| W.E.U Admin | Workplace Wellbeing
Governments have introduced several changes in employment legislation that employers and employees should be aware of. This article provides a summary of the key updates effective in 2024. For a comprehensive overview, see our detailed guide.
Streamlining TUPE Consultations
For TUPE transfers taking place on or after 1 July 2024, small businesses with fewer than 50 employees—and those of any size transferring fewer than 10 employees—can consult directly with transferring employees if no employee representatives exist. This simplifies the consultation process, saving companies time and money. Learn more about TUPE consultation changes.
Redundancy Protection
Effective 6 April 2024, employers must offer suitable alternative employment, if available, to an extended category of employees as part of any redundancy process. This obligation covers employees who are pregnant, have recently suffered a miscarriage, or are on family leave (including maternity, adoption, or shared parental leave) for up to 18 months from the expected week of childbirth or placement. Companies should update relevant policies to reflect these new requirements.
Holiday Pay for Atypical Workers
From 1 April 2024, organisations can pay atypical workers an additional sum for holiday pay at each payment date, regardless of holiday taken. If your holiday year renews in April, you can implement this immediately. For further details, review the Supreme Court holiday pay ruling.
Carrying Over Annual Leave
As of 1 January 2024, workers can carry forward annual leave if they haven’t taken it due to family or sick leave. Any outstanding leave after a period of sick leave must be used within 18 months. Going forward, employers should keep detailed leave records, offer reasonable opportunities to take leave, and clearly communicate that untaken leave may be forfeited to avoid future complications.
Enhanced Obligations Against Sexual Harassment
From October 2024, employers must take reasonable steps to prevent sexual harassment during employment. Practical measures include:
- Regular, tailored anti-harassment training
- Clear reporting policies and procedures
For best practices, see our guide on harassment prevention.
Flexible Working From Day One
From July 2024, employees can request flexible working from the first day of employment. Employers must:
- Consider requests and provide reasons for any refusals
- Respond within two months
- Allow two requests per year
Employees are no longer required to explain the impact on the business. Update your flexible working policy ahead of this change.
Predictable Working Hours
Starting September 2024, workers with unpredictable schedules can request predictable working hours, including days and times. Employers must respond within one month and handle requests reasonably. If applicable, review your contracts and shift patterns to prepare for this obligation.
Carer’s Leave
Effective 6 April 2024, employees can take up to one week of unpaid carer’s leave for a dependent with long-term care needs. Employers cannot request evidence or refuse the leave, though it may be postponed. Ensure your policies and record-keeping systems reflect this new right.
Expanded Paternity Leave Rights
From March 2024, new regulations will allow fathers and partners to take statutory paternity leave in two non-consecutive one-week blocks and adjust notice and evidence requirements. Stay prepared by reviewing your parental leave policies.
Capping Non-Competition Clauses
The government intends to limit post-employment non-compete clauses to a maximum of three months. While no specific date is set, monitor legislative updates for any forthcoming bills on this topic.
Article by Emma Williams, Employment Associate, and Nicole Akinyemi, Trainee Solicitor, at Katten Muchin Rosenman UK
workersofengland.co.uk | Independent Workers Trade Union
This Article is Tagged under:
Legislation, Updates
