As 2023 draws to a close now’s the time businesses need to reflect on what’s working well for them and their people, keep doing the good stuff and look to what’s needed for an even better 2024. There’s a lot of new employment law legislation coming into play in 2024, are you ready?
Reflecting on 2023
2023 has been in parts challenging, there is a shortage of candidates with the right skills, that coupled with employees increasing demands means attracting and keeping your employees has never been more important.
What’s in store for 2024?
The key HR challenges will be:
- Recruitment & retention
- Wellbeing & mental health
- Hybrid working
- AI
What legislation is changing in 2024?
- Employment Relations (Flexible Working) Act 2023 – this will see changes to some of the rules for statutory flexible working requests, including implementing the day one right to request flexible working. This will come into effect on 6th April 2024.
- Carer’s Leave Act 2023 – new rights for employees with caring responsibilities for dependents with a long-term care need. This will come into effect on 6th April 2024.
- Neonatal Care (Leave and Pay) Act 2023 – will provide parents whose babies need neonatal care after birth with up to 12 weeks’ neonatal care leave (likely to be April 2025).
- Protection from Redundancy (Pregnancy & Family Leave) Act 2023 – this provides greater protection against redundancy during pregnancy and for six months after return to work from maternity leave as well as certain other family-related leave. This will come into effect for pregnancies informed on or after 6th April 2024.
- Worker Protection (Amendment of Equality Act 2010) Bill – a duty on employers to take reasonable steps to prevent sexual harassment of their employees in the course of their employment (likely to be October 2024).
- Workers (Predictable Terms and Conditions) Act 2023 – gives workers, including agency workers and zero hours workers, the right to request a predictable working pattern (likely to be September 2024).
- The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 – legislation on holiday pay and entitlement, including calculating pay and entitlement for irregular workers based on their actual hours worked. This will come into force on 1st January 2024 and applies to holiday years beginning on or after 1st April 2024 (meaning if your holiday year runs from January 2024, you’ll have a little longer to prepare).
These legislative changes will mean that current policies and procedures will need to be reviewed and amended to ensure they and you as a business comply. Whilst some of the dates are only indicative it’s always better to be on your front foot and be prepared.
If you need help and support with any of these areas, here at Peach Law, we can offer ongoing or ad hoc HR support and training to ensure your business is ready for the challenges ahead.
? hello@peachlaw.co.uk
? Connect with us on LinkedIn – Peach Law (HR & Employment Law Specialists)
? 0161 478 3800
