Employment law changes to expect in 2024

Gillian Hanson CG Professional

We’ve pulled together a few of the key areas to be aware of in the coming year.

The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 – on 1 January 2024

Makes various changes to the following areas of employment law: 

  • Reducing record keeping requirements under the Working Time Regulations 1998 (WTR). 
  • Annual leave and holiday pay calculations, including rules on carry-over, accrual calculations and permitting rolled-up holiday pay (for leave years’ starting after 1 April 2024).
  • Consultation requirements under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE), to remove election requirements in certain circumstances. 

The National Living Wage and National Minimum Wage – on 1 April 2024

Age group   Current rates   From 1 April 2024   
23 and over      £10.42   £11.44   
21 to 22   £10.18   £11.44   
18 to 20   £7.49      £8.60      
Under 18   £5.28      £6.40      
Apprentice£5.28   £6.40

Carer’s Leave Act 20023 - on 6 April 2024

A new day-one right for employees to take up to one week’s unpaid carer’s leave in any twelve-month period, to provide or arrange care for a dependent with a long-term care need. 

The Protection from Redundancy (Pregnancy and Family Leave) Act 2023– expected from 6 April 2024

Extends the right to be offered first refusal of suitable alternative vacancies in a redundancy situation, which will apply during pregnancy and for eighteen months after the birth of a child, or placement of a child (for those taking maternity, adoption or shared parental leave).

The Employment (Allocation of Tips) Act 2023 - expected in May 2024

Will regulate the allocation of tips, to ensure that workers receive tips in full.

The Employment Relations (Flexible Working) Act 2023 – expected in July 2024

Will make changes to the right to request flexible working as follows:

  • Employees can make two flexible working requests (up from one) in any twelve-month period. 
  • Employees are not required to explain what the effects their requested change may have on the employer.
  • Employers will be obliged to consult with employees about their requests. 
  • Employers will have to make a decision within two months (reduced from three months), unless they agree a longer period with the employee. 

Workers (Predictable Terms and Conditions) Act 2023 – expected September 2024

Will give workers and agency workers the right to request more predictable terms and conditions of work. 

The Workers Protection (Amendment of Equality Act 2010) Act 2023 – expected in October 2024

Will introduce a duty on employers to take reasonable steps to prevent sexual harassment of their employees. 

It will also give employment tribunals the power to uplift sexual harassment compensation by up to 25 per cent where an employer is found to have breached the new duty to prevent sexual harassment.

If you have any questions about any of the upcoming legislative changes, please feel free to contact the Employment Team at CG Professional or email me directly at Gillian.Hanson@cgprofessional.co.uk.

Enjoyed this? Read more from Gillian Hanson, CG Professional

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