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A raft of employment law changes will come into force in
April 2024, including simple increases to statutory rates of pay,
tweaks to existing employment rights and the introduction of brand
new employment rights and practices. Our at-a-glance guide tells
you what you need to know.
| DATE | AREA | CHANGE |
|---|---|---|
| 1 April 2024 | National minimum wage | The national minimum wage hourly rates will increase as
follows:
|
| Holiday years commencing on or after 1 April 2024 | Holiday accrual and pay
You can read more about these changes here. |
The position on accrual of annual leave and holiday pay will
change for”irregular hours workers” and “part-year workers” only. These workers will accrue their annual leave entitlement at the end of each “pay period” at a rate of 12.07% of the number of hours worked in that pay period, up to a maximum of 28 days per year. Employers will also have the option of introducing a system of”rolled-up holiday pay” for irregular hours and part-year workers, but not for other types of workers. |
| Notification of pregnancies or return dates on or after 6 April
2024 |
Redundancies
You can read more about these changes here. |
Pregnant employees who are at risk of redundancy will have
priority for any suitable alternative vacancy that is available. Employees returning to work from a period of maternity, adoption or shared parental leave who are at risk of redundancy will have priority for any suitable alternative vacancy that is available. The additional protected period ends 18 months after the date of the child’s birth or the day the child is placed with the employee for adoption. Only employees who have taken a period of shared parental leave of at least six consecutive weeks or more will qualify for protection. |
| Expected week of childbirth or adoption placement on or after 6
April 2024 |
Paternity leave
You can read more about these changes here. |
Eligible employees will have the option of taking their
statutory paternity leave as either a single block of either one whole week or two consecutive whole weeks (as is currently the case), or as two separate blocks of one whole week. It remains the case that the leave must be taken as whole weeks and may not be split up into days. The period within which statutory paternity leave must be taken will increase from 56 days to 52 weeks from the birth or adoption placement. The notification requirements have also been relaxed, so that employees will only need give four weeks’ notice of a proposed period of leave. |
| 6 April 2024 | Flexible working
You can read more about these changes here. |
The requirement for an employee to have 26 weeks’ continuous
|
| 6 April 2024 | Carer’s leave
You can read more about these changes here. |
Employees will have a new Day 1 right to take at least one
week’s unpaid carer’s leave in any 12-month rolling period to provide or arrange care for a dependant who has a long-term care need. Employees may take carer’s leave in discontinuous blocks of at least half a working day. The leave can be taken at different times and need not be taken on consecutive days. Alternatively, the leave may be taken as a continuous block of one week’s leave. In order to qualify for carer’s leave, employees must also comply with certain notice requirements. |
| 6 April 2024 | Compensation limits |
The maximum limits on compensation for certain purposes will
|
| 6 April 2024 | Statutory Sick Pay | The rate of statutory sick pay will increase to £116.75
per week (up from £109.40 per week). |
| 7 April 2024 | Statutory pay for family-related leave | The rate of statutory maternity, paternity, adoption, shared
parental and parental bereavement pay will increase to £184.03 per week (up from £172.48 per week). |
The content of this article is intended to provide a general guide
to the subject matter. Specialist advice should be sought about
your specific circumstances.
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