17 April 2024 5 mins

This summary is all about the latest and upcoming changes in employment law that agencies need to know about. It’s here to help agency owners and managers stay in the legal loop and understand how these changes might affect their business.  

Effective as of April 6, 2024: 

  • Right to Request Flexible Working: Employees can now request flexible working from their first day of employment (previously 26 weeks). They can make two requests per year and employers must consult with them before refusing. 
  • Paternity Leave: Fathers can now split their two weeks of statutory paternity leave into separate one-week blocks within 52 weeks of the child’s birth or adoption. 
  • Carers’ Leave: Employees can now take up to one week of unpaid leave per year to care for dependents with long-term needs. 
  • Statutory Family Leave Payments: Weekly rates for statutory maternity, adoption, paternity, shared parental, parental bereavement pay, and sick pay have increased. 
  • National Minimum Wage: The National Living Wage now applies to workers aged 21 and over (previously 23 and over). Updated minimum wage rates are provided. 
  • Holiday Pay for Variable Hours Workers: New methods for calculating holiday pay for workers with irregular or part-year hours are introduced. 
  • Protection from Redundancy for Parents: Pregnant women and those on parental leave have increased protection from redundancy, with employers required to offer them suitable alternative positions if available. This protection lasts for 18 months after childbirth. 

Effective as of July 1, 2024: 

  • Transfer of Undertakings (Protection of Employment) Regulations (TUPE): Businesses with fewer than 50 employees and transfers affecting less than 10 people no longer need to consult with elected employee representatives before transferring employees. 

Effective as of September 1, 2024: 

  • Right to Request Predictable Working Patterns: Most employees and workers (including agency and zero-hour workers) can request a more stable work schedule after 26 weeks of employment, especially if their current hours are unpredictable or they have short-term contracts. 

Effective as of October 26, 2024: 

  • Duty to Prevent Sexual Harassment: Employers will have a legal obligation to take reasonable steps to prevent sexual harassment in the workplace. 

Coming Soon (Spring 2025): 

  • Neonatal Care Leave and Pay: Parents of babies requiring extended hospital care (7 days or more) within the first 28 days of life will be entitled to 12 weeks of leave, with pay for those who qualify. 

Note: This is not an exhaustive list, and employers are encouraged to stay updated on any further changes. 

Don’t forget if you have any specific questions or concerns about employment law, please feel free to contact us. We have a team of specialists on hand to help. 

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Ryan Lisk

Ryan has helped a vast number of businesses protect and control their intellectual property as well as drafting and advising on consumer and commercial contracts.

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