Insights into UK Employment Law Changes for 2024
2024 saw a lot of changes to employment law in the UK.
Some of these were driven by Brexit and the fact that, after 31st December 2023, EU legislation ended unless the UK took steps to move it onto the UK statute book. Changes relating to this transition came into effect from 1st January 2024.
Other changes were in line with the normal cycle of employment law changes and came into effect on various dates throughout 2024, starting in April.
We’re leaving this guide here as a reminder of what changed in 2024 and to help you make sure you didn’t miss anything.
Holiday Pay Entitlements
January
- Confirmation that the EU approach to calculating holiday pay is being adopted by the UK.
- 4 weeks’ leave paid at “normal” pay which includes commission, overtime pay etc.
- 1.6 weeks’ leave paid at “basic” pay which is salary only.
Holiday Carry Over
January
- Change to rules regarding holiday carry over.
- Employees will be able to carry holiday over if an employer:
- has not encouraged them to use their holiday;
- has prevented them from using their holiday;
- has not made it clear that unused holiday will be lost.
Rolled-Up Holiday Pay
April
- Rolled up holiday pay is the process that has been used to make holiday payments to irregular workers.
- It means that companies pay holiday pay as a percentage of hours worked at the end of each pay period, rather than paying it at the time when the employee takes the holiday.
- This approach was deemed unlawful by the EU but becomes lawful under UK legislation from 1st April.
Holiday Accrual for Irregular Hours and Part-Year Workers
April
- Introduction of accrual method of calculating holiday entitlement for workers on irregular hours or part-year working
- Rate of holiday accrual at 12.07%.
Flexible Working Requests
April
- Day one right to apply for Flexible Working Requests.
- No requirement to provide reason on application.
- Two requests can be made at any point in time within a 12 month period.
Carer’s Leave
April
- Day one right to a week of unpaid leave each year to provide for care for dependents with long-term care needs.
Redundancy & Family Leave
April
- Right to be given priority for suitable alternative role if you are on family leave (maternity, paternity, adoption and shared parental leave) now extends to cover the period before and after that leave.
Paternity Leave
April
- Ability to take two weeks’ paternity leave in two blocks of one week.
- Paternity leave can be taken anytime within 52 weeks after birth.
- Employees only have to give 28 days’ notice.
Allocation of Tips and Service Charge
May
- Employers are required to fairly allocate tips, gratuities, and service charge to employees.
- The legislation will require employers to account for a fair distribution of the aforementioned and to keep a record of such transactions received for 3 years.
TUPE
July
- Reduced TUPE consultation obligations for small scale transfers.
- This will be applicable to workplaces that have no employee representatives in place and if TUPE applies to the following:
- Workplace has less than 50 employees.
- Proposed transfer included less than 10 employees (irrespective of the size of the employer).
Reasonable Steps to Prevent Sexual Harassment
October
- Increased requirement for employers to take active steps to prevent sexual harassment in the work place.
- It will no longer be sufficient to have a policy and undertake routine training.
- Companies will need to adopt a “zero tolerance” approach to sexual harassment.