Employment Law: 2024 at a Glance
Legislative change | When do the changes come into force? | Action points for HR |
|---|---|---|
1 January 2024 | Check equality and diversity policy to ensure it is up-to-date with relevant changes.
Update breastfeeding policy or consider introducing one. | |
1 January 2024 | Ensure robust right to work checks in place. Consider an audit of documents already on file. | |
Some changes take effect from 1 January 2024 (e.g. definition of “normal pay” and rules on carry-over).
Others take effect for holiday years which start on or after 1 April 2024 (e.g. the newly defined categories of part-year/irregular hours workers (“Regulation 15F worker”), the accrual system for these workers and the ability to roll-up holiday pay for these workers) | Conduct audit of staff to work out who will be a Regulation 15F worker.
Take advice in relation to the uncertainties in the regulations and how best to approach these.
Carry out necessary consultations with staff/unions to change contracts of employment (allow plenty of time).
Update holiday policies and payroll systems. | |
Spring 2024 | Plan ahead: what overseas workers will you require? Can you make use of current legal framework in place to recruit those workers now (and before more onerous provisions take effect)? | |
8 March 2024 | Update paternity leave policy. | |
1 April 2024 | Make necessary changes to pay rates. | |
6 April 2024 | Update flexible working policy or any template letters (also having regard to new statutory ACAS Code of Practice).
Train managers on how to respond to flexible working requests in line with new rules. | |
6 April 2024 | Update any redundancy policy or family friendly policies as required.
Consider how you will record those employees who are in a “protected period” to ensure compliance with new rules in the event of a redundancy exercise. | |
6 April 2024 | Create a carer’s leave policy. | |
Changes apply to transfers on or after 1 July 2024 | Consider any collective agreements in place and if these are aligned with new changes or if these need to be renegotiated. Consider updating TUPE processes to reflect changes. | |
1 July 2024 | Create written policy on tips. Consider how tips will be distributed under new rules (take advice where necessary). Consider how records will be maintained on distribution of tips. | |
Autumn 2024 | Introduce right to request a more predictable working pattern policy. Train line managers on how to respond to requests. | |
26 October 2024 | Update staff training to ensure all staff understand what is/is not acceptable behaviour.
Update or create a harassment policy. Ensure there is a proper mechanism in place to investigate and respond to concerns (e.g. robust grievance procedure). | |
April 2025 | Create neo-natal leave and pay policy. |
Please get in touch for more information:
