Employment Law Changes

April 2024 has seen a raft of employment law changes. With so many changes they are easily missed by busy business owners. To guide you through the changes, the Employment team at Askews Legal LLP have outlined some of the key updates.

Increase to National Minimum Wage (NMW)

• From 1 April 2024, the following increases will apply to the NMW:

For people aged over 21, the National Minimum (Living) Wage will rise from £10.42 to £11.44. For people aged 18-20 the National Minimum (Living) Wage will rise from £7.49 to £8.60.

• For people aged 16-17 and apprentices, the National Minimum (Living) Wage will increase from £5.28 to £6.40.

Holiday pay calculations

Employers can choose to:

• pay a worker holiday pay when they take their holiday; or pay a worker “rolled-up” holiday pay.

These new changes can be applied from holiday years starting on or after 1 April 2024. For example, if a business’s holiday year runs from January to December, the business will be able to implement the new rules from 1 January 2025.

Protection from redundancy for pregnant woman

Pregnant employees have priority over other employees in being offered an alternative role if their role is being made redundant, however from 6 April 2024, this protection will remain in place from the date they notify you of their pregnancy until 18 months after the birth. In the case of adoption, the protection will last 18 months from the placement date.

Introduction of carer’s leave

Employees will have a right from day one of their employment to take five working days unpaid carer’s leave every year. Carer’s leave can be taken in single or half days. Employees must give three days’ notice or a period of notice that is twice the length of the leave requested, whichever is longer.

Although an employer cannot refuse a carer’s leave request, you can delay it to a time that would cause less business disruption, provided approval is given within one month of the request.

The right to request flexible working Employees are now entitled to make two flexible working requests within a 12-month period. As an employer, you must consider such requests and explore other options before turning the request down.

If you require legal advice concerning the changes to employment law commencing in April 2024, please email enquiries@askewslegal.co

Please note that this article is for information purposes only and does not constitute legal advice.