Important employment law changes
This tax year sees several changes to employment law that businesses should make sure they are aware of, to avoid costly mistakes and potential legal action from employees.
Holiday Pay
On 1st April the holiday pay calculation method changed for irregular-hours and part-year workers. It is now calculated on 12.07% of the hours worked in the previous pay period, and rolled-up holiday pay is also permitted in certain circumstances.
Maternity and Paternity
On 6th April Maternity leave regulations changed, including redundancy protection beginning as soon as an employee tells their employer they are pregnant. If the employee is not entitled to statutory maternity leave then the protected period ends two weeks after the pregnancy ends. The new rules will apply to any pregnancies notified to the employer on or after 6 April 2024 and any maternity leave ending on or after 6 April 2024 and any adoption / shared parental leave starting on or after 6 April 2024.
Fathers also benefit from changes to Paternity leave, with the ability to now split their paternity leave and pay into two separate one week periods, and the right to take their leave and pay at any time in the first year after their child is born or adopted (rather than during the first 8 weeks).
New rate changes were also announced from 6 April 2024 including statutory maternity, paternity, adoption, shared parental and parental bereavement leave pay.
Carer’s Leave
From 6th April, a new entitlement to Carer’s Leave came into force. This entitles employees who care for dependents with long term needs to up to one week’s unpaid leave in every 12 months.
Flexible Working
The right to request flexible working is now a day one employment right, and employees don’t have to explain how their request may affect the employer or provide ideas for mitigating the effect of their request. They can also make two requests for flexible working in any 12-month period (up from 1). Employers will not be able to refuse a request unless the employee has been consulted, and will have to make a decision within 2 months (unless an extension is agreed by both parties)