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Employment Law 2024: What You Need to Know

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What’s happening?

As 2024 brings a number of notable changes to Employment Law, we’re here to keep you informed. This table summarises the new and upcoming legislative developments. We will be posting further updates as the changes come into force and will update this timeline as the year progresses.

ChangeDate of ImpactStatus
Changes to holiday pay definition & carry over rules for ‘regular’ workers.1 January 2024Certain (see our article)
Legislation consolidating EU case law relevant to Equality Act 20101 January 2024Certain
Increase to civil penalties for illegal working13 February 2024Certain (see the announcement)
Last day for employees to take leave carried over under the Covid-19 rules31 March 2024Certain (see our article)
New holiday pay entitlement and calculation for Irregular-Hour and Part-Year workers. New carry over rules for these workers also come into forceHoliday years starting on/after 1 April 2024Certain (see our article)
Removal of the existing National Minimum Wage exemption for domestic live-in workers1 April 2024Certain (see our article)
New minimum wage rates come into force1 April 2024Certain (see the announcement)
Extended redundancy protection for those returning from maternity, adoption or shared parental leave6 April 2024Certain
New paternity leave rules, including that fathers can take leave at any time in the first year of birth.6 April 2024Certain
New “day 1” right entitling employees to one week of unpaid carers’ leave6 April 2024Certain
Expansion of rights to request flexible working, to a day one right.6 April 2024Certain
Flexible Working: ACAS Code of Practice6 April 2024Certain
Dismissal & Re-engagement: Government Code of PracticeSummer 2024Very Likely (in draft)
TUPE consultation rule allowing direct consultation with employees in certain circumstances applies to transfers1 July 2024Certain (see our article)
Government code of practice fair on tip allocation comes into force1 July 2024Certain (see our article)
Workers with atypical working patterns can request a predictable working patternSeptember 2024Very likely (Acas Code of Practice in draft) (see our article)
Employers’ proactive duty to prevent sexual harassment comes into force26 October 2024Certain
Introduction of a fee (£55) to bring an employment tribunal claim or appeal.November 2024Possible (awaiting outcome of consultation)
New right to paid neonatal care leave and related statutory payApril 2025Probable (Act passed but no regulations yet)
Restriction of non-compete clauses to 3 months2025Uncertain (see our article)

What should you do?

Prepare: Familiarise yourself with the upcoming changes. You can use the hyperlinks in the table to read our previous articles on some of these changes. Consider reviewing and updating your policies in advance of the changes coming into force.

Stay Tuned: We will continue to publish more detailed articles as the changes come into effect so stay tuned for the latest updates. We’ll also be holding a FREE webinar later this month in which we’ll discuss the impact of these changes.

Diarise: As the changes will come into effect on different dates, we would recommend diarising these to ensure you stay on top of your obligations.

Take Advice: If you are unsure whether any of the changes will affect your organisation, please reach out to one of our team who can advise you on how the new law may impact you.

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