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  • Writer's pictureCaroline Wood

Employment Law Changes We May See in 2024

Updated: Mar 13

Change spelt on dice
Employment Law Changes We May See in 2024

As me mentioned in our last post, Changes in Employment Law - 2024, it is an interesting year for Employment Law, as not only do we have a number of changes coming into force - but there a lot of proposals on the cards too.


We've picked some key proposals that are awaiting decisions below, all of which may effect your business.


Like everything else HR & Employment Law related, if you need to speak to someone about how these changes will effect your business, please contact us.



 

1. Fire and re-hire

  • A new statutory code of practice on fire and re-hire will be introduced. It will set out the expected procedure for employers to follow when contemplating dismissals for employees who do not agree to change their terms and conditions


2. Bullying

  • The Bullying and Respect at Work Bill

  • Proposes to introduce a statutory definition of bullying and the ability for employees to bring a standalone claim for bullying in tribunal


3. Redundancy and pregnancy

  • Draft regulations – expected Implementation date 6th April 2024

  • The Maternity Leave, Adoption Leave and Shred Parental Leave (Amendment) Regulations 2024 are expected to come into force with effect from 6 April 2024 – the changes won’t actually take effect until the regulations take effect

  • Protection from Redundancy (Pregnancy and Family Leave) Act 2023 – pregnant employees will be entitled to enhanced treatment during a redundancy exercise from the point they tell their employer they are pregnant and continuing until 18 months after the birth

  • Will apply to adoption and shared parental leave as well


4. Neonatal care leave

  • No draft regulations yet – expected implementation date April 2025 at the earliest

  • Neonatal Care (Leave and Pay) Act 2023

  • Parents of babies who are admitted to hospital before 28 days old for at least one week will get a maximum of 12 weeks leave paid at the statutory rate in addition to maternity and paternity leave

  • It is applicable to parents (and others with a personal relationship) of babies who are receiving neonatal care (which starts within a period of 28 days beginning with the day after the birth).

  • The neonatal care must have continued without interruption for at least one week.

  • Neonatal care is currently undefined and will be defined within the regulations, it may be more technical than being admitted to hospital


5. Pensions

  • Regulations not yet been published yet and consultation is going to be required first

  • The lower earnings threshold will be removed

  • The Pensions (Extension of Automatic Enrolment) Act 2023 proposes to lower the age for auto-enrolment from 22 to 18


6. Strikes and minimum service levels

  • Regulations not yet published

  • Strikes (Minimum Service Levels) Act 2023

  • Key services including education will need to provide a minimum service during a strike to be lawful

If you would like any further information on this article, or would like to discuss your employment law and HR matters, please don’t hesitate to contact at hello@alphr.uk and we will be delighted to help you.

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