Employment law changes to look out for in 2024
We’ve settled back to work after the festive period, full of enthusiasm and ready to tackle 2024!
But what employment law changes will HR specialists and business owners need to navigate this year? We’ve summarised four key legislative changes that you will need to prepare for in the coming months.
The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 - 6th April 2024
Expands current protections for employees on maternity/adoption/shared parental leave in redundancy situations (including right to be offered suitable alternative employment over other employees), to include pregnant employees from the moment of pregnancy notification to 18 months after childbirth.
2. Carer's Leave Act 2023 - 6th April 2024
Entitles employees (from day one of employment) who care for dependants with long-term needs to one week of unpaid leave per year.
'Long-term needs' include disabilities under the Equality Act 2010, an illness or injury that needs care for 3+ months, or old age.
3. Employment Relations (Flexible Working) Act 2023 - 6th April 2024
Extends right to request flexible working to day one of employment.
Employees will also be able to make two requests (rather than one) in any twelve month period, and employers will have to make a decision on the request within two months (currently three).
4. The Worker Protection (Amendment of Equality Act 2010) Act 2023 - October 2024
Introduces duty on employers to take 'reasonable steps' to prevent sexual harassment in the workplace, placing greater responsibility on employers to make their workplaces safer for all staff.
Tribunals will have the power to uplift compensation by up to 25% if it's found the employer has breached this new duty. Look out for a new statutory code of practice on what actions to take.
Let us do the heavy lifting for you - for more information on how these changes will affect your business (including key policy changes), get in touch with our team of expert HR consultants here.
