Employment Partner Janne Fitzsimmons,and Founder of Empower Law, outlines key employment law changes live from April 2024
EMPLOYERS…
are you aware of the recent employment law changes, many of which came into effect this month? Have you updated your policies and procedures to take account of the changes to family friendly and flexible working rights and the introduction of a new Carer’s Leave and Neonatal Leave?
The following employment law changes are NOW IN FORCE:
- Flexible working requests: employees now have the right to make 2 requests in any 12-month period. There is no longer a requirement for an employee to have 26 weeks’ continuous service before they can make a request, this right applies from day 1 of their employment
- Protection from Redundancy (Pregnancy and Family Leave) Act 2023: extends the protection for those on maternity, adoption or shared parental leave to pregnant employees and those that have recently returned from leave
- Neonatal Care (Leave and Pay) Act 2023: parents of babies that are admitted to hospital in their first 28 days of life and who stay for 7 or more continuous full days, are entitled to up to 12 weeks of paid leave in addition to their other family friendly leave entitlements. Employees will have this right from day 1 of their employment
- Carer’s Leave Act 2023: this new law gives qualifying employees who have caring responsibilities for dependants with a long-term care need the right to take one week’s unpaid leave in every rolling 12-month period. Employees will have this right from day 1 of their employment
- Paternity leave (Amendment Regulations) 2024: reforms to statutory paternity leave took effect from 8 March but apply where the expected week of childbirth for babies born or adopted is after 6 April 2024
- Statutory maternity, adoption, paternity, shared parental and parental bereavement pay: weekly rate has increased to £184.03
- National minimum wage: hourly rate has increased to £11.44 for those aged 21 and over (the qualifying age has reduced from 23 so all workers over 21 now get the highest rate), £8.60 for those aged 18-20 and £6.40 for under 18s and apprentices
- Statutory sick pay: weekly rate has increased to £116.75
- Key tribunal compensation limits: limit on a week’s pay for calculating redundancy and unfair dismissal basic award has increased to £700. Maximum basic award for unfair dismissal and statutory redundancy payment has increased to £21,000. Maximum compensatory award for unfair dismissal has increased to £115,115
If you need any support implementing these changes and protecting your business contact Janne Fitzsimmons founder and director of Empower Law at janne.fitzsimmons@empowerlaw.co.uk
Janne is an employment and commercial law solicitor with over 20 years’ experience working both in private practice and in house in London and the North West. Empower Law specialises in providing legal advice and bespoke training to companies on all areas of employment law with a particular focus on workplace wellbeing issues, empowering employers to create a framework and environment to support the wellbeing of its people.
Example sessions include, ‘Understanding and Supporting Neurodiversity in the Workplace’, ‘Menopause –Know Your Legal Obligations and Protect Your Business from Tribunal Claims’ and ‘Mental Health and its Impact on Absenteeism in the Workplace.’ Janne is also an employment and commercial law partner at Excello Law.
