From April 2024:
New holiday entitlement and pay rules for irregular hours and part-year workers, for leave years beginning from 1 April 2024
Carer’s leave – New statutory entitlement to one week’s unpaid leave each year for employees who have a dependant with a long-term care need.
6 April 2024:
Paternity leave – Under the new rules, that apply to babies expected to be born after 6 April 2024 and children expected to be placed for adoption from 6 April 2024, new parents can take statutory paternity leave at any stage in the first year and can split their leave into two separate blocks of one week.
Greater redundancy protection – The current protection (that during the maternity leave period, employees must be offered a suitable alternative vacancy, where one exists) is being extended to include pregnant women (from when the employee informs their employer they are expecting a baby) and new parents (until 18 months after the birth).
From July 2024:
TUPE – New TUPE consultation rules for smaller organisations (50 or fewer employees) and smaller transfers, for transfers taking place from 1 July 2024.
From September 2024:
Requesting predictable working pattern – New statutory right for workers and agency workers to request a predictable working pattern.
From October 2024:
Sexual harassment – new duty on employers to take reasonable steps to prevent sexual harassment of their employees. The Equality and Human Rights Commission has confirmed that the Sexual harassment and harassment at work: technical guidance and the Employment: Code of Practice will be updated to accompany the new legislation.
Source: Lexology
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
