Key Employment Law Updates Starting from April 2024

Starting April 2024, employment laws in the UK are changing significantly. This brings both challenges and opportunities for both employers and employees. It's essential to understand these changes to ensure a fair and compliant workplace. So, let's explore the key amendments in the latest legislation and see what they mean for everyone involved.

New Carer's Leave Act

The Carer's Leave Act, effective from April 6, 2024, has undergone significant enhancements to support employees with caregiving responsibilities. It now allows eligible employees up to four weeks of unpaid leave annually, a substantial increase from the previous entitlement. This extension acknowledges the growing demands on carers and aims to provide them with necessary time off without jeopardising their jobs. 

Additionally, employers are now required to consider flexible working requests from employees with caring duties. These changes underscore a societal recognition of carers' invaluable contributions and ensure their rights are upheld in the workplace.

Flexible Working Changes

Recent changes in flexible working legislation bring significant shifts to how employers and employees approach work arrangements. With new legislation expanding rights to request flexible working, employees now have greater flexibility in managing their work-life balance. Under the updated regulations in the Employment Rights (Flexible Working) Act 2023 :

•  Employees can request flexible working arrangements from the onset of their employment, rather than having to wait for 26 weeks.
• Employees can now submit up to two requests annually for flexible working arrangements. Employers must now respond to these requests within two months, down from the previous three-month deadline.
• Employers are now obligated to provide reasons for denying any flexible working requests, while employees are no longer required to justify the impact of their request.

Updated Paternity Leave Regulations

The Paternity Leave (Amendment) Regulations 2024 introduce significant adjustments to paternity leave entitlements, providing employees with more flexibility and options. Both employers and employees must be aware of the following changes in legislation:

• Eligible employees can now split their two weeks of statutory paternity leave into two separate one-week blocks.
• Paternity leave can be taken at any time within the first year after the child's birth, rather than within the previous eight-week limit.
• Notice requirement for each week of leave is reduced to 28 days from the previous 15 weeks.
• Employees still need to give notice of their upcoming entitlement 15 weeks before the expected date of birth.

These changes aim to enhance work-life balance and support employees in fulfilling their parental duties effectively.

Safeguarding Pregnant Employees from Redundancy

The Paternity Leave (Amendment) Regulations 2024 not only bring about changes to paternity leave entitlements but also offer increased protection for pregnant employees against redundancy. By allowing eligible employees to split their two weeks of statutory paternity leave into two separate one-week blocks, the regulations provide greater flexibility for individuals to manage their work-life balance during this crucial time. 

Moreover, the extension of the period within which paternity leave can be taken, now spanning the first year after the child's birth instead of the previous eight weeks, offers additional support to pregnant employees as they navigate the challenges of early parenthood. Although the notice requirement for each week of leave has been reduced to 28 days from the previous 15 weeks, employees are still required to provide 15 weeks' notice before the expected date of birth. These regulatory changes underscore a commitment to safeguarding the rights and well-being of pregnant employees in the workplace.

Key Takeaway for Employers

1. Awareness and Compliance: Stay informed about the key amendments in employment laws starting from April 2024 to ensure compliance and fairness in the workplace.
2. Carer's Leave Act: Recognise the enhancements in the Carer's Leave Act, allowing eligible employees up to four weeks of unpaid leave annually. Consider implementing flexible working arrangements for employees with caring responsibilities.
3. Flexible Working Changes: Understand the significant shifts in flexible working legislation, including the expanded rights for employees to request flexible working arrangements from the onset of employment. Respond promptly to requests and provide reasons for denials.
4. Updated Paternity Leave Regulations: Familiarise yourself with the adjustments in paternity leave entitlements, such as the option for eligible employees to split leave into two separate one-week blocks. Adapt notice requirements to the reduced 28-day period.
5. Safeguarding Pregnant Employees: Ensure pregnant employees are protected against redundancy by accommodating their need for flexibility in paternity leave scheduling. Stay updated on the extended timeframe for paternity leave and adjust notice requirements accordingly.

By understanding and implementing these key takeaways, employers can navigate the changes in employment law effectively while supporting a fair and compliant workplace for all employees.