As the employment law landscape continues to evolve, employers face a raft of new legislation changes set to come into effect in 2024.
From amendments to the Equality Act 2010 to adjustments in the minimum wage and holiday pay regulations, staying informed about these developments is crucial for business.
Here, UMi Partner Croner explores the key upcoming changes and their potential impact.
Some confirmed changes are:
Working time and holiday - The requirement to keep records of daily working time is removed.
Illegal workers - Fines payable by employers who employ illegal workers will increase.
National Living Wage - The National Living Wage threshold will be lowered to include 21-year-olds.
Carer's leave - Under the Carer’s Leave Act 2023, employees with defined caring responsibilities will have a right to take up to one working week of unpaid leave per 12 months in relation to those responsibilities.
Flexible working - Qualifying employees will be able to make a flexible working request from the first day of employment.
Redundancy and pregnancy - The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 grants pregnant employees enhanced treatment from the moment they disclose their pregnancy to their employer until 18 months after childbirth.
Statutory payments - Statutory Sick Pay will increase to £116.75 per week.
Transfer of undertakings - The need to consult elected representatives, where none exist, for transfers involving businesses with fewer than 50 employees, and for transfers affecting fewer than 10 employees regardless of business size, will be eliminated.
You can read the full article and get a more in depth look into what these changes mean for your business, here.
If you need assistance preparing your business for the upcoming changes to employment law or would like a clearer understanding, feel free to Email or give us a call to discuss your business with one of our advisers.
