Employment law update April 2024
There have been several key changes to employment rights, which have come into effect from April 2024. They cover flexible working, family friendly leave, Minimum wage, annual leave & holiday pay and redundancy protection.
To ensure your contracts of employment and staff handbook are up-to-date, please contact us today.
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Carer’s Leave:
- Employees can take one week of unpaid leave per year to care for a dependant with long-term needs.
- Flexibility: Leave can be taken in days or half-days, not necessarily consecutive.
Additional Redundancy Protection:
- Extended protection for employees returning from family-related leave.
- Covers pregnancy period and up to 18 months post-childbirth or adoption.
Paternity Leave and Pay:
- Changes effective 6 April 2024.
- Leave period extended to within 52 weeks of child’s birth/placement.
- Allows leave in two separate blocks.
- Adjustments to notice requirements.
Flexible Working:
- “Day one” right to request flexible working, no longer requiring 26 weeks of continuous employment.
- Employees can make up to two requests per year.
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Annual Leave for Irregular Hours and Part-Year Workers:
- New rules effective 1 April 2024.
- For leave years starting on or after 1 April 2024, employers can choose to use rolled-up holiday pay. This applies to irregular hours workers and part-year workers only.
National Minimum Wage Rises:
- NLW extended to workers aged 21 and over.
- Rates increased across different age groups and apprentice rate:
- 21 and over: £11.44
- 18 to 20: £8.60
- Under 18: £6.40
- Apprentice: £6.40
Rates for Statutory Payments:
- Increase in rates for statutory maternity pay, adoption pay, paternity pay, shared parental pay, and parental bereavement pay.
- Statutory sick pay also increased.
Tribunal Compensation:
- Increased compensation levels for unfair dismissal and breach of employment rights.
