07 April 2015

The Small Business, Enterprise and Employment Bill received Royal Assent at the end of March. The Act introduces a number of new employment changes, some of which will require supplementary regulations before they come into force.

Key changes are as follows:-

  • Gender pay data - a requirement for UK employers with 250 or more employees to publish gender pay data.
  • Zero hours contracts - exclusivity clauses which prohibit those on zero hours contracts from working for other employers will not be enforceable (save for some limited exceptions);
  • Minimum wage -  financial penalties for non-payment of national minimum wage are to be extended so that the maximum £20,000 penalty for non-payment will now apply to each worker who has not been paid NMW.

Other changes include financial penalties for employers who do not pay tribunal awards or settlement sums as well as the potential for certain public sector workers to repay termination payments if re-engaged within the public sector within a prescribed period.


For more information or for specific advice, please contact Roger Bull or your usual Burges Salmon contact.

Key contact

Roger Bull

Roger Bull Managing Partner

  • Managing Partner 
  • Employment Disputes
  • Strategic HR Projects

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