There are a number of Employment Law changes due to be introduced in April.
COVID holiday carryover
The law that allowed up to 4 weeks of annual leave to be carried over into the next 2 holiday years has ceased to apply, meaning that carried over leave must be used by 31 March.
Minimum Wage
The National Living Wage age band will be widened to incorporate those aged 21 and over and NLW and NMW rates will rise from 1 April as follows:
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- NLW (21 and over): £11.44
- NMW (18-20): £8.60
- Young Workers (16-17) : £6.40
- Apprentices: £6.40
Holiday Entitlement
For holiday years beginning on or after 1 April 2024, the holiday entitlement of part-year workers and those working irregular hours can be calculated by reference to 12.07% of the hours worked in each pay period (up to a maximum of 28 days a year). Rolled up holiday pay will also be permissible for such workers.
Flexible Working
The introduction of a day 1 right to request flexible working (currently, there’s a 26-week qualifying period), will come in to force on 6 April meaning employees will:
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- no longer have to set out the possible impact of the flexible working pattern they’re seeking;
- be able to make 2 requests per year instead of 1;
- no longer have to explain the effect that the arrangement they’re requesting will have on the employer and how it could be dealt with;
- be entitled to have any such request(s) responded to within 2 months as opposed to 3.
Paternity Leave
From 6 April, eligible employees will be able to take statutory paternity leave at any point in their child’s first year (currently, it has to be within 8 weeks of the date the baby was born) and can split it up into 2 separate blocks of 1 week (currently, it has to be 2 weeks together).
Redundancy Protection
From 6 April, new legislation will extend redundancy protection for pregnant employees and those who have recently returned from maternity or adoption leave and shared parental leave.
Carer’s Leave
Employees with long-term unpaid caring responsibilities for a dependant will have a day 1 statutory right to up to 5 days’ unpaid leave to care for that dependant from 6 April. The leave can be taken flexibly, either as full days or half days, up to a block of 5 days in every 12-month period.
Statutory Payment Rates
Other statutory payment rate increases from 8 April include:
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- Maternity, adoption, parental, paternity, parental bereavement: £184.03
- SSP: £116.75
We have summarised the statutory payment rate changes in a factsheet which is available for FREE download here.
If you’re an employer or HR professional and would like further advice regarding any pending Employment Law changes in 2024, give us a call on 01942 727200 and speak to one of our experts for a no obligation chat, or email enquiries@employeemanagement.co.uk.