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1. Current Rules Around Working Time Regulations
Before 1 January 2024, the “Working Time (Coronavirus) (Amendments) Regulation 2020” allows workers who could not take their full holiday entitlement due to being affected by Covid-19 to carry over 4 weeks of their annual leave into the next 2 years.
Before the enforcement of this regulation, an employer needed to ensure workers take their full statutory annual leave within the leave entitlement year.
The “Working Time (Coronavirus) (Amendment) Regulation 2020” gives employers more flexibility to allow workers carry over their holiday when there is requirement to do so.
2. What Changes Are Being Made to the Working Time Regulations?
From 1st January 2024, the Working Time (Coronavirus) (Amendment) Regulations 2020 will no longer be applicable.
Workers will have until 31st March 2024 to use up any accrued holidays that have not been taken due to Covid-19.
3. Actions Required by Employers to Implement the Change to Working Time Regulations in 2024
This legislation came into effect on 1 January 2024.
The actions employers should take are:
- Check your records and ensure that holidays accrued under this exception are used by the deadline of 31st March 2024.
- Inform any workers affected by this change and advise them of the need to use their holiday by 31st March 2024.
- Be aware that not being proactive or refusing workers to use their holiday entitlement accrued under this exception could risk a claim at Employment Tribunal.
If you would like any help updating your policies or handbook or have any specific questions on how this change relates to your business, please do contact us.
Read the full list of employment law changes for 2024, with individual posts on each topic, providing all the information you need.
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