In this blog, we'll be exploring with you the significant changes that you should be aware of in the coming year which will help you to keep on track.

So here's the lowdown.  We hope you're siting comfortably!

1 January 2024 - The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 - These changes will impact holiday pay and annual leave, working time and rights/obligations under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE).

Whilst this legislation has come into effect from 1 January 2024, it is important to note the specific timelines as detailed in the section below.‍

- 1 January 2024 - Working Time - This change removes the requirement for employers to keep records relating to working hours and rest periods. However, as employers will need to demonstrate compliance with the regulations in other ways, it is not clear at present what the real impact of this change will be.

- 1 April 2024 - Holiday and Holiday Pay - This change will impact on the way in which irregular hours workers and part-year workers holiday and holiday pay is calculated. This is a particularly complex area so we will be dedicating a blog specifically to this topic soon so watch this space.

- 1 July 2024 - TUPE - This will allow businesses with less either less than 50 employees, or transfers involving less than 10 employees, to consult with employees directly, and not undertake collective consultation as part of the transfer process.

‍6 April 2024 - Employment Relations (Flexible Working) Act 2023 - Under this legislation, employees will have the right to request flexible working from day one of employment (rather than after 26 weeks which is the position currently) and will also be able to make 2 requests in any 12 month period, up from one.  Employees will no longer have to explain the effect of the change requested, as they do currently, and employers will have to make a decision on a request within 2 months (rather than 3).

‍6 April 2024 - The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 - This will increase the current laws protecting pregnant employees or those on, or returning from, maternity/adoption/shared parental leave facing redundancy.  The new legislation offers enhanced protection to include pregnant employees, from the moment they notify their employer of their pregnancy, through to 18 months after childbirth.

‍6 April 2024 - Carer’s Leave Act 2023 - This legislation will grant a new entitlement of one week of unpaid leave annually for employees who care for dependants with long term needs. This right to leave will be available to all employees from day one of employment.

‍Expected to come into force in September 2024 - The Workers (Predictable Terms and Conditions) Act 2023 - This legislation will increase protections for workers by introducing a right for workers and agency workers to request more predictable terms and conditions of work.

‍October 2024 - The Worker Protection (Amendment of Equality Act 2010) Act 2023 - This legislation will amend the Equality Act 2010 to introduce a duty on employers to take “reasonable steps” to prevent sexual harassment of their employees. This means that employers will have a new, proactive duty to prevent sexual harassment in the workplace and the aim of this legislation is to place greater responsibility on employers to make their workplaces safer for all staff.

‍Expected to come into force in April 2025 - The Neonatal Care (Leave and Pay) Act 2023 - This legislation will grant parents of new born babies who are hospitalised in their first 28 days of life for 7 days or more, the right to take neonatal leave and pay for up to 12 weeks.

For our customers who are already benefiting from fantastic Cloud based HR software solution (HR Pulse), our HR documents and processes will be updated to reflect any changes in current employment legislation.

If you're not already one of our lovely customers, please feel free to get in touch to discuss how we can help you by clicking on the 'Get in Touch' button above.