HR Update: March 2020 1 Topics School teachers pay 2020/21 NJC - PDF document

HR Update: March 2020 1 Topics School teachers’ pay 2020/21 NJC pay claim 2020/21 Brexit: employment law and immigration Employment law changes 2020 Keeping Children Safe in Education: consultation Quick updates: coronavirus, SARs, gender pay gap 2 School Teachers’ Pay Update 2020/21  STRB asked to provide recommendations on: – This year’s award – Appropriate higher starting salaries (min. £30,000 by Sept 2022/23)  As well as: – Set out additional advice on the PRP progression pathway, including advisory pay points on MPR / UPR – Provide views on the role of progression to UPR and the continued case for separate MPR / UPR www.strictlyeducation4S.co.uk 3 1

DfE Written Evidence to STRB Area DfE Proposal Increases to • Starting salaries uplifted nationally to £26,000 in starting / 2020/21 (£27,200 in the London Fringe area, £30,000 in early career Outer London and £32,000 in Inner London) salaries • Significant uplifts to early career pay points UPR / • An above-inflation award of 2.5% Leadership • The teachers’ pay grant (2018/19) to continue in 2020/21 • But no intention to increase the pay grant further in Funding respect of the 2020 award • DfE view: 3% increase in the total pay bill is appropriate www.strictlyeducation4S.co.uk 4 DfE Written Evidence to STRB Area DfE proposals • Time to progress from bottom to top shouldn’t change • Not intended to affect pay and performance link Introduction of ‘advisory’ • Move to more equal increments likely 2020-2022 pay points • Example model policy shows increments of 4.9% (a reduction in average % progression on MPR but an increase on the UPR) • Introducing advisory pay points with more uniform increments will allow the STRB to consider the pros Progression and cons of simplifying the pay framework (removing to the UPR a separate UPR). Final proposals will be developed in the 2021/22 remit. www.strictlyeducation4S.co.uk 5 School Teachers’ Pay Update 2020/21  The timetable has been delayed by the GE  Oral evidence now pushed back to March 2020  STRB were due to report back to DfE in April 2020 – now likely delayed too  Sector views on DfE proposals are mixed www.strictlyeducation4S.co.uk 6 2

NJC Update – Pay Claim 2020/21  Claim lodged on 24 th July 2019: – A real living wage increase to £10 per hour to be introduced at the bottom of the NJC pay spine – 10% increase on all other NJC/GLPC pay points – A 1 day increase to the minimum paid annual leave entitlement set out in the Green Book – A 2 hour reduction in the standard working week – A comprehensive joint national review of the workplace causes of stress and mental health throughout local authorities  Initial 2% offer on all pay points by Employers’ Side rejected by unions (February 2020) www.strictlyeducation4S.co.uk 7 Brexit: Impact on UK Employment Law  Brexit day was 31 January 2020: “transition period” until 31 December 2020  No immediate impact on employment law – the EU (Withdrawal) Act 2018 converts existing EU law into domestic law  Most EU Directives are implemented in the UK by regulations or Acts of Parliament  In future parliament can choose to amend , repeal or retain UK legislation www.strictlyeducation4S.co.uk 8 Points-Based Immigration System Skilled Workers Highly-Skilled Workers Must have job offer at required Global Talent route to be skill level, meet minimum salary extended (no job offer required threshold and speak English but endorsement by relevant body needed) Cap on skilled worker route removed A broader, unsponsored route will be developed but will be capped No RLMT Lower-Skilled Workers Pilot scheme for seasonal agricultural workers to be expanded but no other migration route for lower-skilled workers www.strictlyeducation4S.co.uk 9 3

Employment Law Changes: 6 th April 2020  Changes to employer NI treatment of termination payments over £30,000  Introduction of parental bereavement leave and pay Good Work Plan developments:  – changes to written statement entitlement – statutory holiday pay reference period increases 12 to 52 weeks  Changes to IR35  Increases to statutory rates / NMW 10 Keeping Children Safe in Education: Consultation  New consultation launched 25 th February  Briefing note available  Particular changes of note in the draft: – Alternative version of Part One – Safer recruitment training on a wider basis – Declaration of criminal records to be moved to shortlisting stage – Leavers should not be kept on SCR – Additional behaviour triggers for instigating investigation into staff (transferable risk) 11 Coronavirus  Consult latest government guidance  HR Q&As on the website (covering self- isolation, sick pay, absence and cover issues)  DfE coronavirus helpline: – 0800 046 8687 (8am-6pm; Mon-Fri) – DfE.coronavirushelpline@education.gov.uk 12 4

Subject Access Requests: ICO Change Revised guidance on right of access:  Where additional information/clarification is requested from individual this does not ‘pause’ one-month timescale for responding  Deadline is now only paused pending receipt of ID or a fee  Still possible to refuse request (“manifestly unfounded or excessive”) 13 Gender Pay Gap Reporting Reminder  Deadline for reporting is 30 th March 2020 (public sector) 5 th April (other sectors)  Applies to employers with headcount ≥250  The report must be published on the school’s own website and on the government’s reporting website  Detailed guidance available on the website www.strictlyeducation4S.co.uk 14 Thank you Thank you 15 5