The Biggest Changes in Employment Law in 2024
4 Minute Read
4 Minute Read

2024 is proving to big year for employment law. HR and Employment lawyers are generally well accustomed to a level of change each year, however this year is proving to be a bit of a bumper year!

Firstly, a clear list (no need to click, fill or your details out and download here, its essential knowledge and we are happy to give it away!)

Changes you need to be aware of:

  1. In force: Holiday pay changes: rolled up holiday is back in (12.07% rate) and legal for irregular hours or part year workers. Everyone else, 5.6 weeks- your average week to include overtime, commission etc… Changes apply to holiday years starting 1 April 2024. The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023.
  2. In force: TUPE – where you employ less than 50 or have transfers involving less than 10 – you can consult directly you don’t need to consult collectively. The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023.
  3. In force: Agency workers and workers have the right to request more predictable terms and conditions at work. Presently such workers have no ability to predict their working patterns. (The Workers (Predictable Terms and Conditions) Act 2023.
  4. In force: Inclusion in the definition of disability is a reference to a person’s ability to participate fully and effectively in working life on an equal basis with other workers’. Equality Act 2010.
  5. 1st April 2024Rate Changes:
  • National Minimum Wage up: £10.42 to £11.44 per hour
  • Not yet confirmed but anticipated
  • Statutory Sick Pay: Up from £109.40 to £116.75 per week
  • Family leave (paternity/maternity/adoption etc…) Up from £172.48 to £184.03 per week
  1. 6th April 2024 – expansion to protection from redundancy when pregnant/on maternity, to include the period 18 months after the child is born (so the ‘special rules’ now stretch from the moment an employer is informed the employee is pregnant and continue past the return date until the child is 18 months old).(The Protection from Redundancy (Pregnancy and Family Leave) Act 2023.
  2. 6th April 2024 – one weeks unpaid leave annually for employees who care for dependants with long term needs- available from day 1 of employment. (Carer’s Leave Act 2023). (The Protection from Redundancy (Pregnancy and Family Leave) Act 2023.
  3. 6th April 2024 – Flexible Working- right to request from day 1 of employment (rather than at 26 weeks) up to 2 requests in a 12 month period (rather than 1) and employees will no longer have to explain the effect of the change on their employer. Decision to be made in 2 months rather than 2. Reasons for refusal remain unchanged. Employment Relations (Flexible Working) Act 2023.
  4. 1st July 2024: New law on fair distribution of tips expected to come into force.
  5. October 2024 – Amendment to the Equality Act to introduce a duty on employers to take reasonable steps to prevent sexual harassment of employees – meaning there will be a proactive duty to prevent it in the workplace. The Worker Protection (amendment of Equality Act 2020) Act 2023.
  6. April 2025 – Parents of new born babies who are hospitalised for the first 28 days of their life for 7 days or more, will have the right to take neonatal pay and leave for up to 12 weeks, with the right to return to the same job after absence. (The Neonatal Care (Leave and Pay) Act 2023.

From the reinstatement of rolled-up holiday pay to the expansion of protection for pregnant employees and the introduction of one week of unpaid leave for carers, these amendments reflect a commitment to fostering a more inclusive and supportive work environment. The year 2024 is not just a bumper year for employment law; it marks a crucial step towards a more equitable, accommodating, and compassionate work environment for all.

As we move forward, it is clear that both employers and employees will need to navigate these changes with adaptability and a commitment to upholding the spirit of these legislative amendments. Need help in navigating through these changes? Contact us today for expert employment law advice.