UK Employment Law Changes in 2024: A Brief Overview

1. Neonatal Care (Leave and Pay) Act

• Employees now have a day-one right to 12 weeks of leave if their child is in neonatal care.
• Neonatal care pay requires a minimum of 26 weeks' service.
• Leave can be taken in individual days or half days.
• Neonatal care must start within 28 days of birth and last at least seven days.
• Leave must be taken within 68 weeks of the child's birth.

2. Carer's Leave Act

• Effective April 6, carers can take one week's unpaid leave per year to care for a dependant with long-term needs.
• Leave can be taken in individual days or half days.

3. Employment of (Allocation of Tips)  Act

• Effective next year, this Act ensures fair allocation of tips and service charges among all workers.
• Employers must have a written policy on tips and keep records for three years.

4. Protection from Redundancy (Pregnancy and Family Leave) Act

• Effective April 6 extends protection to pregnant employees and those returning from maternity, adoption, or shared parental leave.
• Offers the right to a suitable alternative role before redundancy, with preference.

5. Workers (Predictable Terms and Conditions) Act

• Expected in September 2024, grants a statutory right to request a predictable working pattern.
• Covers workers, including agency and zero-hours workers, on fixed-term contracts of 12 months or less.

6. Employment Relations (Flexible Working) Act

• Fully effective on April 6, enhances flexible working rights.
• Allows employees to make two formal flexible working requests in a 12-month period.
• Day-one right starting April 6, 2024 (before, 26 weeks' continuous employment required).

7. Worker Protection (Amendment of Equality Act 2020) Act

• Expected from October 2024, places a statutory duty on all employers to prevent sexual harassment in the workplace.
• Failure to take reasonable steps may result in enforcement by the Equality and Human Rights Commission.
• Successful tribunal claims subject to a compensation uplift of up to 25 percent.

Key Note:

• Business owners and HR managers are advised to stay updated on new legislation, considering the implications for their organization promptly.
• Understanding and implementing these changes not only reduces legal risk but also promotes fairness and well-being in the workplace.

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