Employment law changes in 2024 employers should be aware of

Employment law changes 2024

Read on for seven employment law changes coming into force in 2024 that employers need to be prepared for.


  1. Holiday pay

The new regulations will make rolled-up holiday pay (at an accrual rate of 12.07%) lawful for workers with irregular or part-time hours.

The aim is to make it easier for employers to calculate holiday entitlement, and to ensure that holiday entitlement better reflects the actual hours these employees work across a year.


  1. Minimum wage increases

From April 1st 2024, the national living wage will increase by almost 10% from £10.42 to £11.44 per hour.

Don’t forget to communicate any wage increases to your employees.


  1. Duty to prevent harassment

From October 2024, the Equality Act 2010 will be amended to place a greater responsibility on employers to demonstrate “reasonable steps” to prevent sexual harassment.

Where sexual harassment cases reach the employment tribunal, tribunals will have the power to uplift compensation by up to 25% if an employer is found to have breached this new duty, i.e. where the tribunal considers that they failed to take “reasonable steps”.

Steps employers can take include regular training for staff members, an effective complaint handling process, and clear communication around what constitutes inappropriate behaviour in the workplace.


  1. Flexible and irregular working

From April 2024, employees will be allowed to make a flexible working request from the first day of their employment.

Employees will also be permitted to make two flexible working requests each year, which employers will have two months to deal with.

Additionally, employees who work irregular or unpredictable hours will be able to make a formal request for a more predictable work schedule.


  1. Enhanced redundancy protection for those on parental leave

Currently, employees on maternity/adoption/shared parental leave have enhanced protections in redundancy situations, including the right to be offered a suitable alternative job role (if one is available) over other employees at risk.

From April this protection will start from the moment an employee notifies their employer of their pregnancy, through to 18 months after childbirth.


  1. Neonatal and carers’ leave

Likely from April 2024, all employees will have the right to take one week’s unpaid leave every year to care for a dependant. This leave does not have to be taken all at once.

Parents of children receiving neonatal care will also have a new right, which will allow them to take up to 12 weeks of leave.


  1. TUPE

From July 1st 2024, the new TUPE regulations state that employers with fewer than 50 employees, and large employers who are transferring fewer than 10 employees will no longer need to appoint employee representatives when they consult about a TUPE transfer.

If you’re unsure about the ins and outs of TUPE, please don’t hesitate to get in touch.


Are your contracts and policies up to date?

Regularly reviewing your employment contracts, workplace policies, and procedures in light of these changes is not just a legal necessity, but also a best practice to maintain a fair, compliant, and efficient working environment.

If you’re unsure about any of these updates or need assistance in reviewing your current policies, please don’t hesitate to get in touch with our employment law experts.

0117 435 4350 | info@rubric.law