The Staff Handbook Changes You Must Make In 2024

February 16, 2024

By Owen John

2024 will bring big changes to Employment Law in the UK. To avoid getting left behind, our employment team outline the Staff Handbook updates that all employers will need to make in the coming months. For help with any of this, please get in touch with our employment team on 02920 829 100 or here.

 

New Policies Needed

 

Carers’ Leave Policy

By when? 6 April 2024

Employees will be given a new legal entitlement to take one week’s unpaid leave per year in order to provide or arrange care for a dependant with a long-term care need. This will be a day-one right. More details here.

 

Neonatal Care Leave Policy

By when?  Later in 2024 (exact date TBC)

Parents of children receiving neonatal care will now have a new right to take up to 12 weeks of leave. This will be a day-one right and will be separate to other types of leave such as maternity, paternity, adoption and shared parental leave.

 

Right to Request Predictable Working Pattern Policy

By when?  September 2024

Those working irregular hours (e.g. zero hours workers) will now be able to request a more predictable working pattern from their employer. The employer will have 1 month to deal with and respond to the request. More details here.

 

Policies to be Updated

 

Paternity Leave Policy

By when?  6 April 2024

Fathers and partners will now have much greater flexibility when taking paternity leave. For example, they will now be able to take the leave at any time within the first year after the birth of the child and will be able to take the leave in more than one batch. The notice period for notifying the employer about the intention to take paternity leave will also shorten to 28 days. More about the changes to paternity leave here.

 

Redundancy Policy and Maternity Policy

By when? 6 April 2024

At present, employees on maternity leave have priority in being offered any suitable alternative vacancies during a redundancy process. However, this protection will now be extended to those who have notified their employer that they are pregnant and also to those who have recently returned to maternity leave and gave birth during the previous 18 months.

 

Flexible working Policy

By when?  6 April 2024

Whilst employees can currently only make 1 flexible working request per year after first being employed for a minimum of 6 months, this will now increase to 2 per year and will be available from the first day of an employee’s employment. The time for employers to respond will also reduce from 3 months to 2 months. More details here.

 

Anti-Harassment and Bullying Policy

By when? October 2024

There will now be a positive and proactive duty on employers to take steps to prevent sexual harassment in the workplace. This duty will need to be reflected in Anti-harassment and Bullying Policies.

 

If you require assistance with reviewing and updating your policies to reflect the changes above, contact Owen John on 02920 829 118 or ojohn@darwingray.com for a free initial chat to see how we can help you.

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