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A information to the approaching modifications to employment regulation

A big quantity of latest employment laws is coming into impact in April 2024, all of which may have implications for employers. Listed below are the important thing modifications you want to learn about.

Household-friendly rights

Versatile working

At present, an worker wants 26 weeks’ service to make a versatile working request. For requests made on or after 6 April 2024, this can develop into a day-one proper, and workers will be capable of make two requests in a 12-month interval somewhat than only one. Employers might want to seek the advice of with workers earlier than rejecting a request and cope with requests extra promptly as a result of their time for responding will likely be diminished from three months to 2.

Carer’s depart

Workers may have a brand new proper to carer’s depart if they should present or prepare look after a dependant with a long-term care want. This will likely be a day-one proper to 1 week’s unpaid depart a 12 months. It’s going to apply when the worker provides discover to take depart on or after 6 April 2024. They don’t want to offer proof of why depart is required. Workers is not going to have to take the depart abruptly, however they might want to take a minimal of half a day at a time.

Paternity depart

Workers may have extra flexibility when taking paternity depart on or after 6 April 2024 and might cut up their two weeks’ depart into two separate blocks of 1 week. At present, they should take it abruptly. Workers will be capable of take the depart at any time throughout the first 12 months following the delivery or adoption as an alternative of getting to take it within the first eight weeks. The Authorities has diminished the discover required earlier than every interval of paternity depart to twenty-eight days.

Prolonged redundancy safety

At current, an worker on maternity, adoption or shared parental depart, whose position is being made redundant, has precedence over different workers in being supplied any appropriate, various position if one exists. This safety will prolong to pregnant workers the place the employer is notified of the being pregnant on or after 6 April 2024. The protected interval is eighteen months from the kid’s date of delivery. For maternity and adoption depart ending on or after 6 April 2024, there will likely be an “extra protected interval” ending 18 months after the delivery or adoption. The identical provision will apply when shared parental depart of six consecutive weeks or extra has been taken.

Statutory charges and limits

Nationwide Minimal Wage

From 1 April 2024, employees aged 21 and over will likely be entitled to the Nationwide Residing Wage. At present, it solely applies to employees aged 23 and over. The brand new hourly charges will likely be:

– Nationwide Residing Wage £11.44

– Aged 18-20 £8.60

– Aged 16-17 or Apprentice price £6.40

Statutory sick pay

On 6 April 2024, the weekly price will enhance to £116.75.

Statutory maternity, adoption, paternity, shared parental and parental bereavement depart pay

From 7 April 2024, the weekly price will enhance to £184.03 or 90% of the worker’s common weekly earnings if that is lower than the statutory price.

Employment Tribunal limits

For dismissals efficient from 6 April 2024, the brand new restrict on every week’s pay – used for calculating the essential award and statutory redundancy pay – will likely be £700. The utmost compensatory award for unfair dismissal will likely be £115,115.

Modifications to vacation entitlement and pay

  • There will likely be a brand new accrual technique to calculate statutory vacation entitlement for part-year and irregular-hours employees whose depart years start on or after 1 April 2024. Holidays will accrue at a price of 12.07% of hours labored on the finish of every pay interval.
  • Employers will likely be permitted to pay rolled-up vacation pay to part-year and irregular-hours employees (in the event that they select to), and once more, this is applicable to go away years starting on or after 1 April 2024.

Employers ought to assessment their HR insurance policies and procedures and Workers Handbooks to mirror these legislative modifications. These considering redundancies might want to perceive the implications of the prolonged redundancy safety, and methods to handle the situation when a couple of particular person has “precedence” to an acceptable emptiness.

Hannah Waterworth

Hannah Waterworth is an employment solicitor in Blake Morgan’s Employment, Pensions, Advantages and Immigration staff.