At Dataplan, we have a proud tradition of keeping our clients up-to-speed with changes to statutory rules and regulations that affect their businesses.
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 The report suggests that this statistic is explained by out-of-date practices by employers – together with straightforward discrimination.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.
