Highlights in Employment Law & HR from 2024

As we start the new year and head into 2025 it is important to ensure that you are aware of the latest developments in employment law and that your business or organisation is compliant. There were several significant changes and developments occurred in UK employment law in 2024 which I have summarised below.

New regulations were introduced to help simplify the calculation of holiday entitlement and pay for employees and workers who are employed part of the year or on irregular hours, including those employed on zero-hour contracts.

The changes mean that it is simpler for employers to calculate holiday entitlement based on the actual hours worked, making it a fairer system and easier for employers to administer.

You can read more details here: https://realemploymentlawadvice.co.uk/2024/02/08/holiday-pay-for-irregular-hours-part-year-workers-whats-new/

The Employment Relations (Flexible Working) Act 2023 enhanced employees’ rights to request flexible working arrangements including the following:

  • Immediate eligibility to make a flexible working request. Employees can now request flexible working from the first day of employment, eliminating the previous 26-week waiting period.
  • Employees are permitted to make two flexible working requests within a 12-month period, up from the previous limit of one.
  • Employers must respond to requests within two months, reduced from three months.
  • Employers are obligated to consult with employees before refusing a request.
  • Employees are no longer required to explain the potential impact of their request on the employer’s business.

These changes aim to promote work-life balance and accommodate diverse working arrangements.

The Carer’s Leave Act 2023, introduced a new entitlement for employees, the key details to note are:

  • Eligible employees are entitled to one week (five days) of unpaid leave per year to care for dependents with long-term care needs.
  • The leave can be taken flexibly, in individual days or as a single block, and is available from the first day of employment.
  • The Act does not restrict the definition of dependents to family members, recognising various caregiving relationships.

You can read more about this here: https://realemploymentlawadvice.co.uk/2025/01/20/understanding-carers-leave/

Various changes to the way in which employees can take paternity leave, including the ability to now take two weeks as two single week blocks. Employees can now also take paternity leave at any time in the first year after the child’s birth.

You can read more about this here: https://realemploymentlawadvice.co.uk/2025/01/20/a-guide-to-understanding-paternity-leave/

From April 2024 the period of time in which an employee has additional rights in a redundancy situation were extended.

Pregnant employees and parents taking family leave have a redundancy protection period during which employers have a legal obligation to offer those employees alternative employment before offering to other employees.

Since April 2024 this period was extended for up to 18 months after the birth of the child or placement for adoption or taking shared parental leave.

You can read more about this here: https://realemploymentlawadvice.co.uk/2025/01/20/redundancy-protection-maternity-leave/

On the 10th of October 2024, the UK government introduced the Employment Rights Bill 2024, setting out significant forthcoming reforms to employment law and employee rights which will take effect no earlier than 2026.

You can read more about this here: https://realemploymentlawadvice.co.uk/2024/10/21/key-employment-law-changes-under-the-employment-rights-bill-2024/

All employers, regardless of size, now have a legal obligation to take reasonable steps to prevent sexual harassment.

This includes undertaking a risk assessment, creating a policy and training managers and staff to recognise and understand what sexual harassment is and steps needed to prevent sexual harassment in the workplace.

You can read more details here: https://realemploymentlawadvice.co.uk/2024/11/03/sexual-harassment-prevention-duty/

Changes introduced to regulate the way in which employers deal with employee tips so as to provide greater transparency and fairness for employees.

If you work in an industry that receives tips it is important that you review the legal requirements and ensure compliance.

You can read more details here: https://realemploymentlawadvice.co.uk/2024/11/17/if-your-staff-receive-tips-you-need-to-take-action-now-to-comply-with-the-new-law/

If you have not already taken steps to ensure that your business or organisation is compliant with the changes in law, or you would like some help to navigate employment law and HR in 2025 why not get in touch for a no obligation discussion about how my team and I can help you. You can contact me to arrange a call or Teams meeting via email alison@realemploymentlawadvice.co.uk

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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.


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