In 2024 significant changes in UK labour legislation have come into effect, aimed at improving worker rights and employer responsibilities. These changes present both opportunities and challenges for businesses across the country. Here’s a breakdown of what employers need to know to stay compliant and capitalize on the new regulations.
1. Enhanced Flexible Working Rights:
One of the most notable changes is the enhancement of flexible working rights. Employees now have the right to request flexible working arrangements from day one of their employment, rather than having to wait six months. This includes requests for changes in working hours, times, and locations.
Gov.uk provides a very useful summary here: Flexible working: Overview – GOV.UK (www.gov.uk)
2. Increase in Statutory Sick Pay (SSP)
The government has increased the rate of Statutory Sick Pay, aiming to provide better financial support for employees during periods of illness. The new rate is £116.75 per week, up from the previous £109.40.
3. Introduction of Carer’s Leave
The new legislation introduces a statutory right to carer’s leave. Employees can now take up to five days of unpaid leave per year to care for dependents with a long-term care need.
For additional information on this type of leave please refer to ACAS.org.uk: Carer’s leave – Acas
4. Expansion of Redundancy Protections for Pregnant Employees
Redundancy protections have been expanded for pregnant employees and those on maternity leave. Employers must now offer suitable alternative roles to these employees during a redundancy process, if available.
For expanded explanation visit ACAS.org.uk – Redundancy protection for pregnancy and new parents – Acas
