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Key Legislative Changes in Employment Law in 2024

The legislative landscape for employment law in 2024 brings significant changes aimed at creating fairer workplaces and protecting workers’ rights. These changes include:

  1. The Protection from Redundancy (Pregnancy and Family Leave) Act 2023: Do you remember the Protection from Redundancy (Pregnancy and Family Leave) Act 2023 we posted about before? The Act is coming into force on 6 April 2024! You can find the read our article at
  2. The Carer’s Leave Act 2023: This Act gives employees a week off each year to take care of family members who need long term help. It is an unpaid leave, but still makes sure employees can take care of their loved ones without worrying about their jobs. The Act is coming into force on 6 April 2024.
  3. The Neonatal Care (Leave and Pay) Act 2023: It is not happening until April 2025, but it’s worth knowing about. This Act will let parents of newborn babies who need special hospital care in their first 28 days of life for 7 days or more, take up to 12 weeks paid leave. That means they can be with their little ones without stressing about money or losing their job.
  4. The Worker Protection (Amendment of Equality Act 2010) Act 2023: This Act will enhance protections against sexual harassment in the workplace. Employers will be required to take proactive measures to prevent harassment, with the aim of creating safer workplaces. This law will be supported by a new code of practice from the Equality and Human Rights Commission. If employers fail to meet these obligations and to take “reasonable steps”, they could face penalties, including potential increases in compensation for victims of harassment. The Act is coming into force in October 2024.
  5. The Employment Relations (Flexible Working) Act 2023: From the first day of their job (rather than after 26 weeks which is the current legislation), employees can ask to work flexible in a way that fits their life better and they can ask more often, too.
  6. The Workers (Predictable Terms and Conditions) Act 2023: Workers can ask for clearer terms and conditions, making their work lives a bit more predictable.
  7. The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023: The changes aim to simplify the law regarding holiday pay, annual leave, and working time. These regulations will make it easier for employers to calculate holiday entitlement for workers with irregular hours or part-year schedules. They can now choose to calculate holiday entitlement based on a fixed rate of 12.07% of workers’ earnings during any pay period. This change replaces the previous method of using a reference period, which could be impractical due to variable work hours. Additionally, the regulations remove the requirement for employers to keep detailed records of working hours and rest periods, aiming to reduce administrative burdens. The changes also impact the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE), allowing smaller businesses to consult with employees directly during transfer processes, streamlining the procedure for small-scale transfers.

The new laws coming in 2024 are all about making work fairer and safer for everyone. They aim to protect workers and make things easier for employers. It is important for both employers and employees to understand these changes and work together to create a better workplace for all.