Employment Law Update – What do you need to do?

I have listed below the Employment Law changes that have recently come into effect along with others that are pending or proposed


In order for you to remain compliant with employment laws, updates may be needed to either your Employment Contracts and / or your internal policies, processes and procedures. 

The document accessed via this link summarises the changes and what you need to do, along with links to any new guidance.

Please get in touch ASAP if you would like any help in updating your documents so that I can allocate sufficient time in my diary over the coming months. I am currently booking bigger pieces of work into my diary from mid-June onwards.

Kind regards, Nicky

Email: ns@nickysilverhr.co.uk

Tele: 07913 121290

Timetable of Changes

Already introduced into employment law

  1. For holiday years starting on or after 1st April 2024 – Holiday Pay and Holiday Entitlements for Zero Holidays for Zero Hours,  Irregular Hours, Term Time and Part-Year Workers
  2. Started 6th April 2024 – Paternity Leave
  3. Started 6th April 2024 – Carers Leave
  4. Started 6th April 2024 – Flexible Working Requests
  5. Started 6th April 2024 – Protection from Redundancy – Pregnancy and New Parents

Expected to be introduced into employment law

  1. Expected Date: 1st July 2024 – TUPE Consultations
  2. Expected Date: July 2024 – Fire and Rehire – ACAS guidance & new statutory code
  3. Expected Date: 1st October 2024 – Allocation of Tips Act 2024
  4. Expected Date: October 2024 – Worker Protection Act – Sexual Harassment
  5. Expected Date: Autumn 2024 – Workers Predictable Terms and Conditions

Other – Potential Changes expected to be announced in relation to:

  • Non Disclosure AgreementsNDAs
  • Fit Notes (current processes under review to encourage more people to work) 
  • Neonatal leave and pay – Expected 2025
  • Non-compete Clause reforms 

For Information Only – Changes being proposed by the Labour Party

  1. Unfair / Constructive Dismissals – Removal of the 2 year qualifying period for employees to submit an unfair dismissal or constructive dismissal claim, meaning that employees could claim for unfair or constructive dismissal from day 1. The proposal is that probationary periods could still be used to dismiss employees along with a list of other fair reasons.
  2. Right to disconnect – The introduction of a Code of Practice giving employees permission to disengage from work outside of their normal contracted hours.  
  3. Ban on fire and rehire – A strengthening of the proposed Code of Practice expected to be introduced by the current government in July 2024