From briefings on National Minimum Wage increases, to detailed Apprenticeship Levy guidance, to extensive and tailored support on gender pay gap compliance – we at Dataplan ensure our customers are in the legislative loop.
This reflects our recognition of the fact that running a business can be challenging – and keeping on top of changing compliance demands, alongside everything else, can be tough.
A report recently released by the Women and Equalities Committee suggests that further statutory change may be on the horizon – this time, with regard to rules on age discrimination. Indeed, the report has concluded that over a million people aged 50+ are currently out of work (despite wishing to be in work). The report suggests that this statistic is explained by out-of-date practices by employers – together with straightforward discrimination.
The inquiry behind the report sought to interrogate whether the Government’s current policy on older workers – a strategy entitled ‘Fuller Working Lives’, which was published in 2017 – is doing enough to combat discrimination on the grounds of age.
Flowing from this evaluation, the report has made numerous recommendations. These include regulations to compel public sector employers – as well as private and voluntary sector ones with over 250 employees – to reveal their workforce’s age profile, legislation to require all new jobs to be advertised as flexible (unless exceptional circumstances prevail) and a new statutory right to four weeks of unpaid carer’s leave annually.
These recommendations – if implemented – will have a significant effect on payroll and, in turn, the services expected of Dataplan as one of the UK’s leading payroll providers. As ever – at Dataplan, we are one step ahead of the game and are confident of rising to the challenge on behalf of our clients whatever changes Parliament may mandate.