In the ever-evolving landscape of Employment Law, it is crucial to keep up to date with your rights as an employee. In 2024, there continue to be significant changes coming into force following legislation that was passed in 2023.
The Flexible Working Act 2023
One of the most significant changes has enhanced the rights of flexible working which will come fully into force from July 2024. Employees will be able to make flexible working requests on day one, previously employees had to wait 6 months before requesting flexible working such as part-time working, compressed hours, and home or hybrid working. Also, employees will be able to submit two flexible working requests every 12 months, which previously was limited to one request.
The Worker Protection (Amendment of Equality Act 2010) Act 2023
Under this law, employers must take reasonable steps to prevent sexual harassment in the workplace and follows high-profile cases of sexual harassment such as at McDonalds and the CBI. The update is due to come into force on the 26th of October 2024 and provides employees with a proactive duty to prevent sexual harassment, which is more than having a written policy and providing training for new managers. The Act includes powers for the Equality and Human Rights Commission to enforce this law and for Employment Tribunals to increase the compensation of victims of sexual harassment by up to 25% if the employer has not taken reasonable steps to prevent sexual harassment by other employees. The individual employees who commit sexual harassment can still be sued in the Employment Tribunal. This law reinforces the rights employees have against employers for the actions of employees, known as vicarious liability because the employer is more likely to have the means to pay compensation but also to prevent workplace cultures where sexual harassment is not prevented.
The Protection from Redundancy (Pregnancy and Family Leave) Act 2023
Coming into force in 2024, employees will receive extended protection against redundancy for workers returning from maternity, adoption and shared parental leave.
The Carer’s Leave Act 2023
Expected to come into force after April 2024, this law will give employees who have a dependent with long-term care needs a statutory right to one week’s paid care leave per year.
The Worker’s (Predictable Terms and Conditions) Act 2023
This will introduce a statutory right for workers such as those on zero-hours contracts and those working in the hospitality sector to request more predictable working patterns and is expected to come into force in September 2024.
The Neonatal Care (Leave and Pay) Act 2023
This law, expected to come into force in 2024, will allow eligible employed parents whose newborn baby is admitted to neonatal care to take paid leave.
Contact Us Today
Employment law is constantly changing. As in most years, there are many changes to Employment Law that will affect many employees and workers. Macks Solicitors advise clients on all aspects of employment law, for a free initial assessment of your case call 01642 843 670.