The UK employment law changes 2024 bring new rules for you as an employer or employee. From flexible working requests to holiday pay updates, these changes focus on improving employment rights and ensuring fairness. The Employment Rights Bill also addresses workplace issues and clarity. Here’s what you need to know to stay compliant and support your team.
1. Flexible Working
You can now request flexible working from day one. The 26-week waiting period has been removed.
What this means for you:
- Employers must respond within two months.
- Employees can make two requests per year.
- If you manage people, consider how to offer a more predictable working pattern when rejecting a request.
2. Holiday Pay for Irregular Hours Workers
Holiday pay now uses actual earnings during the pay period rather than being pro-rated. This aligns with the rules for part-year workers and irregular hours workers. Rolled up holiday pay is also under review.
What to do:
- Update your policies.
- Inform employees how holiday entitlement is calculated.
3. Zero Hours Contracts and Predictable Terms
Workers on zero hours contracts can now request predictable working patterns after 26 weeks. This tackles exploitative zero hours contracts and improves fairness.
Action:
- Review your use of hour contracts.
- Offer a fixed hours contract where possible.
4. Unpaid Carer’s Leave
You can now take up to one week’s unpaid leave per year to care for a dependent with a long-term need. This supports family leave and work-life balance.
What this means for you:
- Inform your employees about their rights.
- Update your employment status policies.
5. New Protection Against Sexual Harassment
Employers must now take reasonable steps to prevent sexual harassment in the workplace. A statutory code of practice outlines what this entails under the Equality Act 2010.
How to prepare:
- Train managers and employees.
- Update your policies to reflect the statutory code.
6. Neonatal Care Leave
If your baby spends seven or more days in neonatal care, you’re entitled to at least one week and up to 12 weeks of paid leave. This is in addition to existing maternity leave and paternity leave entitlements.
7. Minimum Wage and Statutory Payments
From April 2024:
- National Living Wage (23+): £11.00/hour.
- National Minimum Wage (21–22): £10.50/hour.
- Statutory sick pay (SSP): £118.00/week.
- Statutory maternity pay: £179.00/week.
What to do:
- Update your payroll.
- Check your lower earnings limit calculations.
8. Gender and Disability Pay Gaps
Addressing gender pay gaps and the disability pay gap is not mandatory but encouraged. Promoting fair pay aligns with the Equality Act and fosters workplace equality.
9. Trade Unions and Minimum Service Levels
For essential public services, minimum service levels must now be maintained during strikes. Employers must work with trade unions to set these standards.
10. Agency Workers and Employment Businesses
If you use agency workers, ensure they know their terms. Employment businesses must provide clear details during the active recruitment process.
Preparing for 2024
To manage these changes:
- Review your contracts: Update for new legislation, such as predictable terms for hour contracts.
- Update policies: Include changes to holiday entitlement, family leave, and employment status.
- Train staff: Focus on preventing sexual harassment and promoting equality.
- Communicate clearly: Inform your employees about changes to their rights.
Summary
The 2024 UK employment law changes aim to support employees and promote fairness at work. The Employment Rights Bill, rolled up holiday pay, and steps to prevent sexual harassment are just a few examples of the government’s commitment to workplace equality. Stay informed and act early to adapt smoothly and avoid employment law issues. If you’re unsure how these changes affect you, speak to an employment relations expert.
