Employment News from ACAS including National Minimum Wage

20130918 ACAS toplogo

ACAS have advised the following:

This October there will be changes made to the National Minimum Wage (NMW), Third Party Harassment and the Agricultural and Horticultural NMW.

20130918 Wage Packet

The National Minimum wage continues its annual rise in October. From the 1st October the new rates will be:

• 21-over rises from £6.19 to £6.31

• 18-20 rises from £4.98 to £5.03

• 16-17 rises from £3.68 to £3.72

• Apprentice Rate (under 19 or individuals in the first year of apprenticeship) rises from £2.65 to £2.68

• Accommodation offset increases from £4.82 to £4.91 per day


Third Party Harassment

20130918 Harassment

Third Party Harassment will be removed from the Equality Act. The reason behind the removal is Government believe there is no perceived need for this sort of safeguard, and it is unfair to place this risk on an employer.

Just to clarify Third Party Harassment is the provision which makes an employer liable for instances of harassment to employees by a ‘third party’. For example if a customer regularly came into a local post office and continually verbally abused staff the employer would be at risk of a tribunal claim under Third Part Harassment.

However an employer would still be expected to deal with this potentially difficult situation as a duty of care to thier employees. This is expected to come in from 1st October 2013.

National Minimum Wage in the Agricultural and Horticultural Sectors

20130918 agricultural-worker1

NMW in the agricultural and horticultural sectors: Any worker who enters into employment between now and 1st October 2013, must still receive the Agricultural Minimum Wage for their grade, and other benefits set out in the Order, in relation to overtime, holidays and dog allowance. The workers terms and conditions should also remain the same, unless there is mutual agreement to change. Any worker who enters into employment after 30th September 2013, will be entitled to be paid at least the NMW rate and to other minimum terms and conditions in accordance with employment legislation.