Employers should be aware of these changes to ensure they are prepared and understand how their business will be affected. We outline 6 of the most significant employment law developments for 2024 and discuss the implications of the proposed legislation:

#1 National Living Wage increase

This will be effective from 1st April 2024 and will increase to at least £11 an hour for workers aged 23 years old and over.

#2 Pension (Extension of Automatic Enrolment) Act 2023 Amendments

The minimum age for automatic enrolment will be lowered from 22 years old to 18 years old. The minimum earnings threshold of £6,240 will be eliminated.

#3 Employment Relations (Flexible Working) Act Changes

These amendments are estimated to come into effect in the summer of 2024 and will enable employees to submit two flexible working requests in any 12-month period. Further, the response time for employers will be reduced from three months to two months. Eligibility will be from day one of employment, opposed to the previous requirement of 26 weeks.

#4 Carer’s Leave Act

This new act will guarantee eligible employees, the statutory right to take one week’s unpaid leave per year to care for a dependent. There is no qualifying period so an employee is entitled to the leave as soon as they start their employment. The Carer’s Leave Act could be enacted as early as April 2024.

#5 Neonatal Care (Leave and Pay) Act

Under this legislation, employees who are parents of babies requiring neonatal care will be entitled to 12 weeks of paid leave. An employee will need to be employed for a minimum of 26 weeks prior to the leave being requested with an average earning of at least £123 a week.

#6 Protection from Redundancy (Pregnancy and Family Leave) Act

Due to be enacted in April 2024, this act will extend the protection for pregnant women and new parents from redundancy. It will now provide protection from the end of their maternity or adoption leave to six months after their return to work.