People - the major changes in UK employment law for 2024
31 January 2024
Here are the major changes in UK employment law for 2024 that HR must prepare for:
- Flexible Working Rights: The Flexible Working Regulations are expanding in 2024. Employees will have the right to request flexible working arrangements, such as remote work or altered working hours, regardless of their length of service. Employers must deal with these requests within two months of receipt. These changes are likely to come into effect in April 2024.
- National Minimum Wage: The National Minimum Wage is increasing in 2024. As of 1 April 2024, the National Minimum Wage will increase to £11.44 for those aged 21 and over, £8.60 for those aged 18 to 20, and £6.40 for those under 18 and apprentices.
- Zero Hours and Agency Workers: The Workers (Predictable Terms and Conditions) Act is expected to come into force in September 2024. This will give zero-hour/casual and agency workers a new statutory right to request a more predictable working pattern.
- Post-Brexit Changes: Some important post-Brexit reforms took effect on 1 January 2024. This includes new laws on holiday entitlement and pay, and regulations amending the Equality Act 2010.
These changes aim to strike a balance between business needs and employee wellbeing, address issues related to income inequality, and improve the standard of living for low-wage workers. Employers should stay informed about the updated rates to ensure compliance and fair compensation for their workers.
Contact our People team for further support