{"id":3648,"date":"2023-12-19T08:00:20","date_gmt":"2023-12-19T07:00:20","guid":{"rendered":"https:\/\/joblookup.com\/explore\/?p=3648"},"modified":"2024-07-22T10:30:42","modified_gmt":"2024-07-22T09:30:42","slug":"2024-uk-employment-law-changes-what-employers-and-workers-need-to-know","status":"publish","type":"post","link":"https:\/\/joblookup.com\/explore\/2024-uk-employment-law-changes-what-employers-and-workers-need-to-know\/","title":{"rendered":"2024 UK employment law changes: What employers and workers need to know"},"content":{"rendered":"<div class=\"row mb-2\">\n<div class=\"my-auto col-lg-9\">2024 is set to be a year of significant changes to employment legislation in the UK. These include amendments to existing laws and the creation of completely new legislation. In this blog post, we\u2019ll guide you through the main changes you\u2019ll see in 2024, one law at a time.<\/div>\n<div class=\"my-auto text-center col-lg-3\"><img decoding=\"async\" class=\"img-fluid\" src=\"\/explore\/wp-content\/uploads\/2023\/12\/2023-12-13-13.35.46.jpg\" alt=\"What employers and workers need to know\" \/><\/div>\n<\/div>\n<p>&nbsp;<\/p>\n<h2 class=\"h3 font-weight-bold\">The Employment Rights (Amendment, Revocation and Transitional Provision)<br \/>\nRegulations 2023<\/h2>\n<hr \/>\n<p>The <a href=\"https:\/\/www.legislation.gov.uk\/ukdsi\/2023\/9780348253269\" target=\"_blank\" rel=\"noopener\">Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023<\/a> will introduce several changes to UK employment legislation in 2024. The three main changes are:<\/p>\n<h3 class=\"h5 mt-4 font-weight-bold\"><i class=\"fas fa-square\">\u00a0<\/i> Removal of detailed working hour records<\/h3>\n<p>The UK government has confirmed that businesses no longer need to keep a detailed record of workers\u2019 daily working hours. However, businesses will still be required to maintain overall records to demonstrate compliance with the Working Time Regulations. This move is designed to help businesses reduce their administrative burden.<\/p>\n<h3 class=\"h5 mt-4 font-weight-bold\"><i class=\"fas fa-square\">\u00a0<\/i> The return of rolled-up holiday pay<\/h3>\n<p>When using rolled-up holiday pay, the worker receives an additional amount on top of their normal hourly rate of pay instead of taking time off as holiday. This practice was made illegal in 2006.<\/p>\n<p>In 2024, employers will have the option to use rolled-up holiday pay for workers with irregular hours or who only work for part of the year. This amendment is again aimed at reducing the administrative burden of businesses.<\/p>\n<h3 class=\"h5 mt-4 font-weight-bold\"><i class=\"fas fa-square\">\u00a0<\/i> TUPE transfer consultation flexibility<\/h3>\n<p>TUPE stands for Transfer of Undertakings (Protection of Employment) Regulations 2006. This law protects employee rights when an entire organisation, or part of it, transfers from one employer to another, or a service transfers to a new provider.<\/p>\n<p>The 2024 amendment relates to small businesses (those with fewer than 50 employees) and businesses of any size undertaking a small transfer (fewer than 10 employees). Employers or transfer that meet these criteria will now be able to consult directly with employees if there are no existing worker representatives in place.<\/p>\n<p>&nbsp;<\/p>\n<h2 class=\"h3 font-weight-bold\">National Minimum Wage (Amendment) Regulations 2024<\/h2>\n<hr \/>\n<p>The National Minimum Wage (Amendment) Regulations 2024 will lower the age threshold for the national living wage from 23 to 21 years old. Previously, minimum pay for those aged 21 and 22 years old was based on the National Minimum Wage. This change is expected to come into effect on 1st April 2024.<\/p>\n<p>&nbsp;<\/p>\n<h2 class=\"h3 font-weight-bold\">Workers (Predictable Terms and Conditions) Act 2023<\/h2>\n<hr \/>\n<p>The <a href=\"https:\/\/www.legislation.gov.uk\/ukpga\/2023\/46\/enacted\" target=\"_blank\" rel=\"noopener\">Workers (Predictable Terms and Conditions) Act 2023<\/a> will provide workers with the right to request a more predictable working pattern. Eligibility for this right relies on:<\/p>\n<ul>\n<li>having at least 26 weeks\u2019 continuous service<\/li>\n<li>a proven lack of predictability in the worker\u2019s work pattern<\/li>\n<li>the worker\u2019s purpose in applying is to gain a more predictable work pattern<\/li>\n<li>the worker has made no more than two applications in the last year<\/li>\n<\/ul>\n<p>Employers must handle requests for predictable working in the same way and with the same considerations as a request for flexible working. This is expected to come into force from September 2024.<\/p>\n<p>&nbsp;<\/p>\n<h2 class=\"h3 font-weight-bold\">Worker Protection (Amendment of Equality Act 2010) Act 2023<\/h2>\n<hr \/>\n<p>The <a href=\"https:\/\/www.legislation.gov.uk\/ukpga\/2023\/51\/enacted\" target=\"_blank\" rel=\"noopener\">Worker Protection (Amendment of Equality Act 2010) Act 2023<\/a> requires employers to take reasonable steps to prevent sexual harassment in the workplace. For instance, employers should provide training to employees and implement policies and procedures to prevent and address sexual harassment. The act is expected to come into force on 26th October 2024.<\/p>\n<p>&nbsp;<\/p>\n<h2 class=\"h3 font-weight-bold\">Employment (Allocation of Tips) Act 2023<\/h2>\n<hr \/>\n<p>The <a href=\"https:\/\/www.legislation.gov.uk\/ukpga\/2023\/13\/enacted\" target=\"_blank\" rel=\"noopener\">Employment (Allocation of Tips) Act 2023<\/a> requires employers to deal with the distribution of tips and service charges fairly. The act covers employer-received and worker-received tips, as well as non-public and public places of business. It also requires employers to issue a code of practice to promote fairness and transparency, and provide workers with a clear breakdown of how tips and service charges are allocated.<\/p>\n<p>Under the act, employers must not make any deductions, except for tax or National Insurance contributions.<\/p>\n<p>&nbsp;<\/p>\n<h2 class=\"h3 font-weight-bold\">Equality Act 2010<\/h2>\n<hr \/>\n<p>The <a href=\"https:\/\/www.legislation.gov.uk\/ukpga\/2010\/15\/contents\" target=\"_blank\" rel=\"noopener\">Equality Act 2010<\/a> will go through several amendments in 2024. Here are the four main changes:<\/p>\n<h3 class=\"h5 mt-4 font-weight-bold\"><i class=\"fas fa-square\">\u00a0<\/i> The single source comparator test is back<\/h3>\n<p>The \u2018single source\u2019 comparator test, the legal test for equal pay, will be reinstated under the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023. What this means for workers is that they can compare their pay to equivalent workers from other businesses and sectors to make an equal pay comparison. They are no longer limited to comparing their pay to workers who work for the same employer or an associated employer.<\/p>\n<h3 class=\"h5 mt-4 font-weight-bold\"><i class=\"fas fa-square\">\u00a0<\/i> Extension of the definition of disability<\/h3>\n<p>The definition of the term \u2018disability\u2019 will be extended to include a person\u2019s ability to take part in working life on an equal basis with other workers. Currently, it simply refers to a person\u2019s ability to carry out everyday activities, such as talking on the telephone or buying an item in a shop. This change is expected to come into effect on 1st April 2024.<\/p>\n<h3 class=\"h5 mt-4 font-weight-bold\"><i class=\"fas fa-square\">\u00a0<\/i> Additional protection against discrimination<\/h3>\n<p>Changes to the Equality Act will offer new and extended protection against discrimination, including:<\/p>\n<ul>\n<li>indirect discrimination by association<\/li>\n<li>extension of direct discrimination protection<\/li>\n<li>breastfeeding discrimination<\/li>\n<\/ul>\n<p>All of these amendments will come into effect in April 2024.<\/p>\n<p>&nbsp;<\/p>\n<h2 class=\"h3 font-weight-bold\">Wrapping it up<\/h2>\n<hr \/>\n<p>When it comes to employment legislation, 2024 will be all about change. From pay, to the right to ask for predictable hours, to clarity around discrimination, amended and new legislation will have a huge impact on employers and workers alike.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>2024 is set to be a year of significant changes to employment legislation in the UK. These include amendments to existing laws and the creation &#8230;<\/p>\n","protected":false},"author":3,"featured_media":3688,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[12,17,8],"tags":[],"class_list":["post-3648","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-companies","category-employment","category-news"],"acf":[],"_links":{"self":[{"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/posts\/3648","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/comments?post=3648"}],"version-history":[{"count":5,"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/posts\/3648\/revisions"}],"predecessor-version":[{"id":3692,"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/posts\/3648\/revisions\/3692"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/media\/3688"}],"wp:attachment":[{"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/media?parent=3648"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/categories?post=3648"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/joblookup.com\/explore\/wp-json\/wp\/v2\/tags?post=3648"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}