The year 2018 is probably the time year that has taken most of the lawmaker’s time in structuring and implementing changes in the employment sector ranging from the payment gap in terms of gender to sexual violations.

In spite of the fact that most employers are prepared to endure a settled year, 2019 could be a year that many changes will happen in the employment sector including the unknown from the Brexit impact. The human resource management should be prepared to look into a number of changes regarding employees.

First and foremost, a rise in the rates for both the National Minimum Wages and National Living Wages is expected to take effect as from 2019 which is a plan that is already fixed in budget of 2018. There will be a rise in NLW from £ 7.83 to £ 8.21 in the hourly rate that workers with 25 years and above will be granted. The NMW for employees aged 21 to 24, 18 to 20 and below 18 years will rise from £7.38 to £7.70, 5.9 to 6.95 and £4.2 to £4.35 hourly rate respectively.

All the apprentices that have served for less than 19 years or are serving their first year in the 20th year will also get an increase in the minimum rates from £3.70 to £3.90.

Secondly, European employees have to apply for a settlement status that will permit them to live in the UK until the Brexit transition period is over in 2021. They will need to provide evidence that they have stayed in the UK for the past 5 years. However, those that do not meet the requirements have an option of applying for a temporal status permission to the time they will be eligible.

More so, the auto-enrolment pension scheme minimum contribution will rise for both parties. The employer’s contribution rate will rise from the usual 2% of their actual salary to 3% while that of an employee will rise from 3% to 5%. Furthermore, issuance format of payslip by employees will change as the legal right of any recognised worker will be extended. All the working hours for the employees will be documented in the payslip. Employers are urged to work with their management department to ensure this is put right before the 6th of April 2019.

The gender pay gap is will also be looked into properly to determine if relevant changes were made according to instructions given to private companies in 2018. Additionally, the government will determine concerns the non-disclosure agreements. This comes prior complains that the media have collected which shows many employees undergo harassment while in their previous works. Laws concerning intellectual status are expected to be reviewed to ensure employees are safeguarded, with solicitors in the Southport area‌‌ and around the UK watching with interest.

Another interesting change expected is the microchipping of workers. Although it’s not yet passed, keeping track of employees will dominate the employment industry in the UK starting 2019. An opposing party is expected to challenge the UK legal body on this matter since it will undermine employee’s privacy and by far the health effects of the GDPR where the court will give the final ruling on the matter. Finally, gender imbalance pay in the supermarkets sectors will be discussed after complains arose from various supermarkets’ female employees being underpaid. These supermarkets include Tesco and Asda among others. Employees are being presented by Leigh day in the preceding’s.