The Chartered Institute of Payroll Professionals
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There are some interesting figures within that shine a light on how impactful AE is. From 2012 to 2022 the percentage of employees ages 22-29 who had a workplace pension increased from 25% to 72%, whereas the 18-21 year-old group went from 1% to 17%. While this is a big jump, it is still significantly lacking compared to all other age groups which all have an enrolment rate of at least 65%. When considering the impact that removing the lower earnings limit would have on those with multiple part-time jobs, it is worth noting that women are still far more likely to have a part-time job. The equality impact of allowing savings from the first pound cannot be overstated.
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CIPP response to consultation: Tax Incentives for Occupational Health Published: 13 October 2023 Emailed: 18 October 2023
The ‘ Joint HMT-HMRC consultation on tax incentives for occupational health ’ is now closed. The CIPP has submitted its formal response to HM Treasury (HMT) and HM Revenue and Customs (HMRC), on 12 October 2023.
The tax incentives for occupational health consultation, is aimed at employers and exploring the role of tax incentives in boosting OH provision by employers. We would like to thank all the respondents to the survey in light of the consultation. Valuable feedback was shared and we have sought to cover all areas in the response. Access the response here.
Following the conclusion of the consultation, the government will consider in full all of the responses received and will publish a summary of responses in due course.
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Acas launches consultation on a draft code on handling requests for a predictable working pattern
Published: 26 October 2023 Emailed: 1 November 2023
Acas has launched a consultation on the code of practice on handling requests for a predictable working pattern. The government is introducing a new law which will give eligible workers a new statutory right to request a more predictable working pattern. The legislation gives certain individuals, such as those on zero hours contracts and agency workers, the right to request more certainty around their working pattern. The Workers (Predictable Terms and Conditions) Act received Royal Assent on 18 September 2023. The new legislation will give employees and workers a right to request a predictable work pattern under the Employment Rights Act 1996, subject to certain eligibility criteria. The Workers (Predictable Terms and Conditions) Act is expected to come into force in Autumn 2024. Acas has been asked by the Department for Business and Trade (DBT) to prepare a new statutory code of practice. Acas will also be producing new non-statutory guidance to sit alongside the code. The draft Acas code is intended to support employers, temporary work agencies, hirers, workers and representatives to understand their rights and responsibilities regarding the new right to request a predictable working pattern. The code will not be legally binding, but will be taken into account by courts and employment tribunals when considering relevant cases.
It sets out good practice on:
• holding a meeting to discuss a request before making a decision • who should be allowed to accompany a worker at meetings to discuss a request • accepting a request where possible • only rejecting a request for certain legally allowed reasons and being clear about the reasons for rejecting it • offering an appeal where a request has been rejected. The consultation closes on 17 January 2024 at 11:59pm. You can read and respond to the Acas draft code of practice, here.
Read the full news story, here.
cipp.org.uk
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