Date
Mar 15th 2024
EMPLOYMENT LEGISLATION CHANGES 2024/2025
- Increase in Fines for Employing Illegal Workers. In January 2024, the penalties increased.
- Holiday Carryover. From January 2024, the clarified terms of carryover leave for workers must be applied.
- Working Time Calculation. From January 2024 the impact for employers is alleviated.
- ‘Normal’ Pay Rate for Holiday. From January 2024 the ‘normal’ pay rate for the first four weeks of statutory leave has new inclusions.
- EHRC Guidance on Menopause Support. On 22nd February 2024 guidance to employers, on the legal obligations of supporting colleagues with menopausal symptoms in the workplace was issued.
- Tribunal Fees Reintroduced. Upcoming law. The UK Government confirmed that they intend to reintroduce UK tribunal fees from April 2024.
- Minimum Wage Increase. The minimum wage, also known as National Living Wage, will increase with effect from 1 April 2024.
- Rolled-up Holiday. For holiday years starting on or after 1 April 2024, rolled-up holiday pay will be allowed again for workers on irregular hours and part year contracts.
- Skilled Worker Visa Increase. On 4th April 2024 the minimum salary required for a skilled worker visa increases.
- The Protection from Redundancy (Pregnancy and Family Leave) Act 2023. As of 6 April 2024, this Act expands the current laws.
- Carer’s Leave Act 2023. With effect from 6 April 2024, employees will have a statutory right to unpaid leave to care for a dependant with long term needs.
- Paternity Leave. Regulations are still to be confirmed but it is anticipated that as of April there will be changes.
- Flexible Working. New flexible working regulations will come into force on 6 April 2024.
- Increases to Statutory Parental and Bereavement Payments. As of 8 April 2024.
- Increase to Statutory Sick Pay. With effect from 8 April 2024.
- Employers required to Fairly Allocate Tips. Legally enforceable. This will come into force in Spring 2024.
- TUPE. As of 1 July 2024, the TUPE transfer process will become more streamlined.
- Atypical Working and Predictable Hours and Reform to Zero-Hour Contracts. Will come into effect as of September 2024.
- Worker Protection. In October 2024, legislation will come into effect that introduces a duty on employers to take “reasonable steps” to prevent sexual harassment of their employees in the course of their employment.
- Pensions. Whilst unconfirmed as yet, it is anticipated that at some point this year the pension auto enrolment age limit will drop.
- Neonatal Care. With effect from April 2025, employees will qualify for 12 weeks of leave if their child is receiving neonatal care.
Phone, email, or click below to arrange an appraisal of the relevant aspects of your current HR administration and action any required updates.
Tel 0330 333 4997
info@smeadvisor.co.uk