Employment law runs through the heart of most businesses; especially if you have employees. There are plenty of things employers must have their eye on on a daily basis, so let me make your life a little simpler by summarising 4 employment law changes to prepare for in 2017:

1) Brexit

Perhaps somewhat unsurprising, but also the most ominous. Whilst the UK has decided to leave the EU, the government is yet to trigger Article 50 - the formal process by which we withdraw. We are still unsure of the implications Brexit may have on employment law, although business can take comfort in knowing that most of the EU Directives on employment law are already integrated into domestic law.

"Brexit means Brexit", but what it means for free movement of workers or access into the single market is yet to be seen.

2) Minimum wage

From April 1, anyone aged 25 or over will be entitled to earn at least £7.50 an hour. Employers will therefore have to ensure that they have the necessary funding in place to pay for the rise in the National Minimum Wage.

3) Gender pay gap

Are you a business with 250 or more employees? If so, you will have to publish gender pay gap information for the first time this year.

This includes their mean and median gender pay and gender bonus-pay gaps, as well as information on the proportion of men and women receiving a bonus payment.

If you are an employer who meets the above quota, your first report must be based on the period period in which April 2017 falls. Bonus information should take into account the 12 months previous to this date.

4) Apprenticeships

New payroll rules coming in on 6 April  will require business with a payroll of over £3million to pay a 0.5% levy to fun a new generation of apprentices.

Larger business will be able to access levied amounts, including a government top-up of 10% to fund apprenticeships from accredited training providers.

Closing thoughts

With these changes being implemented in April, April is clearly a month for employers to have marked in the calendar.Preparation is key, and seeking professional advice will be a wise move for prudent businesses who do not want to be caught out in the ever changing world of employment law.