2024 is set to be an active time for employment law changes and this will come with some financial impact to organisations.
April, July and October will see some important changes that you might want to keep a note of. Keep reading to find out what they are, when they are, and how they might impact your business this year.
April:
An impactful change that will be implemented in April is the new minimum wage and statutory rate changes. This will have a large effect on both employees and employers. One of the changes is that the carer’s leave will be introduced, as well as how the 26-week requirement before making a flexible working request will be removed. This will of course affect the way your employees ask for flexible working.
In addition to these changes, pregnant employees will now have a right to enhanced treatment during a redundancy exercise. Finally, a new method of calculating annual leave for those working irregular hours and part-year workers will be introduced.
July:
This is also set to be a time for change with new rules to be set for the method of consulting employees during a TUPE transfer will be established. As well as this, employers in the leisure or hospitality industry will be required to fairly hand out tips to employees.
While this is of course good news for workers, employers may also benefit with possible improved employee satisfaction and lower turnover rates.
October:
This month will mark the start of an important change in the world of business. From the 26th of October, employers will be under a duty to proactively prevent sexual harassment in their organisations.
In summary, 2024 is positioned to bring significant shifts in UK employment law, with key dates in April, July, and October ushering in noteworthy changes.
The April amendments encompass a revised minimum wage, the introduction of carer’s leave, the removal of the 26-week requirement for flexible working requests, enhanced treatment for pregnant employees during redundancies, and a new method for calculating annual leave for irregular and part-year workers.
As July approaches, businesses will need to adapt to new rules governing the consultation of employees during TUPE transfers and fair distribution of tips in the leisure and hospitality sector.
October signals a crucial turning point, as employers will be obligated to proactively prevent sexual harassment within their organisations from the
26th.
These changes carry implications for both employees and employers, necessitating a thorough understanding to navigate the evolving landscape of employment regulations. For assistance in comprehending and implementing these adjustments, Modina is here and ready to guide you.
If you need any help with understanding these changes, call Modina on 020 7183 8241 or email info@modina.co.uk and one of our team will be happy to help!