Employment Law Changes for April 2024
April 2024 has introduced a number of significant changes to UK Employment Law. For employers, staying informed and prepared is essential to navigate these shifts effectively. The key changes you need to be aware of are set out below.
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1. Additional Redundancy Protection
The rules providing enhanced protection from redundancy have been extended. This protection, which gives priority for suitable alternative vacancies, now covers a longer period.
- During Pregnancy: Protection now starts from when an employee tells their employer they are pregnant.
- After Leave: The protection now lasts for 18 months from the date of childbirth or placement for adoption for employees returning from maternity, adoption, or shared parental leave.
If employers do not prioritise employees with Enhanced Protection for suitable alternative roles, they could be exposed to claims of unfair dismissal and discrimination.
2. Carer’s Leave
A new statutory entitlement of one week's unpaid leave for employees who are providing or arranging care for a dependant with a long-term care need is now in force. This is a day one right.
3. Flexible Working
The right to request flexible working is now a 'day one' right, removing the previous 26-week service requirement. Employers are also now required to consult with an employee before rejecting a request.
4. Paternity Leave
The rules for paternity leave have been made more flexible. Leave can now be taken in two separate blocks of one week, and can be taken at any time within the 52 weeks after the child's birth or placement.
5. Annual Leave for Irregular Hours and Part-Year Workers
For leave years beginning on or after 1 April 2024, new rules are in place for calculating holiday entitlement for irregular hours and part-year workers. Holiday pay for these workers will be based on their average pay over the previous 52 weeks. For a more detailed analysis, please refer to our article on the changes to holiday.
6. National Minimum Wage Rises
From 1 April 2024, the National Living Wage (NLW) was extended to workers aged 21 and over, with new hourly rates:
| Age Group | New Hourly Rate |
|---|---|
| 21 and over (NLW) | £11.44 |
| 18- to 20-year-olds | £8.60 |
| 16- to 17-year-olds & Apprentices | £6.40 |
7. Rates for Statutory Payments
From April 2024, statutory weekly payment rates have increased:
- Statutory Maternity, Paternity, Adoption, Shared Parental, and Parental Bereavement Pay increased to £184.03.
- Statutory Sick Pay increased to £116.75.
8. Tribunal Compensation
The limits for tribunal awards for claims presented on or after 6 April 2024 have increased:
- The maximum basic award for unfair dismissal and statutory redundancy pay is now based on a week's pay of up to £700.
- The maximum compensatory award for unfair dismissal has increased to £115,115.
The 'Vento bands' for injury to feelings compensation have also been increased.
Is Your Business Compliant?
These changes require many businesses to update their contracts, handbooks, and policies. Our solicitors for employers can provide expert advice to ensure you are fully compliant and protected.
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