UK HR Update 2024

Holiday Pay Regulations (2024):

New regulations starting from April 1, 2024, introduce changes to holiday pay calculations. Employers can use a 12.07% accrual method for irregular hours and part-year workers. Rolled-up holiday pay is allowed for certain workers. A 52-week reference period is permitted for calculating holiday entitlement for irregular hours and part-year workers on long-term sick leave or family leave. Additionally, there will be separate pay calculations for the EU entitlement (4 weeks) and the UK entitlement (1.6 weeks).

Illegal Working Fines (2024):

As of January 22, 2024, fines for illegal working have increased significantly, with penalties now at £45,000 per worker for initial breaches and £60,000 per worker for subsequent violations. Employers can establish a statutory excuse for right-to-work checks using a new code of practice.

Paternity Leave Regulations (2024):

Effective March 8, 2024, fathers and partners can take two one-week non-consecutive blocks of leave within the first year after childbirth or adoption. The notice period for leave has been reduced to 28 days in most cases, and there's the right to change planned leave with 28 days' notice.

Flexible Working Act (2023):

Under the Employment Relations (Flexible Working) Act 2023, workers gain several benefits, including the right to request flexible working from day one, mandatory employer consultation before rejecting requests, and a reduction in decision time to two months. Employees no longer need to explain the impact of requested changes on employers.

Carer’s Leave Act (2023):

Employees are entitled to one week of unpaid leave per year to provide or arrange care for dependents with long-term care needs, which can be taken in days or half-days and does not need to be consecutive.

Redundancy Protection (2023):

The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 offers protection to pregnant employees and those returning from adoption or shared parental leave for up to six months after their return.

TUPE Regulations (2024):

Effective July 1, 2024, the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 will remove the consultation requirement for certain business sizes or transfers involving fewer than 10 employees.

Predictable Working Pattern Act (2023):

The Workers (Predictable Terms and Conditions) Act 2023, expected to come into effect in September 2024, grants workers the right to request a predictable working pattern after 26 weeks of service.

Sexual Harassment Amendment (2023):

The Worker Protection (Amendment of Equality Act 2010) Act 2023, likely effective from October 2024, imposes a duty on employers to prevent sexual harassment in the workplace.

xplorHR can assist employers in adapting to these legislative changes and preparing for upcoming developments