upon both your organisation and culture. Educating your workforce on the steps they can take to improve their health and wellbeing goes a considerable way to creating a healthier and more productive team. A few national activities that can be incorporated into your organisation’s health and wellbeing plan include: - NATIONAL HEART MONTH At Sound Advice we can provide wellbeing and executive medicals or drop in clinics enabling your employees to learn more about blood pressure. We can also provide advice on managing cardiovascular conditions, and steps to reduce the risk of developing these conditions. - TINNITUS AWARENESS WEEK Audiometric testing for employees is mandatory for all UK employees exposed to levels of 85dB(A) on a daily basis. At Sound Advice we can provide onsite audiometric testing thanks to our mobile medical units. The evidence base for employers adopting health and wellbeing campaigns is clear with both direct and indirect benefits that include: • Reductions in absence • Increases in productivity, after all happy employees are more productive. • Reductions in turnover and increases in retention of staff

The CIPD recently undertook research in this area and found that health and wellbeing in the workplace is steadily rising on the business agenda as more employers are beginning to recognise the benefits that can be made by introducing workplace health and wellness policies. Whilst other evidence suggests that a return on investment can be as high as 9.2 times the cost you have to ask yourself whether it was time to consider introducing health and wellbeing campaigns into your business? At Sound Advice, we believe applying a workplace health and wellbeing programme makes sound business sense. For more information on our range of programmes please get in touch today. One of my employees has a large tattoo on their arm; can I ask them to cover it up when meeting with clients? Once upon a time tattoos were only seen to be for sailors and criminals, and there was, rightly or wrongly, some prejudice against those who had tattoos as they were seen as being of dubious character. As it stands, tattoos are not covered by the Equality Act 2010, so you are perfectly entitled as a business to limit the appearance of tattoos and piercings. If you believe that having tattoos on show whilst meeting with a client does not project the type of business image you wish to achieve, then yes you can request that the employee covers the tattoos. As employment law experts, we would highlight the importance of having clear policies in place, and a guideline on what is and what is not appropriate in the workplace, including tattoos, clothing and piercings. Including a dress code that is applied to everyone equally is a simple way of ensuring employee upkeep your business ethos. CONSULTANT CORNER. . . For more information on the policies we can provide, please contact us on 0161 785 2000

W : WWW. E L A S . U K . C OM

T : 0 1 6 1 7 8 5 2 0 0 0

From a s l i t t l e to a s much suppor t a s you need . . .

Ca l l or ema i l us to d i s cus s your opt i ons

T: 0161 785 2000 E: [email protected] or visit www.elas.uk.com