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body would be better placed to take on enforcement of SSP if its process is strengthened. The consultation also asks whether this new body should have a role in relation to discrimination and harassment in the workplace and also what role should it play in enforcement of employment tribunal awards. ...considers how a rebate of Through this consultation, government want to consider the case for a new single labour market enforcement body and whether it could deliver: ● extended state enforcement – delivering the commitments to enforce holiday pay for vulnerable workers and regulate umbrella companies operating in the agency worker market ● a strong, recognisable single brand – so individuals know where to go for help. In a single organisation the user journey could be improved, making it easier for individuals to raise a complaint and to tackle cases that might currently be coordinated guidance and communications campaigns, and a more easily navigable and proportionate approach to enforcement ● coordinated enforcement action – with new powers and sanctions to tackle the spectrum of non-compliance, from minor breaches to forced labour and increased focus on high harm cases to disrupt serious, repeated offending ● pooled intelligence and more flexible resourcing – enabling greater sharing of intelligence and national tasking and coordination of operational activity targeted at tackling serious breaches ● closer working with other enforcement partners – including immigration enforcement, benefit fraud, health and safety, The Pensions Regulator and wider local authority enforcement. The consultation states that this would not be an exercise to reduce costs; resource for enforcement SSP for small- to medium-size enterprises... handled by different organisations ● better support for businesses – to comply with the rules, including
would be maintained but used more effectively. Funding for new areas, such as enforcement of holiday pay for vulnerable workers will be considered through the spending review. The consultation closes on 6 October 2019. consultation Health is everyone’s business (http://bit.ly/2TaY5tP) published in July 2019. It includes proposals to amend the rules of SSP to allow for phased returns to work following sickness absence and to widen eligibility for SSP to extend protection to those on the lowest incomes. The government proposes to reform SSP so that it is available to all employees who need it, is more flexible in supporting employees and is underpinned by a suitable enforcement framework. Proposed changes include: ● amending the rules of SSP to allow for phased returns to work following sickness absence ● widening eligibility for SSP to extend protection to those on the lowest incomes, and ● strengthening compliance and enforcement of SSP to ensure employees are paid what they are due. Alongside these specific reforms, the consultation also considers how a rebate of SSP for small- to medium- size enterprises that demonstrate best practice in supporting employees on sickness absence, might be designed. The government is also interested in exploring ways to record SSP payments and use this information to provide helpful prompts and advice to employers. The government is not proposing to make any further changes to the structure of SSP beyond the reforms outlined above; however, it has considered the extent to which the rate and length of SSP drives employer behaviour and is interested in views on this. The consultation further proposes improving access to occupational health services with additional support for small employers including a potential subsidy and for government to provide best practice advice and support for employers on managing health and disability in the workplace. This consultation closes on 7 October 2019. n Health is everyone’s business Reforming SSP forms part of the
Overview of UK pension schemes
Providing pension scheme information
Creating and maintaining pension scheme member records
Transferring into and out of pension schemes
Amend pension records to reflect a member’s change of circumstances
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| Professional in Payroll, Pensions and Reward |
Issue 53 | September 2019
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