As we bid farewell to another year, it’s natural to look ahead and wonder what lies on the horizon.
Let’s dive into an overview of what we can expect in 2024. From changes in legislation to improvements in employee rights, here’s a glimpse of what’s in store:
January: Working Time Regulations
Get ready for the reintroduction of rolled-up holiday pay and a consolidation of leave entitlements. The EU’s 4 weeks and the UK’s 1.6 weeks will merge into a single 5.6 weeks, among other adjustments.
Good news for businesses with fewer than 50 employees! Transfers affecting less than 10 employees will no longer require consultation with representatives.
April: National Living Wage and National Minimum Wage increases
This year, we’ll see not only wage increases but also an expansion of the Living Wage band to include workers aged 21 and over.
April: Paternity leave and pay
Major changes are on the horizon, allowing for more flexibility in taking the 2-week paternity leave. It can now be taken in one block or split into two, and can be utilised within the year after the birth, rather than within the first 8 weeks.
May: Allocation of tips
Employers will be obligated to pass on tips, gratuities, and service charges in full, without any deductions.
July: Flexible working
The new legislation will make it more employee-friendly, granting a day one right to request flexible working. Employees will have the option to make two requests, and employers will need to consult when declining.
September: Predictable terms and conditions
After 26 weeks of service, all workers will have the right to request a more predictable and stable contract. Additionally, they will be compensated for shifts cancelled at short notice.
October: Sexual harassment
Enhanced protections under the Equality Act will be introduced, with a separate legal obligation on employers to take proactive measures to prevent sexual harassment.
At some point: Carers leave and pay
Employees caring for dependents with long-term care needs will have a new statutory unpaid leave entitlement.
At some point: Non-compete clauses
The length of non-compete clauses will be limited to 3 months.
At some point: Continuity of service
Continuous service will require a break of 4 weeks instead of the current 1 week.
At Petaurum HR, we live and breathe HR policy so YOU can focus on big-picture strategy. Let us monitor emerging requirement updates and craft actionable transition checklists tailored to your situation.
Whether you need help interpreting how new rules apply or communicating changes effectively internally, we’ve got you covered. Let’s connect to explore preliminary steps for avoiding disruption as changes unfold.