Essential Employment Law Updates for April 2024: What You Need to Know

Author: Caroline Banwell, HR and Legal Consultant

BAND HR consultant Caroline Banwell offers a concise update on the significant employment law changes for April 2024.

Flexible Working Rights
Starting April 2024, the right to request flexible working will expand slightly. Previously available after a period of employment, this right will now be accessible from day one on the job. Additionally, employees will be allowed to make two requests per year.

Holiday Pay Calculation
Another notable update is the return of rolled-up holiday pay. This method mainly benefits those working irregular hours or seasonal terms, such as term-time only positions. Employers will once again calculate holiday pay at 12.07% of regular earnings, providing clarity and consistency in managing holiday entitlements.

Paternity Leave Adjustments
The regulations surrounding paternity leave have also been revised. Fathers can now split their two weeks of paternity leave and use them anytime during the child’s first year.

Redundancy Protection for Family Leave
Significant enhancements have been made to protect employees on family leave or those who are pregnant and facing redundancy situations. These employees will now receive priority in being offered alternative employment, aligning their protection with those on maternity leave. This redundancy protection extension applies until the child is 18 months old.

Introduction of Carers’ Leave
A new provision, carers’ leave, will also be introduced, allowing employees to take up to a week of unpaid leave annually to care for dependents.

Conclusion
If you have any questions about these changes, need assistance updating your handbooks, or require detailed guidance on navigating these new laws, please don’t hesitate to contact our expert team at BAND. We are here to help ensure that your business not only complies with these laws but thrives under them.

Contact us at hello@weareband.co.uk for tailored advice and support.