As we journey through 2024, the employment landscape undergoes significant changes. At Macks Solicitors, we understand the importance of staying ahead of these changes. In this article, we will highlight some of the key employment changes taking effect this year.
Flexible Working Rights from Day One
One of the most notable shifts in employment law is the enhancement of flexible working rights. Effective April 6, 2024, the Flexible Working (Amendment) Regulations 2023 grant employees the right to request flexible working arrangements from their first day of employment. This significant change aims to promote work-life balance and accommodate diverse workforce needs, empowering employees to seek flexible arrangements such as part-time hours, remote work, or compressed schedules.
Under these new regulations, employers are mandated to respond to flexible working requests within a tighter timeframe of two months, down from the previous three-month window. Additionally, employees are granted the opportunity to make two statutory requests for flexible working within any 12-month period, a significant expansion from the previous limit of one request.
Empowering Caregivers: The Introduction of Carer’s Leave
The unsung heroes, caregivers, from juggling work commitments to providing essential care for their loved ones, these everyday superheroes deserve a helping hand. That’s where the Carer’s Leave Act steps in, paving the way for a more compassionate and supportive workplace environment.
As of April 6, 2024, the Carer’s Leave Act opens the door to unpaid carer’s leave. Employees will now have the opportunity to take up to one week of unpaid leave per year to provide care for a dependant with long-term care needs. This leave can be applied for from an employee’s first day of employment and can be taken as consecutive, or non-consecutive, half, or full days.
Enhancing Redundancy Protection
The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 provides essential safeguards for employees during redundancy situations. Under current legislation, individuals on maternity leave, shared parental leave, or adoption leave already benefit from special protection. However, effective April 6, this law expands priority status to include pregnant employees and those recently returning from maternity, adoption, or shared parental leave.
National Minimum Wage Increase
Effective April 1, 2024, the National Minimum Wage sees revisions, including the implementation of the National Living Wage for all workers aged 21 and over. The increases are:
- 21 and over – £11.44, an increase of £1.02
- 18-20 – £8.60, an increase of £1.11
- 16-17 and apprentices – £6.40 an increase of £1.12
Contact Us Today
Employment law is constantly changing. As in most years, many changes to Employment Law will affect many employees and workers. Macks Solicitors advise clients on all aspects of employment law, for a free initial assessment of your case call 01642 843 670.
