9 Employment Law Changes in 2024 – Top Tips for Employers

January 2, 2024

By Nicole Brendel

2024 could be one of the most eventful years in the history of UK employment law.

Our award-winning Employment Law team outlines 9 key employment law changes coming into force in 2024 and what employers should do about them.

For more insight, we are running a free 1-hour webinar on the topic on 25 January (in English) and on 30 January (in Welsh). Click here for more info and to book your place.

 

1. Holiday pay

For workers who work irregular hours, employers will now be entitled to pay rolled-up holiday pay. Employers will also be able to calculate workers’ holiday entitlement based on 12.07% of the hours worked by a worker and to pay holiday pay at 12.07% of the salary received by a worker. Read more in our guide to the changes here.

Our top tip

Check your contracts for casual workers as you may need to consult with workers about amending them.

 

2. Duty to prevent sexual harassment

From October 2024, a greater duty will be placed on employers to demonstrate that they have taken steps to prevent sexual harassment in the workplace.

Our top tip

Employers will need to show that they are more proactive in tackling sexual harassment. Training of staff will become more important, as will updating and enforcing policies relating to discrimination.

 

3. New rights for irregular hours workers

From summer 2024, workers who work irregular or unpredictable hours will be able to make a formal request for a more predictable working pattern – see our news insight on this topic here.

Our top tip

Plan ahead by putting a written policy in place to ensure that you deal with all requests consistently.

 

4. Greater redundancy protection for those on maternity leave

Later in 2024, the period of time during which employees on maternity leave (or returning from maternity leave) should be offered alternative employment when their role is at risk of redundancy will increase to up to 18 months starting from when the child is born. In addition, employees who are pregnant will have the same protection before starting their maternity leave – giving some employees up to 2 years of additional protection against redundancy in total.

Our top tip

Update your Maternity Policy and be aware of this change before starting any redundancy process.

 

5. Carers’ leave

Likely from 1 April 2024, a new Act will give all employees the right to take one week’s unpaid leave every year to care for a dependant. We cover this topic in greater detail here.

Our top tip

Put in place a new Carer’s Leave Policy which is compliant with the new Act. Get in touch for help with this.

 

6. Flexible working

From summer 2024, employees will be able to make a flexible working request from the first day of their employment (rather than having to wait until they’ve been with their employer for 6 months). Employees will also be able to make 2 flexible working requests every year (up from 1 currently) and employers will have 2 months (down from 3 months currently) to deal with the requests. Find out more about the new laws here.

Our top tip

Update your Flexible Working Policy to reflect the new rights and communicate those changes to staff.

 

7. TUPE

From 1 July 2024, employers with fewer than 50 employees will no longer need to appoint employee representatives when they consult about a TUPE transfer (and neither will larger employers if fewer than 10 employees are to be transferred).

Our top tip

If you know you’ll be involved in any TUPE transfers this year, plan your processes with this change in mind.

 

8. Neonatal care leave

Later in 2024, parents of children receiving neonatal care will have a new right to take up to 12 weeks of leave.

Our top tip

Put in place a new Neonatal Care Leave Policy which is compliant with the new right. Get in touch for help with this.

 

9. Minimum wage increases

From 1 April 2024, the national living wage will increase by almost 10% from £10.42 to £11.44 per hour.

Our top tip

Crunch the numbers right now to see how this may affect you. Communicate any wage increases in writing to employees.

 

And to top it all off…

There could also be a general election in 2024. Read here for our thoughts on what a change in Government could mean for UK employment law.

 

If you need any advice on the above, please contact a member of our employment law team in confidence here or on 029 2082 9100 for a free initial call to see how they can help.

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