For information about implementation of the Equality Act 2017 please see Equality Act 2017.
|Change||Implementation Date||Further information|
|Recent legislative changes|
|Employment and Equality Tribunal Rules 2018
On 1st January 2019 the Employment and Equality Tribunal (EET) replaced the existing Employment Tribunal. The new Tribunal will continue to deal with complaints under the Island's employment statutes, such as the Employment Act 2006 and it will also deal with complaints under the Equality Act 2017. Permissible complaints under the Equality Act comprise not only complaints about employment but also complaints about the provision of goods and services, premises, education etc. To this end new Tribunal Rules have been made which came operation on 1 January 2019.
|1 January 2019||Employment and Equality Tribunal Rules 2018|
|Minimum Wage Increase
On 1 October 2018, the Minimum Wage was increased. In particular there is now one rate payable to all workers over the age of 18 (except development workers), which is £7.85 per hour. The rate for those aged over the compulsory school leaving age, but under 18 will now be £5.85 per hour. Development workers will be paid £6.95 per hour.
|1 October 2018|
|Miscellaneous changes to employment law coming into operation from 20 July 2017 to 1 January 2018
The Equality Act 2017 makes a number of important changes to the Island's employment law framework, which are unrelated to the main equality provisions. These are contained in Schedule 22 [Employment Legislation – Miscellaneous Amendments] and Schedule 23 to the Act [Repeals]. For further information on the changes which came into operation on 20 July 2017 and 1 January 2018 see the document Equality Act 2017 – Miscellaneous amendments to employment law currently in force.
|Equality Act 2017 – Miscellaneous amendments to employment law currently in force|
|The Transfer of Functions (Economic Development and Education) Order 2017
The above order was approved at the November Tynwald. The effect of the Order is that, inter alia, on Friday 24 November the Department of Economic Development became the Department for Enterprise (DfE). DfE is now responsible for employment law (including work permit legislation and administration). Other than the change in name the order will not result in any changes in this area.
At the same time the Department of Education and Children became the Department of Education, Sport and Culture.
It will take us a little time to update all the references to the Department of Economic Development / DED in all our employment law guides so please bear with us!
|24 November 2017||Transfer of Functions (Economic Development and Education) Order 2017|
|Work permit reforms come into operation
The following work permit reforms have recently come into operation -
- New, simplified fee structure - a flat rate fee of £60 applies regardless of the length of the permit sought
- Automatic 1 year permit for cohabiting partners of Isle of Man workers which can be used against any employment, available upon application to the work permit office
- Automatic 1 year permit for cohabiting partners of work permit holders and most exempt persons which can be used against any employment, available upon application to the work permit office
- Fewer people from outside the European Economic Area will require a CEA permit
- shorter, and employer only, application form;
- simplified list of matters to be taken into consideration by the Department;
- new register of persons in exempt employment.
|1 November 2017 to 15 January 2018||Control of Employment (Cohabiting Partners of Isle of Man Workers) Order 2017
Control of Employment Regulations 2017
The Work Permits (Fees) Order 2017
Control of Employment (Amendment of Schedule 1) (No.2) Order 2017
|Changes to the Control of Employment Act 2014 made by the Equality Act 2017
Firstly, there is new category of Isle of Man worker. A person is an Isle of Man worker if he or she is the grandchild of a person who -
(a) was born in the Island, and
(b) was ordinarily resident in the Island for an unbroken period of at least 5 years immediately following the birth.
The second change extends the right to a spouse/civil partner permit. Where a work permit holder or exempt person is engaged in permanent, regular, full-time employment his or her spouse or civil partner is, upon application to the DED, entitled to a work permit, often referred to as “a spouse/civil partner permit”. Such a permit is granted for a year at a time, beginning with the date on which it is granted or renewed and it can be used in any employment. The right to a spouse / civil partner permit has been extended to spouses and civil partners of persons from outside the European Economic Area who are working in the Island by virtue of an “immigration employment document”. This is a certificate of sponsorship validly issued by a sponsor indicating, in accordance with the Immigration Act, that a person named in it is eligible for leave to enter or remain in the Island for the purpose of taking up or continuing a specified employment in the Island with the sponsor in accordance with that certificate’s terms.
The Control of Employment Act 2014 - Proposals for New Secondary Legislation
The Department of Economic Development recently consulted on proposed changes to work permit controls. The closing date for the consultation was 31 August 2017. Further information
|20 July 2017|
|New or revised guides|
|Guide||Publication date||Further information|
|Polish Edition of 'Isle of Man Employment Rights: a Summary'||October 2018||Polish Edition of 'Isle of Man Employment Rights: a Summary'|
|Isle of Man Employment Rights: a Summary||October 2018||Isle of Man Employment Rights: a Summary|
|A Guide to Work Permits||January 2018||A Guide to Work Permits|
|Isle of Man Employment Rights and Responsibilities: a Guide for Employers, Employees and Workers||January 2018||Isle of Man Employment Rights and Responsibilities: a Guide for Employers, Employees and Workers|