Close this search box.

Employment Law Changes 2024

From the 6 April 2024, the following employment law changes will come into effect:

The right for an employee to make a flexible working request from their first day of employment comes into force on 6 April 2024.

In addition, the following changes are also due to come into effect from 6 April 2024:

  • An employee no longer needs to set out, within their flexible working request, what effect it will have on the employer, nor set out how any impact can be minimised.
  • An employee will be entitled to make two requests in a 12-month period (rather than one). However, they cannot make a 2nd request if you are still dealing with the 1st request.
  • You cannot refuse a request without consulting with the employee. This means that you will need to have a meeting with the employee, before refusing the request. If you are going to agree the request then there is no requirement to meet with the employee.
  • The time you have to deal with a request is reduced from 3 months to two months, but you can agree an extension with the employee, if required.

There are some changes due to the right to take paternity leave. Please note, the amendments will apply to babies whose expected week of childbirth begins on or after 6 April, and for children whose expected date of placement for adoption or entry into the UK for adoption is on or after the 6 April 2024.

The changes to be implemented are:

  • Anyone who is eligible to take paternity leave can now take it in either a two-week block or in two one-week blocks.
  • Paternity leave can now be taken at any time during the 1st year after birth or adoption, as opposed to within 8 weeks.
  • The notice requirements have been reduced to 4 weeks, with the exception of domestic adoption where the notice remains 7 days.

The provision of carer’s leave is also due to be implemented on 6 April 2024. This is a new statutory right, which allows employees to take 1 week off per year (unpaid) to care for a dependent. A dependent is someone who has: 

  • A physical or mental illness or injury that means they’re expected to need care for more than 3 months.
  • A disability under the Equality Act 2010.
  • Care needs because of their age.

A dependent is anyone who relies on the employee to care for them and is not limited to family members and includes:

  • a spouse, civil partner, child, or parent of the employee,
  • someone who lives in the same household as the employee, otherwise than by reason of being the employee’s boarder, employee, lodger, or tenant, or
  • reasonably relies on the employee to provide or arrange care.

An employee can make a request from their first day of employment, but the amount of leave they are entitled to is based on their working pattern. For instance, if someone works 4 days per week, they will only be entitled to 4 days unpaid carer’s leave in a 12-month period (which is equivalent to one working week).

You should check your internal policies to ensure they are up to date.

If you have any questions about the changes, please do not hesitate to contact us.

Share This Article
Read More Articles
Any questions? Contact us

Appointments are available by telephone or via video call, so no matter where you are in England or Wales we can assist you.

The information contained in this blog post is provided for guidance and is a snapshot of the law at the time it is written. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitor in Eastleigh | Solicitor in Salisbury | Solicitor Isle of Wight