2024 Employment Law Updates: UK Guide
In 2024, the UK will see big changes in its employment law. These changes will affect both those who run companies and those who work for them. They will touch on issues like how flexible working is managed, protecting staff, and modifying holiday rights. Knowing about these updates is key for companies. It’s their way to follow the law and steer clear of legal problems.
Key Takeaways:
- New flexible working laws grant employees the right to request flexible working arrangements from the first day of employment.
- Employers must provide a reason for rejecting flexible working requests.
- Employers must respond to flexible working requests within two months.
- Employees can now make two statutory requests for flexible working within a 12-month period.
- Other important changes include the Carer’s Leave Act 2023 and the Protection from Redundancy (Pregnancy and Family Leave) Act 2023.
Record keeping under working time regulations
Starting 1 January 2024, employers won’t have to note down their employees’ daily hours. Now, we must keep records to follow the Working Time Regulations of 1998. This makes record-keeping simpler for employers, without failing to respect working time laws.
Why the Change?
The focus has shifted from detailed daily hours to overall time compliance. This helps cut down on admin work for employers. It makes it simpler to keep records while still protecting our employees’ rights.
We need to have enough records to prove we’re under the time limits of the 1998 Working Time Regulations. This means we check the max hours in a week, daily and weekly rests, and night work limits.
Though not keeping exact daily hours seems easier, we must have detailed and accurate records. These prove we follow the rules, keeping us out of trouble with fines or disputes.
What Records Should be Kept?
What we record might differ based on our business and what our staff does. But, we should keep track of things like:
- The hours each employee does in a week or a set time
- Records of night work, if it happens
- When and for how long staff have their holiday
- Overtime or extra hours worked
We should hold onto these records for at least two years. It helps us prove we’re sticking to the rules and answer any questions from staff.
How Can We Ensure Compliance?
To follow the new rules, we need good systems and steps in place. Here’s how we can make sure we’re doing right:
- Update our policies and practices to match the latest rules
- Educate our HR and management on what’s new and important
- Set up strong record-keeping, by hand or computer
- Look over our records often to spot needed changes
- If you’re unsure about something, get legal advice right away
With careful record-keeping, we can ensure our workforce is treated fairly. It also protects our business from legal issues.
Increased flexibility in taking paternity leave
From 6 April 2024, UK paternity leave rules have improved. Fathers or partners can now be more present at their child’s birth or adoption. This is thanks to more flexible options.
Before, fathers had to take one or two weeks of leave straight after the birth. Now, they can divide it into two separate weeks. This gives dads more choice in how they support their family.
The time needed to plan paternity leave has also dropped. Just 28 days’ notice is required, a big change from 15 weeks. This means dads can better plan their time off to help with their new addition.
Starting a new job now gives dads the chance to ask for flexible hours right away. They don’t have to wait 26 weeks anymore. This helps in balancing work with caring for a child from the beginning.
If a dad asks for flexible work, his employer must reply in two months, not three. This makes the process quicker, allowing dads to plan better. It’s all about being able to adjust work to fit family life.
Dads can now ask for flexible work twice a year, not just once a year. This shift helps dads manage their work and family life better over time.
Overview of Paternity Leave Regulations
Changes to law relating to holidays
As we move into 2024, key changes have occurred in holiday and pay laws (source). These aim for fairness for workers and simpler pay calculations for their bosses.
Accrual of Holiday Entitlement
From 1 April 2024, hours worked will directly affect holiday entitlement, growing at 12.07% from each pay time. This boosts the holiday time you earn as you work, building up leave for later.
It’s especially good news for those with changing working hours. Now, everyone gets their fair slice of time off according to their work hours.
Rolled-up Holiday Pay
For those not on a fixed schedule, a new option in paying out holiday money is available from 1 April 2024. Employers can use a rolled-up pay approach, making payment simpler.
This means holiday pay can be part of a standard wage. It makes life easier for employers, especially when hours change from week to week.
Cessation of Carry Forward Leave
By 1 January 2024, the grace period for keeping unused leave from COVID-19 time ran out. Any remaining days must be used by 31 March 2024. The rule stands to help everyone reset and focus on taking regular time off.
Summary
In a nutshell, the law adjustments for 2024 are designed to be fair for workers and simpler for employers. Workers earn holiday time with every hour worked. And bosses get a more straightforward way to handle holiday money for those with shift work.
Staying informed with these changes is vital for employers. It helps to prevent any legal troubles down the line.
| Key Changes | Effective Date |
|---|---|
| Accrual of holiday entitlement based on hours worked | 1 April 2024 |
| Option to pay rolled-up holiday pay for irregular hour workers | 1 April 2024 |
| Cessation of carry forward leave due to COVID-19 | 1 January 2024 |
Extension of National Living Wage
Starting from 1 April 2024, the National Living Wage will help 21-year-olds. This expands the age range for this minimum wage rate. Before, it was just for those aged 23 and over. The change aims to give fair pay to a wider group of workers. It also aims to make the economy stronger.
The National Living Wage is going up to £11.44 per hour for people aged 21 and over. This rise to £11.44 shows a strong commitment to providing a wage that keeps up with living costs. It’s a move towards fairer wages in today’s world.
From 1 April 2024, the national minimum wage will go up for different groups. Apprentices will earn £6.40 an hour. Those aged 16 to 17 and aged 18 to under 21 will also see their pay rise to £6.40 and £8.60 per hour, respectively. These changes aim to help young workers grow and ensure fair pay for all.
Employers must keep up with these changes and update their payroll. Doing this means they offer fair and good pay. This doesn’t just help their workers. It also leads to a team that is happy and works hard.
| National Minimum Wage | Age Group | Hourly Rate (From 1 April 2024) |
|---|---|---|
| National Living Wage | 21 and over | £11.44 |
| Aged 23 and above (before 1 April 2024) | £10.42 | |
| Minimum Wage | 18 to under 21 | £8.60 |
| National Minimum Wage | 16 to 17 | £6.40 |
| Apprentices | £6.40 |
Increases in statutory pay rates
Employers need to know about upcoming changes to statutory pay rates in April 2024. These include National Minimum Wage (NMW) and several other allowances. For instance, it covers sick pay, maternity, paternity, adoption, and shared parental leave pays. It also includes parental bereavement pay.
Let’s check the new figures:
National Minimum Wage (NMW)
Different age groups will see the National Minimum Wage rise:
– Over 21 years — £11.44 (NLW) with a 9.8% rise
– 18-20 years — £8.60, going up by 14.8%
– 16-17 years — £6.40, a 21.2% jump
– Apprentices — £6.40, also up by 21.2%
– Accommodation offset — £9.99, a 9.8% increase
These changes intend to make sure everyone gets fair pay. Especially they want to make sure workers are rightly paid for their work.
Statutory Sick Pay (SSP)
From 6 April 2024, SSP will go from £109.40 to £116.75 per week. This 6.7% raise shows the government is backing those off sick. It’s to help out if someone can’t work because they’re unwell.
Statutory Maternity, Paternity, Adoption, Shared Parental, and Parental Bereavement Pay
From 7 April 2024, rates for family leave payments will increase, now starting at £184.03 per week. Employees must earn at least £123 a week to get these. The goal is to offer better financial help. This is for when people need time off for family things or hard situations.
Employment Tribunal Awards
Starting on 6 April 2024, the top and bottom amounts for firing someone without reason will change:
– Top award for losing your job unfairly: From £105,707 to £115,115 (rise)
– The smallest you might get: From £7,836 to £8,533 (up)
The most you can get in a week will increase too, from £643 to £700. All this means the most you can be awarded for losing your job badly is £21,000. This makes things clearer and fairer for people who have problems at work.
Employment Tribunals’ Awards for Injury to Feelings
From 6 April 2024, what you can get for hurt feelings, from unfair treatment, will go up too:
– Lowest you might get: £1,200 to £11,700 (a rise)
– Middle amount: £11,700 right up to £35,200 (also up)
– Biggest award: £35,200 moving to £58,700 (another increase)
– In a few cases: Even more than £58,700
These adjustments make sure the compensation matches the harm done. It aims to better support those who face discrimination or are treated unfairly at work.
It’s really important to make sure our pay systems are ready. We need to adjust for these new rates. Doing this keeps our business on the right side of the law. It also shows we are dedicated to treating our staff fairly and well.
Enhanced family-friendly protection in redundancy situations
In a redundancy situation, keeping employees safe is vital, especially those on maternity, adoption, or shared parental leave. With the introduction of the Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024 (MASPA regulations), these protections have been extended. This helps ensure that employees get the needed support during this crucial time.
Starting from 6th April 2024, pregnant employees are offered more help in redundancy cases. They get first pick at any suitable new jobs if their own role becomes unnecessary. The MASPA rules also protect those recently back from leave or sharing parental duties from 6th April 2024 onwards.
Now, employees can enjoy protection for 18 months after becoming parents. This gives them plenty of time to adjust. Also, it secures their right to go back to work without worrying about unfair treatment or discrimination.
Under the new rules, employers must keep a record of employees’ leave. These records help prioritize who gets new jobs first. This practice also lowers the chance of facing claims over being unfairly let go.
“The MAPSA regulations create a lawful positive discrimination scenario regarding the requirement to offer suitable alternative vacancies.”
Yet, there’s some confusion over what a good replacement job is, especially during big changes. Employers must tackle these issues correctly to follow the law and dodge law suits. It’s wise for HR departments to do more planning to manage these situations well.
By looking after pregnant employees and those with young children better, companies can be fairer and more caring places to work. These extra measures help everyone feel supported. They also make society better for all.
Key Points:
- From 6th April 2024, employees on maternity, adoption, or shared parental leave are eligible for enhanced protections in redundancy situations.
- The extended protection period now includes 18 months after the birth of the child.
- Employers must keep clear records of when employees have taken relevant leave to prioritize them for suitable alternative vacancies.
- Failure to offer suitable alternative vacancies can result in automatic claims for unfair dismissal.
- Additional analysis and planning complexity is required for HR teams due to the increased scope of protected employees.
Extended right to request flexible work
From 6 April 2024, UK employees will have an extended right to ask for flexible work from day one. This is a big change from before when they had to wait 26 weeks. The new law, the Employment Relations (Flexible Working) Act 2023, wants to improve work-life balance and help with well-being.
Every 12 months, employees can ask for flexible work twice. This offers more flexibility for managing work life. It shows that the law recognises different modern workforce needs.
Employers now need to respond within two months, not three, to these requests. This speeds up the process, letting employees plan their work better.
Interestingly, staff no longer need to say how their request affects the business. Yet, sharing such details could help their case.
Employers must avoid being unfairly biased when deciding on flexible work. Discrimination could lead to large fines. If a flexible request is unfairly rejected, employers might have to pay unlimited compensation.
The law now pushes for meaningful talks between bosses and staff. Employers must discuss a request if they’re thinking of saying no. This makes the decision fair and open.
Employers should study the updated Acas code on flexible work requests to stay on top. The code gives advice on the consultation process and good ways to handle requests.
| Important Points | Details |
|---|---|
| Flexibility from day 1 | Employees can make a flexible working request from the first day of employment. |
| Multiple requests per year | Employees can make up to two statutory flexible working requests within any 12-month period. |
| Consultation and response time | Employers must consult with employees and respond to flexible working requests within two months of receiving them. |
| No requirement for detailed business impact assessment | Employees are no longer required to explain how the requested flexible working arrangement will specifically affect the business and mitigate any negative effects, although providing such details may strengthen the case. |
| Equal consideration and meaningful dialogue | Employers are obligated to consult with employees and engage in a meaningful dialogue when considering flexible working requests, promoting fairness and openness in decision-making. |
The new right to flexible work meets the needs of both workers and their bosses. As we focus more on well-being at work, this law aims to make work a more flexible and supportive place.
New right to carers’ leave
From 6 April 2024, employees in the UK with dependants needing long-term care can take one week of unpaid carers’ leave yearly. This helps them balance work and personal care commitments.
Carers’ leave is flexible, allowing half days, full days, or a full week off. It matches the employee’s usual working week. This applies even if their hours vary, with entitlement based on the last 12 months.
Employees caring for more than one person can still only take a week off. But, they can share this time between different dependants.
Notice for carers’ leave changes based on the time off needed. At least three days’ notice or twice the time off is required. This helps employers prepare for the absence.
Although paid leave isn’t mandatory, giving unpaid carers’ leave helps foster a positive workplace. It shows care for employees, boosting their job satisfaction.
After carers’ leave, employees can come back to the same job unchanged. This ensures they are not penalised for taking time off to care. Their rights and benefits stay intact.
The UK recognises the vital part carers play and their need for support at work. Before COVID-19, over 5 million people in the UK combined paid work with unpaid care. This was 15% of the population. By 2020, the number had increased to over 7 million.
Having carer-friendly policies helps employers too. One company saved about £1.8 million a year by reducing unplanned absences through such policies. Also, supporting carers with flexible work could save UK businesses up to £4.8 billion a year on absences. It could also boost employee retention by £3.4 billion annually.
The Carer’s Leave Act will provide new support from 6 April 2024. It offers employed carers a legal right to take five days of unpaid leave yearly. Around 2 million employed carers will benefit from this act.
This law required approval from both Houses of Parliament. It was backed by employers, unions, charities, and others, leading to a more caring, inclusive workplace for carers.
Carer’s Leave at a Glance:
| Key Points | Details |
|---|---|
| Entitlement | One week of unpaid carers’ leave every 12 months. |
| Notice Period | Minimum of three days’ notice or twice the amount of leave requested. |
| Payment | Unpaid leave; employers are not obliged to pay employees. |
| Return to Work | Employees have the right to return to the same job and retain all the same terms and conditions. |
| Benefits | Supports work-life balance, improves employee satisfaction, and enhances employee retention. |
Other changes expected in 2024
Alongside changes to employment laws in 2024, there are more updates for employers to note. These changes will touch on areas like distributing tips and the use of non-compete agreements.
From July 2024, it will be illegal in hospitality to keep tips from staff. A clear tip-sharing policy has to be in place. This ensures everyone is treated fairly and knows the rules.
Also, we might have a general election in 2024. If this happens, it could lead to new employment laws. So, employers need to keep an eye out for any changes.
The Brexit Freedoms Bill will shape new employment rules too. It will work on making sure workplaces are fair and supportive. Also, laws on “fire and rehire” could change to protect workers more.
Finally, 2024 could see updates to staffing levels in emergencies. This aims to make sure there are enough people to respond when needed. It’s all about keeping everyone safe and things running smoothly.
Source Links
- https://www.cipd.org/uk/views-and-insights/thought-leadership/cipd-voice/new-employment-legislation/
- https://www.furleypage.co.uk/insights/law-updates/spring-2024-employment-law-round-up/
- https://www.sillslegal.co.uk/news/2024/03/spring-2024-employment-law-round-up
- https://www.hrsolutions-uk.com/legal-updates/changes-to-employment-rights/
- https://lcf.co.uk/media-centre/news/major-changes-to-paternity-leave-and-flexible-working-laws-loom-from-april/
- https://www.acas.org.uk/paternity-rights-leave-and-pay/taking-paternity-leave
- https://ahrconsultants.co.uk/changes-to-paternity-leave-flexibility-increased-notice/
- https://www.peninsulagrouplimited.com/resource-hub/employment-law/the-new-hr-laws-expected-in-2024-and-how-to-prepare/
- https://www.tpp.co.uk/resources/blog/employment-law-changes-for-april-2024—first-look/
- https://www.brabners.com/insights/employment/increases-to-statutory-payments-nmw-and-more-in-april-2024
- https://www.peoplemanagement.co.uk/article/1874171/long-term-redundancy-protection-new-parents-–-hr-needs-know
- https://harperjames.co.uk/article/extended-redundancy-protection/
- https://www.furleypage.co.uk/insights/law-updates/new-rules-for-flexible-working-requests-from-6-april-2024/
- https://workingfamilies.org.uk/articles/flexible-working-a-guide-for-employees/
- https://www.acas.org.uk/carers-leave
- https://www.carersuk.org/news-and-campaigns/our-campaigns/right-to-carers-leave/
- https://www.farrer.co.uk/news-and-insights/blogs/april-2024-what-has-changed-in-employment-law/
- https://www.peoplemanagement.co.uk/article/1864688/2024-employment-law-changes-navigate
