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5 HR changes your business needs to know…

Submitted by on March 15, 2017 – 7:00 am |


Brexit is big news for all companies, and 2017 will be key to how the transition plays out. In terms of employment law, while there are no immediate planned changes, some possible changes post-Brexit are Working Time Regulations, Agency Workers’ rights and the right to work. So it’s worth keeping up to speed with employment law in the next 12 months.

There’s been a lot of talk about the EU General Data Protection Regulation (GDRP). Timing is important here, and it will come into force before Britain leaves the EU so you should make sure you understand what it means for your company, or you could risk a fine. 

Pension implementation 

Most small organisations will have their staging date for auto-enrolment in 2017. Check yours at the Pension Regulator website using your PAYE code, and don’t get left behind. We advise at least 6 months planning to make sure you’re compliant with all processes, can integrate with payroll and so that you can talk to your employees about what to expect.

The ‘gig’ economy and employment status

We have the highest number of queries about employment status, and it affects all businesses. Remember that this is different from employment status in tax law. Recent rulings against Uber and Citysprint have huge implications for businesses operating similar business models or those reliant on contractors to carry out their work. There are ways to tell the employment status of your workers based on factors like their pay, the control over the work they do, their job title and the services they provide to you and others.

National Minimum Wage and National Living Wage increases:

Will change on 1 April 2017 – be prepared!

Year 25 and over 21 to 24 18 to 20 Under 18 Apprentice
October 2016 (current rate) £7.20 £6.95 £5.55 £4.00 £3.40
April 2017 £7.50 £7.05 £5.60 £4.05 £3.50


Tax savings and childcare

A big change brought in by the Chancellor is that from 6 April 2017, the government will abolish tax savings through many salary-sacrifice schemes, except for those related to pension savings, childcare, cycle-to-work or ultra-low emission cars. Schemes that are put in place before April 2017 will be protected until April 2018.

There is also good news for families, with government plans to double the number of hours of free childcare from 15 to 30 hours for three and four-year-olds in working families from September 2017.

Bio about Bedrock HR 

Bedrock HR is an HR consultancy and outsourced provider that works with businesses at all stages of their development, typically with between 5-50 employees, to provide a cost-effective HR solution. It was founded in 2013 by David Mellard, a senior HR professional with over twenty years’ experience. David’s recent work in mediation and dispute resolution has led him to realise that every company, regardless of its size, needs good people management and that many smaller organisations don’t build an HR foundation until something goes wrong.

Bedrock works with companies to help them achieve their business outcomes through their people, nurturing growth and capacity. Their other role is to ensure companies are compliant with employment law and best practice and that managers have the confidence to lead their teams effectively.

The Bedrock team are a lively and dedicated group with HR experience across public, private and the charity sector, and their clients range from mature companies to start-ups across London and the South East.

With experience in setting strategy, culture and values; mediation; managing performance; recruitment and selection; pay and reward and employment law advice they are able to provide interesting and engaging advice to the business community.

The Bedrock team are happy to write about any current HR challenge and draw on their clients’ experience to provide live examples of how these have been met. The Bedrock team can also be a bit radical and add a strong human element to the way they think about HR.

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