New National Minimum Wage Rates
The National Minimum Wage (Amendment) Regulations 2025 came into force on 1 April and provided for the following changes to the National Living Wage (NLW) and the National Minimum…
Apr 01, 2025
The National Minimum Wage (Amendment) Regulations 2025 came into force on 1 April and provided for the following changes to the National Living Wage (NLW) and the National Minimum Wage (NMW) rates:
- The NLW, which applies to those aged 21 and over, will increase from £11.44 to £12.21 per hour;
- The NMW for 18- to 20-year-olds will increase from £8.60 to £10.00 per hour;
- The NMW for 16- and 17-year-olds will increase from £6.40 to £7.55 per hour; and
- The apprentice rate of the NMW, which applies to apprentices aged under 19 or those aged 19 or over and in the first year of their apprenticeship, will increase from £6.40 to £7.55 per hour.
The accommodation offset will increase from £9.99 to £10.66 per day for each day during the pay period that accommodation is provided.
Workplace Drugs Policies – ET Fell into Substitution Trap
When considering whether a dismissal is unfair, Employment Tribunals (ETs) must resist the temptation to substitute their own views for those of the employer. That golden rule came under analysis in a case concerning a worker who was dismissed after testing positive for cannabis.
The man, a team leader who worked for a recycling company, had been off work for an extended period, suffering from back pain. He self-medicated with cannabis and failed a random drug test after his return to work. He…
Victim of Workplace Race-Related Harassment Receives Compensation
Victims of workplace harassment sadly often fear the consequences of rocking the boat, but there are very good reasons why they should consult a solicitor straight away. The point was made by the case of an administrative assistant who took action after a colleague denigrated her Chinese heritage.
After she mentioned her grandmother’s Chinese descent in the office, her colleague responded with the words: ‘Does she own a chip shop? All Chinese own chip shops.’ She was embarrassed, upset and…
Age Discrimination, Redundancy and the Burden of Proof – Guideline Ruling
Where an older employee is treated less favourably than a younger one in a similar position, the burden shifts onto the employer to prove that age discrimination had no effect on its decision-making. An Employment Tribunal (ET) made that point in the case of an administration manager who was made redundant at the age of 67.
The man had worked for a car sales company for more than 20 years when he was selected for redundancy. He contended that his dismissal was pre-determined and motivated by…