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The past year has brought unprecedented challenges to the UK economy, prompting businesses to innovate and evolve. As part of this evolution, the UK government has announced an increase in the National Living Wage (NLW) effective from April 1, 2024. At Coople, we recognise the importance of staying abreast of these changes and how they impact both businesses and workers.

Understanding the National Living Wage

The National Minimum Wage regulations set the lowest rates all UK workers must be paid as a minimum and ensure that individuals earn a wage that meets the cost of living, promoting fair pay and economic stability. These regulations include the National Living Wage.

At Coople, we don’t differentiate minimum wages based on a worker’s age. This means that all Cooplers must be paid at least the National Living Wage, regardless of age. Accordingly, with the upcoming increase, the NLW will rise from £10.42 to £11.44 per hour, which represents a 9.8% increase.

UK employers are advised to act quickly to ensure that their April payroll is adjusted to the new NLW. Failure to do so may result in serious financial and reputational consequences. Over the past ten years, companies that have failed to pay the NMW have been fined over £7 million. Arguably bigger still has been the impact on their respective brands from the consequent criticism in the national media.

Implications for businesses using Coople

For businesses using the Coople platform, it’s essential to understand how the new NLW will impact operations. Coople prides itself in being built on the principle of fair and equitable pay. It is crucial for businesses to align their job postings with the updated wage regulations.

If businesses have jobs scheduled before and after April 1, 2024, we recommend splitting these postings to reflect the appropriate NLW for each period. By taking proactive measures, businesses can ensure compliance with wage regulations and continue to foster ever so important positive relationships with their workers.

For jobs that take place solely before or after the date where the new regulation comes in effect, no action is required, as rates will be automatically adapted.

The difference between Minimum and Recommended Wages

While the NLW sets a baseline for fair pay, offering competitive wages can attract top talent and drive business success. When creating job postings on the Coople platform, businesses are provided with minimum and recommended wage rates. These recommendations are based on industry standards and help businesses gauge the competitiveness of their offerings.

By offering wages above the minimum, businesses can attract sought-after workers and enhance productivity. We especially recommend this strategy for jobs that typically take a bit longer to be filled.

Coople’s commitment to supporting businesses

At Coople, we understand the challenges that businesses face in an ever-changing economic landscape. That’s why we’re committed to supporting our clients through these transitions. On April 1, 2024, we will automatically update all Coopler rates to reflect the government-mandated changes and current industry standards.

Our mission lies in ensuring businesses access to a reliable and engaged workforce, empowering them to thrive in uncertain times. Especially when navigating the complexities and uncertainties of the current economic landscape, flexibility and adaptability stand out as key success factors. At Coople, we’re dedicated to supporting businesses in this journey, providing them with the tools and resources they need to thrive.