Future Focus: Anticipated Trends in Employment Law for 2024

Anyone dealing with UK employment contracts will be looking ahead to 2024 with anticipation and some trepidation. The coming year holds some changes for employee rights UK that businesses will need to keep in mind.

Changes in legislation will have major implications for both HR departments and workers themselves. They will encompass, among others:

·         Changes to holiday pay

·         Minimum wage increases

·         Flexible working rights

·         Maternity leave and pregnancy redundancy protections

·         Rights for carers in the workplace

·         Harassment and bullying policies

·         Prevention of sexual harassment at work

Increased Pay For Minimum Wage Workers

2023’s Autumn Statement announced an increase in the UK’s National Living Wage of almost 10%. From 1st April 2024, it will go up to £11.44 from £10.42 per hour. A significant change for 2024 will be that this time, the increase will cover workers aged 21 and 22. Those aged between 18 and 20 will also see an increase to £8.60 per hour.

Changes To Holiday Pay

For those working irregular hours and part-time, holiday pay entitlement calculations have been reformed. The calculation will now be 12.07% of the hours worked within a pay period.

Improved Rights For Carers And During Pregnancy

Although not yet been passed into law, 2024 is likely to see a second reading of the Miscarriage Leave Bill. If it receives Royal Assent it will introduce a period of three days paid leave for anyone experiencing a miscarriage. At present, there is no legal entitlement to paid leave for the loss of a baby before 24 weeks.

Having already received Royal Assent, the Carer’s Leave Act will probably become law in April. It will permit workers who also have caring responsibilities to take a minimum of a week of unpaid leave annually. It covers:

·         Anyone caring for a dependent or illness lasting over three months

·         Anyone caring for someone elderly

·         Anyone caring for someone with a disability under the Equality Act 2010

There is no minimum service requirement to qualify for this right, unlike many rights, eg being able to claim unfair dismissal which requires two years of continuous service in most cases. The Act stipulates that the Secretary of State must produce regulations which will govern the implementation of this Act in practice and that when this happens more details will become available.

Greater Flexibility For Workers

Workers nationwide will enjoy more flexibility from 2024 over when and where they work. Requests for flexible working must be considered, and reasons must be given before rejection. Workers will be able to request to work:

·         Term time

·         Part-time

·         Flexi-time

·         With adjustable finish and start times

·         With compressed hours

Seeking Employment Law Advice In London And Southeast England

For those running a business, having the right advice regarding UK employment contracts is crucial. Seeking guidance from a UK employment advocate specialist couldn’t be more important. Robin Robison Ltd is an employment law specialist in London & Southeast of England that you can trust.

You may be wondering why to choose Robin Robison as your preferred UK employee rights lawyer. The firm is leading the way in specialist employment law services. Unlike many other lawyers, Robin Robison is solely an employment lawyer in London and Southeast England. The firm handles only employment-related matters ranging from employee misconduct to cases of unfair dismissal.

Contact Robin Robison today to find out more and to prepare your business for 2024’s employment law changes.