Changes To Employment Law in 2024: An Overview For Employers

The Law And What It Means

When It Will Come Into Effect

The Employment Rights Regulations 2023  

A new Holiday Pay regime. Guidance was published in January allowing rolled-up holiday pay, defining workers to qualify for that, and setting out carryover rules and more.  

TUPE - changes to the minimum threshold required for individual as opposed to collective consultation. Businesses with:

• less than 50 employees; or
• a transfer affecting less than 10 employees;

…….can avoid collective consultation.

Various between Jan to April 2024

The Protection from Redundancy (Pregnancy & Family Leave) Act 2023.

Providing more protection from those returning from maternity/adoption/shared parental leave.

 6 April 2024

Carers Leave Act 2023

Rights, from day one, to a week’s unpaid leave per annum for employees caring for dependents who have long-term care needs.

Employment Relations Act 2023

Right to request flexible working from day one.

Employees will be able to make two requests a year.

Employees will no longer be required to explain the impact of the changes.

Employers will need to make decisions within two months.

Workers (Predictable Terms & Conditions) Act 2023

New statutory regime for atypical workers (agency, fixed-term, zero-hours) to request more predictable terms of employment.

The Worker Protection Act 2023

New proactive duty on employers to take reasonable steps to prevent sexual harassment of their own employees.

New statutory code of practice to help employers.

Failure to fulfil the duty will attract an uplift in compensation in related cases.

Neonatal Care Act 2023

Provides parents of newborns who become hospitalised within the first 28 days of birth (for 7 days or more) the right to neonatal leave and pay for up to 12 weeks.