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It is an interesting year for Employment Law, as we have a number of changes coming into force - some of which will effect every business. Below is a breakdown of the changes 2024 will bring. We will be releasing a blog soon about some of the proposed changes that may be in the pipeline too.
Like everything else HR & Employment Law related, if you need to speak to someone about how these changes will effect your business, please contact us.
1. Working time and holiday
Implementation date of 1st January 2024
There is no longer a requirement to keep records of daily working time, if the employer is able to demonstrate compliance without doing so
Workers must have used any leave carried over as a result of covid by 31 March 2024
2. Illegal workers - For more information on the penalities for illegal working click here
Implementation date 13th February 2024
Fines payable by employers for employing illegal workers to increase: a) Current for first breach: £15,000 this will increase to £45,000 per illegal worker b) Subsequent breaches: £20,000 to increase to £60,000
3. National living wage - Read our full take on the national living wage here
Implementation date 1st April 2024
NLW will lower its age limit to 21 from 23 payable at £11.44 per hour
18-20 year olds payable at £8.60 per hour
Under 18 payable at £6.40 per hour
The national minimum wage for apprentices (in the first year of their apprenticeship or whilst under 19) will be £6.40 per hour.
4. Working time and holiday
Applicable to new holiday years starting on or after 1st April 2024
New method in place to calculate holiday entitlement for irregular hours workers and part year workers (Holiday entitlement for these workers will be calculated as 12.07% of actual hours worked in a pay period)
Rolled up holiday pay will be lawful again but only for irregular and part year workers
5. Statutory payments
Implementation date 1st April 2024
Statutory sick pay increases to £116.75 per week
Statutory maternity/paternity/adoption/shared parental/bereavement pay will increase to £184.03 per week
6. Carers Leave Act 2023 - Read our full blog here
Implementation date 6th April 2024
Employees with caring responsibilities have the right to take one week of unpaid carers leave per 12 months in relation to those responsibilities
No qualifying service required
7. Flexible working
Implementation date 6th April 2024 for the removal of qualifying service
Employees will be able to make a request from day 1 of employment
An increase from one request per year to two – expected at the same time as day 1 entitlement
Deal with the request in two months rather than three – expected at the same time as day 1 entitlement
No longer a requirement for employees to explain the effects their application would have on the employer
8. Transfer of undertakings (TUPE)
Implementation date 1st July 2024
Businesses with fewer than 50 employees undertaking a transfer of any size, and/or businesses of any size undertaking a small transfer of less than 10 employees, will be able to consult directly with employees if there are no existing worker representatives in place.
9. Harassment
Implementation date October 2024
A duty requiring employers to proactively prevent sexual harassment including taking ‘reasonable steps’ in the prevention
The Act will also provide tribunals with the power to uplift sexual harassment compensation by up to 25% where an employer is found to have breached this duty.
10. Predictable Working Pattern - More information available here
Expected implementation date September 2024
The right is to request a predictable working pattern
The right is also for anyone whose work or working pattern lacks predictability
This could be with regards to hours or any other terms and conditions
Those on a FTC of 12 months or less will automatically be considered to have a lack of predictability
Maximum of two applications within any 12 month period
Expectation employees will need 26 weeks continuous service to be eligible
11. Paternity leave
Applies to births or placements taking place after 6 April 2024
The two-week paternity leave entitlement can be taken in two non-consecutive blocks, each being a week in length. Previously, they were only permitted to be taken in a single block, lasting one or two weeks.
Paternity leave can be taken at any point in the 52 weeks after birth or adoption, as opposed to the previous time frame of 8 weeks.
Employees are required to give 28 days' notice of their intention to take a period of paternity leave. Prior to this, notice had to be provided to employers 15 weeks before the expected week of childbirth (EWC).
Where initial notice has been given to take paternity leave, employees can vary any dates previously given, provided they give 28 days' notice.
If you would like any further information on this article, or would like to discuss your employment law and HR matters, please don’t hesitate to contact at hello@alphr.uk and we will be delighted to help you.
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