2024 Employment Law Changes

UK employment law is set to undergo several significant changes in 2024. These changes aim to address a variety of workplace issues and provide greater protection and flexibility for employees. Here’s an overview of the key changes:

  1. National Insurance and Minimum Wage Adjustments: From 6 January 2024, National Insurance rates will be cut by 2% for those earning between £12,570 and £50,270. Additionally, the National Living Wage will increase to £11.44 per hour for people aged over 21 from 1 April 2024. source
  2. Right to Work Fines: Fines for employing someone without the right to work in the UK will triple from £15,000 to £45,000 per illegal worker for first breaches, and to £60,000 for repeat breaches, effective from 22 January 2024. source
  3. Flexible Working Act 2023: This act makes it a day-one right for employees to make two flexible working requests in a 12-month period, coming into force on 6 April 2024. source
  4. Carer’s Leave Act 2023: A new statutory leave entitlement of five working days every 12 months for unpaid carers will be introduced, effective from 6 April 2024. source
  5. Protection from Redundancy (Pregnancy and Family Leave) Act 2023: This extends redundancy protection for 18 months after the birth or placement of a child, starting from April 2024. source
  6. Prevention of Sexual Harassment: Employers now have a statutory duty to take reasonable steps to prevent sexual harassment in the workplace. Breaches of these duties could result in a 25% uplift in compensation claims. source
  7. Holiday Pay and Entitlement: Changes to the Working Time Regulations include a new method to calculate statutory holiday entitlement for irregular hours and part-year workers, starting from leave years beginning on or after 1 April 2024. source
  8. New Legislation on Tips: Expected to come into effect on 1 July 2024, this legislation impacts employers in the hospitality sector by ensuring a fair distribution of tips. source
  9. Request for Predictable Working Pattern: A new statutory right for all workers to request a more predictable working pattern will be introduced around September 2024. source
  10. Enhanced Obligations Against Sexual Harassment: From October 2024, companies must take reasonable steps to prevent sexual harassment of their employees. source
  11. Paternity Leave Rights: Regulations scheduled to come in March 2024 will make changes to the way the statutory entitlement to paternity leave is exercised, including allowing it to be taken in two one-week, non-consecutive blocks. source
  12. Pensions Auto-enrolment: The Pensions Act introduces changes that allow for the minimum age for automatic enrolment to be lowered from 22 to 18 and for the reduction or removal of the minimum earnings threshold, potentially increasing employer contributions. source

These reforms reflect a commitment to enhancing worker protections, increasing flexibility and fairness in the workplace, and adapting to the evolving nature of work. Employers and employees alike should be aware of these changes to ensure compliance and to fully understand their rights and obligations under the new laws.

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