In 2024, the landscape of employment law in the United Kingdom is undergoing significant transformations, impacting both employers and employees alike. These changes bring about crucial adjustments that necessitate a thorough understanding to ensure compliance and smooth operations within the workplace.
Here are some of the significant changes that are expected to take place in the UK employment law in 2024.
Enhanced Protections and Flexibility
- Minimum Wage Changes (Effective April 6th, 2024):
- The National Living Wage (NLW) for workers aged 21 and over increases significantly from £10.42 to £11.44 per hour. This change reflects the rising cost of living and ensures fair compensation for employees.
- The minimum wage for 18-20-year-olds also climbs to £8.60 per hour, recognising their growing contribution to the workforce.
- Right to Request Flexible Working (Effective: 6 April 2024)
- The introduction of a “day one right” empowers employees to request flexible working arrangements from their very first day of employment. This change removes the previous requirement of 26 weeks of continuous service, significantly increasing access to flexible work arrangements.
- Employees can submit two flexible working requests per year, allowing them to adapt their work schedules to changing family needs, personal circumstances, or disabilities.
- Employers have a two-month window to respond to requests and are legally obliged to consider them seriously, providing clear and specific reasons for any rejections. This ensures a fair and transparent process for both parties.
- Increased Fines for Right-to-Work Offences (Effective April 6th, 2024):
- To deter illegal working practices, the government has significantly increased fines for Right to Work offences. Employers found employing individuals without the legal right to work in the UK will now face fines of up to £45,000 per illegal worker, compared to the previous £15,000.
Supporting Families
- Statutory Carer’s Leave (Effective April 6th, 2024): Recognising the valuable role of carers, the government is introducing five days of unpaid statutory carer’s leave per year. This leave is intended to assist employees who need to care for dependents with specific needs.
- Statutory Neonatal Care Leave (Expected April 2025): To support new parents during their child’s early stages, the government is expected to introduce statutory neonatal care leave in April 2025. This leave will allow eligible parents up to two weeks of leave within the first 52 weeks of their child’s birth.
Advice for employers regarding the UK Employment Law
- Review and update policies: Ensure your company policies on minimum wage, flexible working, parental leave, and Right to Work procedures are updated and compliant with the new regulations.
- Embrace flexibility: Develop a clear and transparent process for handling flexible working requests, fostering a culture that supports work-life balance and attracts top talent.
As we navigate the complexities of the evolving employment law landscape in 2024, employers must stay abreast of these changes and adapt their practices accordingly. By prioritising compliance and fostering an inclusive workplace culture, organisations can mitigate risks and unlock the full potential of their workforce.
Our team of experienced employment law experts at Davenport Solicitors can provide the right solutions to meet your organisation’s needs and objectives and help you understand 2024 UK employment law changes.
Contact us today at www.davenportsolicitors.com or give us a call at +44 020 7903 6888 to book a consultation with us.
