Do we need to increase the salary for individuals already employed via the Skilled worker route? 

No. Individuals who are employed as skilled workers when the changes come into force are exempt from the new salary requirements when they change employer, extend, or settle. 

Are there any exemptions for the Skilled Worker route earning threshold? 
Exemptions apply to Workers on the Health and Social Care visa route and education workers who are on national pay scale occupations. 

Planning for the change 

• Support your migrant worker population to understand the changes and the potential impact on them. 
• Ensure your HR team has received adequate training on how to apply the changes. 
• Analyse the historic use of skilled workers to determine which roles may not be viable to recruit via this route moving forward. 
• Identify ways in which skills gaps could be lessened through education and development of UK citizens. Considering apprenticeships, industry placement, mentoring, etc. 

The start of a new year. A time to reset and plan for the months ahead. Then you hear about a flurry of new legislation and are forced to pivot! 

It certainly feels like there is a lot of change on the horizon. That’s why we decided to get into the details so you don’t have to.  

In our new ‘Dissecting Employment Legislation’ series, we will be shining to spotlight on the key legislation changes in 2024. Each week we will publish an article covering our understanding of upcoming legislation. 

Our first article covers ‘Carer’s leave’ which comes into force on 6th April 2024. 

How is the entitlement calculated for employees who are contracted to work variable hours? ie work different hours each week or work in some weeks but not others. 

Calculate how many days the employee was normally required to work in the 12 months before the last day of carer leave and divide this figure by 52 to determine the entitlement. 

Is it possible to reject a request for carer’s leave? 

It is not possible to reject a request.  

If however, the employee's absence would unduly impact normal business operations, then the leave could be postponed. 

Postponed leave must be permitted for the same duration within 1 month of the start date of the original request. The employer must provide written notice of the postponement within seven days of the request or before the requested leave start date. This notice must explain the reason for the postponement and suggest alternative dates. 

Planning for the change 

Update your employee handbook or leave and absence policy to reference this entitlement.  

Coach line managers on how to handle requests 

Update leave management systems to accommodate the change 

Written by Emily Jones

If you found this article useful, contact us for more insights and to see how we can support your business. 

Preparing for an audit can be a daunting task, but with proper planning and organisation, it can become a smooth and efficient process that can be done throughout the year.  The key to a successful audit lies in thorough preparation, this will include having the necessary documentation, policies, procedures.  

Ensuring that an organisation is audit-ready is crucial for several reasons:  

• Audits provides assurance to stakeholders, such as investors, lenders, and regulators, that the organisation's financial statements are accurate and reliable. A successful audit enhances the organisation's reputation and instils confidence in its financial reporting.  

• Audits help identify any weaknesses in internal controls and processes, allowing organisations to address these issues and improve their overall operations.  

• Being audit-ready reduces the time and effort required during the audit process, minimising disruptions to day-to-day operations. 

Being well-prepared for audits is crucial for organisations to maintain their credibility and reputation. To ensure that the audit process goes smoothly, it is imperative to have a comprehensive checklist in place. Below is a detailed checklist that organisations can utilise to be audit-ready and showcase their commitment to excellence. 

Our team is here to provide you with the knowledge and expertise you need to prepare for your next audit with confidence. Don't wait - get in touch with us today and take the first step towards audit success! 

Written by Mina Thakore

Even though it may seem daunting, there comes a time when it is best to part ways. When the inefficiencies in the current process are overwhelming, costly and add to the workload of those involved. Here are my top 5 indicators that it is time to part ways. 

Co-sourced 

Co-sourcing involves partnering with an external service provider to handle some or all aspects of the payroll process thus adding a much-needed layer of expertise and continuity.  This reduces the burden on internal employees freeing their time for other business priorities. Furthermore, the business retains control over key parts of the payroll process while accessing specialist expertise and technology that may not be available in-house. The only drawback would come from appointing an unsuited partner and risking communication challenges or delays in processing payroll. 

If this article has provided any food for thought, then we would love to understand your current difficulties. Efficient Ops payroll offering is a fully comprehensive solution. With a client-centred approach, our team of experts delivers tailor-made payroll solutions to meet your unique business needs.  Our managed payroll service will include the implementation of the software, meet all your payroll needs, ensure compliance with local laws and regulations, and provide accurate and timely pay for your employees.  Our payroll solution flexes around the needs of your business, whether you are looking for a fully managed payroll solution or co-souring, our team of experts are at hand to guide you. 

Mina's Bio

Written by Mina Thakore

Late PAYE and National Insurance payments to HMRC can come with hefty penalties, starting at 1% for minor slip-ups and escalating quickly. Streamline your process with clear, documented deadlines from data collection to submission. Automate where possible and consider delegating or outsourcing if the workload feels overwhelming. 

Miscalculating pay can affect employee trust and trigger disputes. Every number needs to be spot-on, from essential hours and overtime to complex deductions and bonuses. Double-check all calculations, implement thorough audits, and invest in reliable payroll software with built-in error checks. Consulting third-party experts like Efficient Ops is a cost-effective way of ensuring accurate payslips and keeping employees happy.

Applying the wrong tax code can lead to overpayments or underpayments, leaving you and your employees with tax headaches. Implement robust procedures for verifying and updating tax codes, including obtaining P45s for new hires and automating, where possible, HMRC updates when circumstances change.  

• Regular Reviews and Updates: Review your absence management policies regularly to ensure they reflect changing needs and legal requirements. Don't be afraid to adapt and update them as your business and workforce evolve. 
   

• Data-Driven Adjustments: Track trends and analyse data to identify areas for improvement. Use your findings to refine your strategies and implement targeted interventions to address specific issues effectively. 
   

• Open Communication and Feedback: Encourage open communication from both employees and managers about your absence management practices. Feedback loops help identify potential issues and inform continuous improvement initiatives. 

By adhering to these guidelines, creating clear and fair policies, fostering a supportive work environment, and seeking expert guidance when needed, you can navigate the complexities of UK absence management with confidence. Remember, effective absence management isn't just about compliance; it's about building a healthy, productive, and engaged workforce that thrives. Get expert help with absence management. Schedule a free discovery call today to see how our team of experts can help.  

written by Emily Jones

NEDs are members of a company's board of directors who are not involved in the day-to-day running of the business. They are not employees of the company, and they typically have other business interests or commitments. 

NEDs bring a wealth of experience and expertise to the boardroom. They can come from a variety of backgrounds, such as finance, law, marketing, or operations. Their independence from the company means that they can provide objective advice and challenge the executive team when necessary. 

NEDs have a wide range of responsibilities, but some of the most important include: 

• Providing strategic oversight: NEDs help to set the company's long-term goals and make sure that the executive team is on track to achieve them. 

• Monitoring performance: NEDs review the company's financial performance and other key metrics to make sure that it is being managed effectively. 

• Managing risk: NEDs help to identify and manage the risks that the company faces. 

• Ensuring good corporate governance: NEDs make sure that the company is complying with all relevant laws and regulations. 

• Appointing and overseeing the executive team: NEDs play a key role in recruiting and appointing the CEO and other senior executives. They also hold the executive team accountable for their performance. 

Hiring non-executive directors (NEDs) in the UK is a crucial process for companies seeking experienced guidance and diverse perspectives. The UK boasts a vibrant pool of talented NEDs across industries, from seasoned industry veterans to rising stars with cutting-edge expertise.  

With the right search partner – we suggest Efficient Ops, of course 😉 - businesses can unlock the potential of a well-matched NED who can navigate complex challenges, drive strategic growth, and uphold strong corporate governance. 

Whether seeking crisis resilience, innovation sparks, or talent acquisition strategies, a carefully chosen NED can become a game-changing asset, propelling any UK company towards sustained success in the competitive marketplace.