Navigating the Unprecedented Changes in Employment Law: What Businesses Need to Know

Unprecedented Changes in Employment Law Set to Impact Businesses in 2024

Businesses are gearing up for a year of significant changes in employment law, with new regulations already in effect and more on the horizon. From holiday entitlement to paternity leave and flexible working rights, employers will need to adapt their policies and procedures to stay compliant and avoid costly claims.

One of the key changes coming into force is the new rules on calculating holiday entitlement for part-year and irregular hours workers, starting from April 1, 2024. Employers will have the option to pay rolled-up holiday pay, providing a supplement to represent the holiday pay earned in each pay period.

In addition, changes to paternity leave will allow employees more flexibility in taking time off following the birth of a child. Employees can choose between one or two weeks of leave, or two non-consecutive periods of one week each, within 52 weeks of the birth.

Furthermore, employees will now have the right to take up to one week of unpaid carer’s leave every 12 months to care for a dependant with a long-term care need. Employers cannot refuse this leave, but can postpone it under certain circumstances.

The extension of protection during redundancy for employees on family leave is also set to be expanded, providing additional safeguards for pregnant employees, those on adoption leave, and shared parental leave.

From April 6, the right to request flexible working will become a day-one right for all employees, with businesses required to consult with employees and explore alternative options before rejecting a request.

Workers will also be entitled to 100% of tips received from customers, with employers required to have a written policy on tip allocation and maintain records for at least three years.

Looking ahead to October 2024, the Worker Protection Act will introduce a new duty for employers to prevent sexual harassment at work, with potential penalties for non-compliance.

Preparation is key for businesses to navigate these changes successfully. By proactively updating policies, training managers, and communicating with employees, businesses can ensure compliance and avoid potential legal issues in the future.