In April 2024, the UK introduced significant changes to employment laws that could impact your compliance strategies. However, staying compliant is not always easy. Laws and legislation can be confusing and not always readily communicated. Staying updated with UK employment law is crucial to avoid legal complications and ensure a fair workplace.
Why Staying Compliant with UK Employment Law is Crucial
Remaining compliant with UK employment law changes in 2024 is essential for several reasons:
- Legal Obligations: Failure to comply with updated laws can result in legal actions, fines, and penalties.
- Employee Trust: Compliance builds trust and transparency, ensuring employees feel secure and valued.
- Operational Efficiency: Adhering to regulations streamlines processes and reduces the risk of disputes.
However, keeping up with the ever-evolving legal landscape can be challenging. Workforce management solutions can assist by automating compliance-related tasks, tracking legal updates, and ensuring your policies and procedures are up-to-date.
Here’s an overview of the key employment law changes in 2024 and how they affect your compliance efforts.
Expanded Flexible Working Rights
The Employment Rights (Flexible Working) Act 2023 allows employees to request flexible working from their first day of employment. Employees can make two requests per year, and employers must respond within two months, providing a valid reason for any refusal (CIPD) (Commons Library).
Businesses need to update their flexible working policies to comply with these changes. Solutions that can facilitate this process by making policy updates easily accessible to all employees. WFM systems can also streamline the handling of flexible working requests, ensuring they are tracked, responded to promptly, and stored for compliance. Additionally, automated scheduling tools can help create schedules that accommodate various working patterns without compromising operational efficiency. Daniel Lewis, CEO of LegalOn Technologies, emphasizes the importance of adapting to the new flexible working regulations: “The Employment Rights (Flexible Working) Act 2023 marks a significant shift in the employment landscape, granting employees the right to request flexible working from day one. Employers must proactively update their policies and procedures to accommodate these changes, ensuring they not only comply with the law but also foster a supportive and adaptable work environment. Embracing these reforms can lead to increased employee satisfaction and retention, ultimately benefiting the organization’s overall performance.
Introduction of Carer’s Leave
Updates to the Carer’s Leave Act grant employees up to one week of unpaid leave per year to care for a dependent with a long-term care need, effective from their first day of employment. This leave applies to those caring for a spouse, civil partner, child, parent, or other dependents (Commons Library)
You may need to Update leave policies to include a carer’s leave if necessary. A’ leave management module can track such leave, ensuring accurate record-keeping and compliance with the new law. Communication about these new rights can be efficiently handled through the employee self-service portal. Solutions forecasting and scheduling tools can also help plan for potential absences, ensuring adequate staffing even when employees take carer’s leave.
Enhanced Protection from Redundancy
The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 extends the period during which employees are protected from redundancy. Previously, this protection only applied during maternity, adoption, or shared parental leave. Now, it begins from the moment an employee notifies their employer of their pregnancy and continues for 18 months after the birth or adoption of a child (Commons Library) (legislation.gov.).
Tracking the status of protected employees and managing the process of offering suitable alternative roles is essential. WFM Solutions can help businesses track these employees, manage and document the process of offering suitable alternative roles, and provide necessary training materials to HR and management on these new protections to ensure compliance.
National Minimum Wage Increase
From April 2024, the National Minimum Wage will increase. Workers aged 21 and over will receive £11.44 per hour, up from £10.42. Younger workers and apprentices will also see increases in their hourly rates (GOV.UK)
Businesses must update their payroll systems to reflect the new wage rates. Solutions like ShopWorks can be updated to calculate the correct pay automatically, helping businesses avoid potential legal issues and penalties. Additionally, budgeting and forecasting tools can help predict and manage the financial impact of these wage increases. Communicating these changes to affected employees can be efficiently done through a self-service portal.
Ban on Withholding Tips
The Employment (Allocation of Tips) Act 2023, effective from July 2024, prohibits employers from withholding tips from their staff. Employers must have clear policies on tip distribution and maintain records for three years (GOV.UK).
Policies must be revised to comply with this new law. WFM Solutions can assist by documenting and managing tip distribution policies. They can also maintain accurate records of tip allocations to ensure compliance. Providing employees with access to their tip distribution records enhances transparency and trust .
Right to Predictable Working Patterns
From September 2024, employees with irregular working hours can request more predictable working patterns. This right applies to workers on zero-hour contracts, who can make requests after 26 weeks of service. Employers must accept these requests unless there are valid legal reasons to refuse (Legislation.gov.uk) (GOV.UK).
Automating the creation of more predictable schedules based on employee requests is beneficial. WFM can help track and manage these requests, ensuring timely and compliant responses. Predictive analytics can help forecast and plan for changes in staffing patterns, ensuring efficient business operations.
Duty to Prevent Sexual Harassment
The Worker Protection Act, expected to come into force in October 2024, requires employers to take proactive steps to prevent sexual harassment in the workplace. This includes implementing policies, providing training, and creating a safe reporting environment. (CIPD) (legislation.gov)
Implementing and managing anti-harassment policies is essential. Solutions can provide training and reporting mechanisms to ensure a safe and compliant workplace. Maintaining records of all training and policy acknowledgements ensures compliance during audits.
Preparing for the Changes
Employers should take several proactive steps to navigate these changes successfully. It is crucial to review and update all workplace policies to ensure they comply with the employment law changes in 2024. Providing comprehensive training modules to HR and management teams ensures all team members understand their roles in compliance and employee support. Communicating with employees about their new rights and any changes to company policies is vital.
Regularly reviewing practices and tracking compliance helps businesses stay updated with the new regulations. Periodic audits ensure all processes align with the new laws and facilitate maintaining detailed records and providing necessary documentation.
These employment law updates mark a significant step forward in modernising employment practices in the UK. They reflect the evolving needs of the workforce and aim to create a fairer, more flexible, and more supportive work environment for all. These updates align with the government’s efforts to protect workers and provide businesses with the opportunity to enhance their operational efficiency and employee satisfaction through proactive compliance and management practices.
