|Change||Implementation Date||Further information|
|Forthcoming legislative changes|
|Equality Act 2017
The Equality Act 2017 will deal with discrimination comprehensively in respect of both employment and the provision of goods and services on various grounds including race; religion; sexual orientation; age; disability; and gender reassignment. Work on bringing the Act into operation is being led by the Cabinet Office but with support from the Department of Economic Development (DED). Copies of the Act and Explanatory Notes to the Act can be downloaded by clicking on the links in the right hand column.
Following the announcement of Royal Assent, on 18th July 2017 the Act will be phased in, with all of the provisions expected to come into operation by January 2020.
The Equality Act 2017 (Appointed Day)(No. 1) Order 2017 brought into operation certain provisions of Schedule 22 [employment legislation – miscellaneous amendments], Schedule 23 [consequential and minor amendments] and Schedule 24 [repeals] to the Act on 20th July 2017. Further provisions will come into operation on 1st January 2018. The provisions that are brought into operation by this Order relate to changes to employment law which are not connected to the Act's main provisions. Copies of the Appointed Day Order and a description of the provisions which came into force on 20th July 2017 Act can be downloaded by clicking on the links in the right hand column. Further information on the provisions which will come into operation on 1st January 2018 will be published here shortly.
It is envisaged that a further appointed day order, which will set out implementation dates for many of the main equality provisions in the Act, will be made later in 2017. It is also planned to recruit an officer to brief employers, workers and other interested parties on the effects of the Act and to advise of any necessary preparations well in advance of the Act's main provisions coming into force.
|20 July 2017 to 1 January 2020|
|Recent legislative changes|
|Minimum Wage Regulations 2017
The Minimum Wage (Single Hourly Rate) (No. 2) Regulations 2017 and the Minimum Wage (Young Workers) (No. 2) Regulations 2017 change the minimum wage rates from 1 June 2017 as follows.
For a worker:
- aged 25 years and over - £7.50
- aged 21 years and over - £7.20
- aged 21 or over, receiving training accredited by the Department of Economic Development, and within the first 6 months of employment with his or her employer - £6.85
- aged 18 years and over - £6.85
- who is over compulsory school age but not 18 - £5.70
|1 June 2017||Minimum Wage (Single Hourly Rate) (No. 2) Regulations 2017
Minimum Wage (Young Workers) (No. 2) Regulations 2017
|The Public Interest Disclosure (Prescribed Persons) Order 2016
The Public Interest Disclosure (Prescribed Persons) Order 2016, which was approved by Tynwald on 13 December 2016, prescribes persons for the purposes of section 54 of the Employment Act 2006, which relates to 'whistle-blowing'. The effect of the Order, taken with section 54, is that a worker will be protected by Part IV of that Act if, in good faith, he or she discloses an offence, breach or failure to a person specified in column 1 of the Schedule to the Order, reasonably believing that the offence, breach or failure disclosed falls within the matters specified in column 2 of the Schedule. The order replaces an earlier order from 2007.
|16 December 2016||The Public Interest Disclosure (Prescribed Persons) Order 2016|
|Increase in Compensation Limits
The Employment (Maximum Amount of Awards) Order 2016, which was approved at the July Tynwald, has increased from £50,000 to £56,000 the maximum amount of certain awards which may be made by the Employment Tribunal, viz. compensatory awards on a complaint of unfair dismissal, discrimination at recruitment on trade union grounds, sex discrimination, detriment for enforcing the right to the minimum wage and for failure to comply with an order for reinstatement or re-engagement.
The Employment (Maximum Amount of a Week's Pay) Order 2016, also approved at the July Tynwald, has increased from £480 to £540 the maximum amount of a week’s pay, which is used for calculating the basic award of compensation which may be made by the Employment Tribunal on a complaint of unfair dismissal, and various other awards under the Employment Act 2006, and a redundancy payment under the Redundancy Payments Act 1990.The increases apply where the event giving rise to the entitlement to compensation occurred on or after 1 August 2016.
|1 August 2016||Employment (Maximum Amount of Awards) Order 2016
Employment (Maximum Amount of a Week's Pay) Order 2016
|New or revised guides|
|Guide||Publication date||Further information|
|Isle of Man Employment Rights: a Summary||June 2017||Isle of Man Employment Rights: a Summary|
|Polish Edition of 'Isle of Man Employment Rights: a Summary'||June 2017||Polish Edition of 'Isle of Man Employment Rights: a Summary'|
|A Brief Guide to Whistleblowing||December 2016||A Brief Guide to Whistleblowing|
|Isle of Man Employment Rights and Responsibilities: a Guide for Employers, Employees and Workers||August 2016||Isle of Man Employment Rights and Responsibilities: a Guide for Employers, Employees and Workers|
|A Guide to Work Permits||August 2016||A Guide to Work Permits|
|Holidays and Holiday Pay||April 2016||Holidays and Holiday Pay|
Page last updated: 16 August 2017