Employment Law Changes for 2019


We look ahead to forthcoming employment law changes on the horizon for 2019 and consider their potential impact on Schools / Academies.

March: Post Brexit Immigration Rule Changes - March

Whilst there will be no immediate changes to the rights and status of EU workers – EU citizens who wish to live and work in the EU after 31st December 2020 will need to apply to the EU Settlement Scheme.  The scheme will fully open by 30th March and individuals will have until 30th June 2021 to apply via the online portal.

Current right to work checks for EU citizens will remain unchanged until the end of 2020.

Changes to post Brexit immigration rules after this date are still under consideration.

Whilst there is no legal obligation on employers to support individuals in applying for settlement, schools and academies employing EU citizens may wish to signpost employees who may be affected by these changes to the scheme guidance.

March: Gender Pay Gap Reporting

Public Sector Employers with more than 250 Employees - including Schools and Academies – will be required to publish their second Gender Pay Reports no later than 31st March. 

Further information is available here.

April: National Minimum Wage Rate Increases

The government has confirmed that the national living wage for employees aged 25 will rise to £8.21 per hour from 1st April 2019.  Minimum wage rates for younger workers and apprentices will also increase from this date.

National Living Wage

National Minimum Wage

25 and over

21 to 24

18 to 20

Under 18







We will keep you informed of what this will mean for support staff paid Kent Range 2 which is currently set beneath the new national living wage rate.

April: New Statutory Rates

From April Statutory Sick Pay are expected to increase to £94.25 per week and Statutory Maternity, Paternity, Adoption and Shared Parental Payments to £148.68 per week.

Other Upcoming Changes

Parental Bereavement Leave and Pay: from April 2020 bereaved parents will have a statutory right take up to 2 weeks leave – paid at a prescribed statutory rate. Employers will at their discretion be able to offer enhanced contractual provisions.

Good Work Plan: Government has announced its intention to implement a number of changes to employment practices following the Taylor Review. Amongst these will be the requirement to provide a written statement of employment particulars from day 1 of employment and also changes to the calculation of holiday pay where variable hours are worked. Both these changes are due to be implemented from April 2020.   

Look out for further information about all of these changes on our news pages throughout the year.