As of April 2024, a number of key employment law changes have come into force, as well as the annual changes to minimum wage. The National Living Wage has increased £11.44 per hour whilst the age threshold has been lowered from 23 to 21. National Minimum Wage has also increased meaning each age category receives an hourly increase of over £1.00.
Employment laws have long provided protection from redundancy to employees during their period of maternity, adoption or parental leave. However, under new legislation, this protection has been extended to include an 18 month period after the date of the child’s birth or date of adoption. Of equal significance is the introduction of a statutory right to carer’s leave. Employees with caring responsibilities are now entitled to take one week of unpaid leave per year. The leave entitlement is a day-one right and is available to employees caring for a child, spouse or other dependent likely to require at least three months of care.
The legislation has also expanded the rights of employees seeking flexible working arrangements. From the first day of employment, employees are now entitled to make two, rather than one, requests a year for flexible working arrangements. The deadline for employers to respond to requests has been reduced from three to two months and an explanation must be provided by any employer denying a flexible working request. If you would like further information on employment law, please do not hesitate to contact our Employment Law team who can assist with all enquiries.
