New Pay Rates & Flexible Working Rights

New Pay Rates: The government has announced changes to the national minimum wage from next year.

On 1 April 2023, the rates for the national minimum wage will be increased as follows:

  • 23+ – £10.42 (previously £9.50)
  • 21-22 – £10.18 (previously £9.18)
  • 18-20 – £7.49 (previously £6.83)
  • 16-17 – £5.28 (previously £4.81)
  • apprentices – £5.28 (previously £4.81)

On 10 April 2023, the following pay rates will be increased:

  • The weekly rate of statutory sick pay (SSP) will be £109.40 (up from £99.35).
  • The weekly rate of statutory maternity pay (SMP) and maternity allowance will be £172.48 (up from £156.66).
  • The weekly rate of statutory paternity pay will be £172.48 (up from £156.66).
  • The weekly rate of statutory shared parental pay will be £172.48 (up from £156.66).
  • The weekly rate of statutory adoption pay will be £172.48 (up from £156.66).
  • The weekly rate of statutory parental bereavement pay will be £172.48 (up from £156.66).

Flexible working rights

The government has now issued a response to the consultation on flexible working and has proposed to make the following changes:

  • To make the right to request flexible working a day one right (rather than after 26 weeks’ service);
  • Allowing employees to make 2 requests within a 12-month period (rather than 1 request);
  • Reducing the time in which an employer has to respond to a request from 3 months to 2 months;
  • Simplifying the process by removing the requirement for employees to set out in the application how the request might impact the employer;
  • Requiring employers to consult with their employees, as a means of exploring the available options, before rejecting their flexible request.

No timeframe has been set and it will require both primary and secondary legislation to be amended, when parliamentary time allows. The government has stated it will support the Private Member’s Bill currently going through parliament, the Employment Relations (Flexible Working) Bill, which contains some of these provisions.

Author: Haylee Chambers, Associate Solicitor, Employment