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ISSUE 2
UK Employment Law Changes 2024
Author: Emma Bartlett
Whilst there may be a change of government on the horizon (or not as the case might be) and much is being said in party manifestos about employment law, this article focuses on the key employment law changes that took effect this tax year and those for which consultations are already underway.
Policy amendments for holiday and other leave reform There are multiple, significant employment law reforms which have taken effect or are due to in 2024 which employers need to be aware of, specifically those which will impact holiday and other leave for employees. Employers should take this opportunity to review and, where necessary, amend their policies to reflect these new changes. Employers should also ensure relevant members of staff receive training to properly implement these changes. Carer’s Leave The new carer’s leave entitlement, which came into effect on 6 April 2024,
provides one week of unpaid leave per year for employees to provide or arrange care for a dependent with a long-term care need. This new right complements the raft of family leave entitlements already available, but which do not actually capture leave for this reason. The leave can be taken in either individual or half days, up to a block of one week. An employer cannot decline a request but may postpone the leave if they consider: (i) the business would be unduly disrupted; (ii) the period of leave is allowed to be taken within a month of the initially requested period; and (iii) gives the employee a written notice explaining the reason for the postponement. Understanding the notice
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