Navigating the Evolving Landscape - Key Employment Law Changes in 2024

As we step into 2024, HR professionals and business leaders must brace themselves for a series of impactful employment law changes set to reshape organisational dynamics.

These modifications, ranging from streamlined TUPE consultations to enhanced protections against sexual harassment, will significantly influence how companies operate and engage with their workforce.

#1 Streamlining TUPE consultations

• For TUPE transfers taking place on or after 1 July, 2024, small businesses with fewer than 50 employees and businesses of any size that are proposing to transfer fewer than 10 employees will be able to consult directly with transferring employees if there are no existing employee representatives. This will simplify the consultation process, saving companies time and money in the process.

#2 Redundancy Reinvented

• Starting April 6, 2024, employers are mandated to provide suitable alternative employment, where feasible, to an expanded group of employees during any redundancy proceedings. This obligation extends to employees facing life events such as pregnancy, recent miscarriage, and those on family leave. The offering of suitable alternatives is required for a duration of up to 18 months from the anticipated week of the child’s birth, the actual childbirth day, or the date of placement.

#3 Flexible Working Revolution

• Starting July 2024, employees can request flexible working arrangements from day one of employment, ushering in a new era of work-life balance. Employers must respond to requests within two months.

#4 Predictable Working Patterns

• From September 2024, workers with unpredictable schedules gain the right to request predictable working hours, days, and times, putting a spotlight on the evolving nature of work arrangements.

#5 Combatting Sexual Harassment

• As of October 2024, companies must take concrete steps to prevent sexual harassment, necessitating regular anti-harassment training for employees and robust reporting procedures.

#6 Carer’s Leave Unveiled

• From April 6, 2024, employees can apply for up to one week of unpaid carer’s leave for dependents with long-term care needs, reflecting a commitment to supporting employee well-being.

#7 Revamped Paternity Leave

• March 2024 brings changes to paternity leave, introducing new regulations on notice, evidence, and the timing of leave, providing fathers and partners more flexibility.

#8 Non-competition Limits Looming

• While a specific timeline is absent, the government signals intentions to cap post-employment non-compete clauses at a maximum of three months, sparking discussions around employee rights post-employment.

#9 General Election Pledge

• Anticipating potential political shifts, the Labour Party pledges a robust Employment Rights Bill within the first 100 days of office, promising transformative changes such as day-one rights and curbing controversial employment practices.

As these changes unfold, organisations are urged to stay proactive, update policies, and foster a workplace culture that aligns with the evolving legal landscape. Embracing these shifts not only ensures legal compliance but also positions companies as champions of employee rights and well-being. The year 2024 is undoubtedly poised to be a turning point in the realm of employment law.