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Oxford United's Business of the Week

15 October 2014

Peninsula Business Services is Business of the Week

As part of Oxford United’s new business club, United in Business, each member will have the opportunity to showcase their business. This week’s focus takes a look at club partners, Peninsula Business Services.
Peninsula are the leading provider of employment law and health & safety services in the UK. Established since 1983, they have around 26,000 businesses who have already integrated Peninsula to work as part of their HR and Health and Safety departments.

Peninsula employs 1,000 people across the UK, Ireland and Australia. And provide assistance on Employment Law and Health & Safety at work.

There have been a number of changes to HR and employment legislation for October, such as an increase to the minimum wage, changes in antenatal appointment leeway, equal pay audits, qualifying disclosures and reserve forces unfair dismissal claims.
National Minimum Wage
As of the 1st October 2014, the national minimum wage has been increased:

£6.50 for workers 21 and over
£5.13 for workers aged 18 - 20
£3.79 for 16 – 17 year olds
£2.73 for apprentices under 19 or are 19 and over but are in the first year of their apprenticeship
Antenatal Appointments
Employment legislative changes have been made concerning employee rights to attend antenatal appointments. Both partners now have a statutory right to unpaid time off to attend two antenatal appointments with a maximum time of 6.5 hours per appointment. All employers are eligible to this right from day one of employment – so long as they are in a ‘qualifying relationship’, i.e. father to the child, the mother’s husband, civil partner or partner, or the intended parents of the child in a surrogacy arrangement.
Equal Pay Audits
From the 1st October, if an equal pay claim has been submitted and an employment tribunal finds there has been a breach, an employer may have to carry out an equal pay audit. There are, however, some exceptions that apply such as whether or not a recent audit has been carried out, and whether or not the benefits of the audit would exceed the disadvantages of conducting it. The purpose of these audits is to tackle the historic pay inequalities between men and women and to reinforce equal pay provisions.
Qualifying Disclosures
An updated list of ‘prescribed persons’ who can receive whistleblowing complaints now applies protected disclosures. A disclosure will only be a protected disclosure if it is made to one of these persons. Other criteria also apply.
Reserve Forces
Members of the reserve forces are now able to pursue unfair dismissal claims from day one of employment, instead of the previous two year service requirement. Extra financial assistance will also be provided to the employer of members of the reserve forces, who have been called up for service.
For further clarification of the changes detailed above or any issues you feel may arise as a result of these changes, please get in touch with Nick Babington on 0789 603 6993 or and professional help and advice will be happily provided.
Oxford United supporters & sponsors have complimentary advice on HR, H&S & payroll by telephoning 0844 892 2807 quote reference Oxford United

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