Employment Law 2024: Key changes and how to prepare your business for 2025

Are your employment policies ready for 2025? Let’s take a look back at the key employment law changes in 2024 to ensure you’re up-to-date and compliant. From holiday pay calculations to new protections against sexual harassment, here’s everything you need to know.

A recap of 2024

January

• Holiday pay updates: Employers must include additional payments such as regular overtime in holiday pay calculations. Clarifications were also made on carrying over holiday pay under specific circumstances.

February

• Increased penalties for illegal working: Employers found with employees working illegally face fines of up to £60,000 per worker.

April

• Flexible working: Employees now have the right to request flexible working from day one of employment and can make two requests annually.
• Holiday pay for irregular hours: Rolled-up holiday pay became permissible for part-year and irregular-hours workers.
• Redundancy protections: Employees are now protected from redundancy for up to 18 months after giving birth or adopting a child.
• Paternity leave flexibility: Eligible employees can now take paternity leave in two separate one-week blocks.
• Carer’s leave: A new right allowing employees to take one week of unpaid leave to care for dependents.

July

• TUPE consultation simplifications: Small businesses and transfers are exempt from some TUPE consultation requirements.
• Fire and rehire code: A new statutory code introduced to guide employers on changing terms and conditions, particularly involving dismissal and re-engagement.

October

• New tips law: Employers must pass on all tips, gratuities, and service charges to employees and implement a Tips Policy.
• Preventing sexual harassment: Employers now have a legal duty to take reasonable steps to prevent workplace sexual harassment.

Preparing for 2025: Getting the basics right

As we enter 2025, ensuring your HR foundations are robust is more important than ever. With significant legislative changes on the horizon, it’s vital to get the basics right so you’re prepared to face any challenge the HR landscape throws your way. From up-to-date policies to comprehensive employee contracts, laying the groundwork now will help you navigate the year ahead with confidence.

What to expect in 2025 and beyond

• Employment Rights Bill: Proposed changes include expanded “day one” rights, protections for casual and zero-hours workers, and the abolition of “fire and rehire.”
• Minimum wage: Significant increases announced in the 2024 Budget will take effect in April 2025.

Document updates in 2024

To help employers navigate these changes, SafeHR has updated the following policies and guides:

Policies

• April: Adoption, Maternity, Paternity, Shared Parental Leave, Flexible Working, Redundancy, and Carer’s Leave.
• October: Anti-Harassment and Bullying, Tips Policy (new).

Guides

• Calculating holiday entitlement and pay.
• Managing flexible working requests.

SafeHR’s commitment

2024 brought significant changes to employment regulation, especially around family-related leave and preventing sexual harassment. The coming years promise even more changes with the Employment Rights Bill and minimum wage reforms.

At SafeHR, we ensure your policies and contracts remain compliant and provide clarity on the implications of new laws. Our HR consultants are always on hand to offer expert advice.

By focusing on getting the basics right and staying proactive, your business will be ready to tackle any HR challenges in 2025 and beyond.

Stay ahead of employment law changes with SafeHR – your partner in workplace compliance and excellence.