Overview of Key Employment Legislation Effective from April 6, 2024

Keep up to date with the newest changes in UK employment laws with SafeHR. With April 6, 2024, drawing near, it’s important for businesses to grasp the impact of important regulations. From flexible working rights to caregiver leave and increased safeguards for expectant and new parents, we break down everything you need to know to maintain compliance and effectively support your workforce.

Your question: What new employment legislation is set to come into effect on April 6, 2024?

Our answer: Several UK laws and employment regulations, including the Employment Rights (Flexible Working) Act 2023, Carer’s Leave Act 2023, and Protection from Redundancy (Pregnancy and Family Leave) Act 2023, will be enforced.

Your question: What changes are expected with the Employment Rights (Flexible Working) Act 2023?

Our Answer: The new rules grant employees the right to request flexible working arrangements from their first day of employment. Employers must provide reasons for rejecting requests and respond within two months. Employees can make two requests per year.

Your question: What provisions are included in the Carer’s Leave Act 2023?

Our answer: This Act offers unpaid leave to employees caring for family members due to disability, old age, or illness. It applies from day one of employment, with a maximum of one week per year.

Your question: What protections are extended under the Protection from Redundancy (Pregnancy and Family Leave) Act 2023?

Our answer: This Act extends protection in redundancy situations to pregnant employees and those returning from maternity, adoption, or shared parental leave. Pregnant employees and fathers on shared parental leave are protected for 18 months from the child’s birth if they inform their employer before maternity leave ends.

Your question: Have there been any significant changes to maternity or paternity leave regulations effective April 6th, 2024?

Our answer: From 6th April 2024, instead of being limited to one or two weeks’ leave to be taken within 56 days after the child’s birth, paternity leave may be taken as one block of two weeks’ leave, or two separate blocks of one week’s leave, and may be taken up to 52 weeks after the child’s birth. Fathers must now give their employer a Notice of Entitlement at least 15 weeks before the expected week of childbirth, and at least 28 days’ notice of each block of leave they wish to take.

Your question: What are the new rules for holiday entitlement starting from April 1st, 2024?

Our answer: Starting from April 1st, 2024, there are new rules for holiday entitlement for zero hours workers and term-time-only workers. They can now accumulate holiday time at a rate of 12.07% of the hours they work at the end of each pay period. Additionally, these workers can receive their holiday pay at the end of each pay period if it’s clearly stated on their payslip.

At SafeHR, we’re proud to bring over 30 years of experience supporting businesses with their HR needs. You can count on us to offer friendly and knowledgeable insights that will help drive your business forward.