Business owners and employment practitioners may be aware that several employment law bills were given Royal Assent in 2023 - with many of them expected to come into force in 2024. Here is what you should be preparing for…
Maternity, Adoption, and Shared Parental Leave (Amendment) Regulations 2024
This legislation will extend the period of special protection from redundancy for employees who are on maternity, shared parental, or adoption leave. It empowers the Protection from Redundancy (Pregnancy and Family Leave) Act 2023.
The new regulations come into effect when an employer is informed of an employee’s pregnancy after 6 April 2024. The extension of the protected period will apply to the period after the maternity or adoption leave ends from 6 April 2024. It will also apply to shared parental leave from this date as well.
Flexible Working (Amendment) Regulations 2023
These regulations will eliminate the need for staff members to be employed for 26 weeks before they become entitled to request a flexible working arrangement. As such, this will soon become a day-one right for all employees. This change will become effective on all requests made after the 6 April 2024.
The Carer’s Leave Act 2023
This legislation will provide employees who have a dependant with long-term care requirements the right to take one week of unpaid leave per year. This right is expected to come into force in April 2024.
The Neonatal Care (Leave and Pay) Act 2023
This new piece of legislation will grant the right to request up to 12 weeks of paid leave for employees who have a newborn child admitted to neonatal care. Currently, the implementation date is unknown, however it is expected to come into force before April 2025. This will enable employers and payroll services time to prepare for the change.
The Worker Protection (Amendment of Equality Act 2010) Act 2023
Expected to come into force in September 2024, this legislative amendment will impose a new duty on all employers to undertake reasonable steps in inhibiting sexual harassment within the workplace.
The new law will also cover the issue of an employers’ vicarious liability for the actions of third parties.
The Workers (Predictable Terms and Conditions) Act 2023
This legislation will give temporary, casual, and agency workers the right to request a more standard pattern of work. As such, it will provide these types of employees with the same rights and protection as any other employee. As part of the request, they can ask for set days, hours, and start and finish times for their shifts.
This will impact employers and recruiters as they will no longer be able to rely on the current one-sided status quo, but will now need to create new workable business systems instead.
Free HR and Legal Assistance from the Experts
This article is intended for information purposes only and should not be relied on as legal advice. If you require any further assistance with meeting your new obligations in 2024, please do not hesitate to contact the Quest Advice Line on 01455 852 028.
Quest can also assist with updating your employment contracts and handbooks in line with these changes for further protection.
