Employers will have a lot to keep track of in 2024, including the outcomes of a UK General Election
Over the next few months, a number of significant changes to employment law are likely to be implemented or announced by the UK government.
However, in many cases, the timelines are not yet finalised. Nor do we have a date for the General Election, and a possible victory by the Labour Party, which has committed to introduce a new Employment Rights Bill within its first 100 days.
Obviously, the results of the election remain to be seen, as do the precise contents of the Labour Party’s more detailed manifesto. What we do know, however, is that 2024 (and 2025) will bring significant change, and our Employment Law team can help you navigate it.
Expected in 2024
Some changes have already passed through Parliament and are pencilled into the calendar for 2024.
Protection from Redundancy (Pregnancy and Family Leave) Act
Extends redundancy protection to 18 months after birth. This protection is also extended for adoption and shared parental.
Carer's Leave Act
Provides unpaid carers with a statutory right to up to a week’s unpaid leave annually to care for a dependant.
Employment Relations (Flexible Working) Act
Makes changes to the regime for employees to request permanent changes to their working pattern and arrangements.
On the horizon
Also expected, though dates are not available at the time of writing, are changes to paternity leave; neonatal care leave; employers’ duties in relation to harassment and bullying; and the permitted length of non- compete clauses, among others.
The government has also proposed amendments to the Working Time Regulations (e.g. simplifying the calculation of holiday pay and annual leave) and the TUPE Regulations, as part of its ongoing review of EU-derived laws.
New Deal for Working People
Speaking to the Trades Union Congress (TUC) in the autumn, Deputy Labour Leader Angela Rayner committed to a New Deal for Working People, including day one basic rights, a ban on zero-hours contracts, an end to fire-and-hire, and strengthened sick pay.
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