Which employment laws are changing from April 2024?

2024 is shaping up to be a significant year for employment law changes, impacting small businesses across many areas.

Tina Holt, HR consultant at RfM Transform has put together a breakdown to help you prepare for immediate flexible working rights, the new Carer's Leave Act, and enhanced redundancy protections for parents.

Ensure your business remains compliant and forward-thinking in its HR practices.

Flexible Working Right From Day One

New employees will no longer have to wait 26 weeks to request flexible working. This immediate eligibility means businesses must review and adjust their flexible working policies promptly.

‘Flexible working’ refers to working patterns or hours, including part-time, flexi-time, term time, compressed hours and adjusting start and finish times, and location; for example, working from home (WFH) and hybrid options.

Unpaid Leave For Carers

The new Carer’s Leave Act introduces a right for employees to take unpaid leave to care for dependents, from their first day. Businesses need to recognise and support employees’ responsibilities outside of work.

The Carer’s Leave Act 2023 came into force on 6 April 2024, providing all carers in employment with a new statutory right to take five days of unpaid leave from work each year to fulfil their caring responsibilities.

Enhanced Redundancy Protections For Parents

Ensuring new parents are not unfairly targeted during redundancies, the law now provides better protection for pregnant employees and those returning from maternity or paternity leave.

The 2024 updates to employment law offer enhanced protections for expectant mothers and new parents, extending the period during which they're shielded from redundancy.

From the moment an employee announces their pregnancy to their employer, they enter a protected period that now extends up to 18 months after giving birth, or in the case of adoption, from the child's placement date. This doesn't prevent redundancy but prioritises these employees for alternative positions during this time.

Businesses must stay informed and prepared for changes to avoid legal pitfalls, including potential claims of unfair dismissal, which can carry significant financial and reputational consequences. This simplification aims to encapsulate the essence of the updated legislation without directly replicating specific legal texts.

At RFM Transform we understand the complexities these HR changes can bring, however, we also see the immense value in creating a work environment that is not only legally compliant but is genuinely supportive of every team member's needs.

If you’d like to know more about how these changes affect your business or if you're seeking guidance on updating your internal policies, our HR team is here to help. Let's make sure your business is not just prepared for 2024, but positioned as a leader in employee welfare and staff satisfaction.

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