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Human resources

Employment law changes from April 2024

Employment law changes from April 2024

Significant changes to employment law are now in effect. This article provides a roadmap for navigating these updates, ensuring your business remains compliant and prepared for the evolving employee landscape. We’ll delve into the key changes impacting flexible working requests, redundancy procedures, and more. By familiarising yourself with these regulations, you can proactively adapt your policies and foster a positive work environment for your employees.

Paternity leave (amendment) regulations

From 6th April, fathers and partners will be able to take leave as two separate blocks of one week, rather than only in one block of either one or two weeks. Only 28 days’ notice will need to be given (seven days for adoption), and leave can be taken at any point in the first year after the birth or adoption.

Employment Rights Regulations 2023 – Holidays for irregular hours and part-year workers

A new method of holiday accrual will be introduced for holiday years that start on or after 1 April 2024. Time off will accrue at the end of each pay reference period at the rate of 12.07% of all hours worked during that period. There will also be an option for employers to introduce rolled-up holiday pay for irregular hours and part-year workers.

Carer’s Leave Act 2023

From 6 April, all employees will be entitled to take up to one week’s unpaid leave in any 12-month period to provide or arrange care for a dependant with a long-term care need. Leave can be taken in half-day increments.

Flexible Working (amendment) Regulations 2023

From 6 April, the requirement to have at least 26 weeks’ continuous service before making a flexible working request will be removed. It is also likely that future additional changes to the flexible working process will come into force. This will include: removing the requirement for employees to explain what effect they think it will have on the employer; allowing employees to make two flexible working requests in a 12-month period; and reducing the deadline for an employer decision on flexible working requests from three months to two months.

Protection from Redundancy (Pregnancy and Family Leave) Act 2023

Employees on maternity, adoption or shared parental leave have the right to be offered a suitable available vacancy if their job is made redundant whilst they are on leave. From 6 April, this right will be extended to cover the whole period of pregnancy, as well as 18 months after the date of the child’s birth or placement for adoption.

National Minimum Wage

New hourly minimum wage rates that will take effect for pay periods starting on or after 1 April 2024. There will no longer be a lower rate for workers aged 21-22. The highest rate, £11.44 per hour, will apply to all workers aged 21 and over; those aged 18-20 will move up to £8.60 per hour; and 16-17-year-olds and apprentices (aged under 19 or in their first year of apprenticeship) will move up to £6.40 per hour.

These new regulations coming into effect in April 2024 offer a significant shift in employee rights and employer responsibilities. With these changes, it’s important to stay informed and ensure you’re compliant. For expert guidance and support in navigating the ever-evolving landscape of employment law, our partnership with NatWest Mentor provides invaluable resources. Don’t hesitate to reach out to Mentor for assistance with implementing these changes or your relationship Partner.

As part of our partnership with NatWest Mentor we are also able to offer you access to their online management tool, Mentor Digital, free of charge. Register for Mentor Digital here.