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New UK Employment Legislation 2024

Employment Law Changes

There are a number of proposed employment law changes expected during 2024. This summary gives an overview of what the changes are and when they are expected to come into force.

Employment Law Changes From 6th April 2024

 

The Flexible Working Act 2023 (and related Regulations) will change how Flexible Working Requests need to be handled, including:

 

  • making flexible working requests a “day one” right;
  • two requests can be made in 12 month period, currently one request;
  • employers are required to consult with the employee within a two month period for each request, reduced from three months currently;
  • No need for employees to consider effects of their request on the Company

 

The Protection from Redundancy (Pregnancy and Family Leave) Act 2023  means that any employee returning from maternity, adoption or shared parental leave must be given priority to alternative vacancies that exist during a redundancy process. The period of protection is currently 12 months but is increasing to 18 months.

 

The Carer’s Leave Act 2023 will allow employees who are looking after a dependant with a long-term care requirement a statutory right to one week’s unpaid care leave per year.

A person with a long-term care requirement is defined as:

  1. illness or injury requiring care for more than three months;
  2. a disability covered under the Equality Act 2010;
  3. requiring care as a result of their old age.

 

A dependent is defined as:

  1. a spouse, civil partner, child or parent;
  2. live in the same property as the carer other than being a boarder, tenant, employee or lodger;
  3. reasonably relies on a person to arrange care facilities.

 

Employment Law Changes Further Into 2024

 

The Employment (Allocation of Tips) Act 2023 and associated Statutory Code come into force from July 2024. This change sets out to regulate the management and distribution of tips, gratuities and service charges for workers and employees.

The main points are listed below:

  • Businesses must allocate qualifying tips in a fair and transparent manner;
  • Payments to be made within one month of the monies being received;
  • Have a written policy on tips, gratuities and Service Charges, available to all staff;
  • Maintain proper and full records of payments and receipts relating to tips, gratuities and service charges.

 

Failure to adhere to the new Act and Code may result in the employee lodging a tribunal claim against the Company or Employer.

 

For TUPE Transfers taking place on or after 1 July 2024, if there are no existing worker representatives, consultation can take place directly with employees if the employer has fewer than 50 employees or is a business of any size, undertaking a transfer of less than 10 employees.

 

The Workers (Predictable Terms and Conditions) Act 2023 is proposed to allow eligible workers to request a more predictable working pattern (expected to come into force September 2024).

 

The Worker Protection (Amendment of Equality Act 2010) Act 2023 will introduce a new duty on employers to take reasonable steps to prevent sexual harassment at work (expected to come into force October 2024).

 

Other Potential Employment Law Changes Expected in 2024

 

The Government has been consulting on limiting post-termination clauses to a maximum of three months. This is likely to render many Company’s contracts out of date as usually, the time frame referred to in contracts is between six and twelve months. The Government’s is looking to introduce legislation when parliamentary time allows.

 

How Can HR Smart Help?

If you have any concerns on any of the above details and changes or just need some HR support, we are ready to help you. Simply call us on 01903 754107 or email us at heidi@hrsmartuk.com or jon@hrsmartuk.com

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