19th August 2024

Navigating the UK’s new Employment Law landscape in 2024.

This year, the landscape of UK employment law has undergone a wave of new regulations designed to enhance workers’ rights and protections. 

Both employers and employees need to navigate this evolving terrain. Employers need to adapt their practices to ensure compliance and avoid potential legal pitfalls. For employees, understanding these new rights is key to unlocking the benefits and protections they offer. 

 

Key changes in 2024

From April:

  • Statutory carer’s leave: Employees with caregiving responsibilities will now have the right to take up to one week of unpaid leave per year to attend to their duties. This leave can be used flexibly, in individual days or half-days, to provide support for those balancing work and care commitments.
  • Flexible working requests: Employees will be able to make two flexible working requests per year, and employers must respond to these requests within two months. This promotes a more agile and responsive approach to work arrangements.
  • Extended legal protection from redundancy for pregnant staff: The period of redundancy protection for pregnant employees and new mothers will be extended, offering enhanced job security during pregnancy and after childbirth.
  • Calculating holiday pay: Changes to holiday pay calculations will ensure that workers with irregular hours receive fair and accurate holiday pay based on their average earnings.

 

From October:

  • Right to request a more predictable working pattern: Employees with variable or unpredictable work schedules will have the right to request a more stable and predictable pattern of work. This aims to provide greater security and work-life balance for those in precarious employment situations.
  • Pro-active duty to prevent sexual harassment at work: Employers will have a legal obligation to take proactive steps to prevent sexual harassment in the workplace. This includes implementing preventative measures and fostering a culture of respect and equality.
  • Statutory neonatal care leave: Parents of babies requiring neonatal care will be entitled to up to 12 weeks of paid leave, in addition to existing maternity and paternity leave entitlements.
  • Ban on withholding tips from workers: Employers will be prohibited from keeping tips intended for their workers, ensuring that service staff receive the full benefit of their gratuities.

 

The Future

Labour’s manifesto made clear that it would introduce wide ranging legislations within 100 days of being elected.

  • Employment Rights Bill: Issues to address include exploitative zero-hour contracts, fire and rehire practices, and the enforcement of workplace rights. The bill also seeks to enhance protections for workers, including parental leave, sick pay, and unfair dismissal rights.
  • Draft Equality (Race and Disability) Bill: Policy makers seek to address pay disparities for minority ethnic and disabled people. The bill would mandate ethnicity and disability pay reporting for larger employers.

 

Conclusion

These changes necessitate proactive adaptation for both employers and employees. Employers should review and update their policies, provide necessary training, and ensure compliance to avoid legal issues. Employees, on the other hand, should familiarise themselves with their new rights and understand how to exercise them effectively.

If you are an employer, an HR manager, or an employee, our employment team is readily available for consultation. For more information, email info@bussmurton.co.uk or call 01892 510 222.

Richard McCulloch

Richard McCulloch
Solicitor