Businesses are being reminded that there are just six months to go until new legislation comes into force that requires all workers to be provided with itemised payslips.

From April 6, 2019, all workers – including casual and zero hours workers rather than just employees – must be issued with written, printed, or electronic payslips, with details of how the payment was calculated in cases where the rate of pay and hours are variable.

Alternatively, if more relevant, the different payments for varying types of work and/or pay should be itemised instead.

Lindsey Knowles, head of employment law and partner at Kirwans law firm said the changes had been introduced to make it easier for workers to understand their pay, ensure they are being paid correctly, and challenge their employers if they feel they have been underpaid.

She said:

“Following the recommendations of both the Taylor Review and the Low Pay Commission’s 2016 report, from April 6, 2019, employers must provide all workers with a payslip that clearly states the number of hours they are being paid for.

“The Employment Rights Act 1996 (Itemised Pay Statement) (Amendment) Order 2018 will change the requirement of what information is given on an itemised payslip and is an attempt to improve transparency around pay, especially in cases where workers work varied hours or in various roles which involve differing rates of pay.

“Once it comes into force, payslips must include both the information mentioned above, and that set out in Section 8 of the ERA 1996, including earnings before and after any deductions, the amount of any deductions that may change each payment period such as tax and National Insurance, an explanation of any fixed amount deductions and the net wages to be paid.

“The second Order to be amended is The Employment Rights Act 1996 (Itemised Pay Statement) (Amendment) (No. 2) Order 2018, which will require employers to provide all workers – not just employees – with written itemised payslips.”

According to Lindsey, businesses need to act now in order to ensure they’re ready by the deadline.

She said:

“To ensure a smooth transition, employers need to ensure that their HR team understand the changes and how to implement them. Payroll processes need to be revised as soon as possible so that the additional information can be collated and included in the payslip. Finally, the format of the payslip itself needs amending so that the new information can be included ahead of the implementation deadline.”





Rebecca joined the HRreview editorial team in January 2016. After graduating from the University of Sheffield Hallam in 2013 with a BA in English Literature, Rebecca has spent five years working in print and online journalism in Manchester and London. In the past she has been part of the editorial teams at Sleeper and Dezeen and has founded her own arts collective.