April 2024 Employment Law Updates

Updates to flexible working, new unpaid leave for carers, and enhanced redundancy protection for certain employees

April 2024 changes to UK employment law (from 6 April)

IN A NUTSHELL

Flexible Working: more employee-friendly approach to flexible working requests

Carers Leave: new unpaid leave entitlement for carers introduced

Redundancy Protection: enhanced rules concerning redundancy of pregnant employees or employees recently returned from maternity, adoption or shared parental leave

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Author: Stephen Oxley

Stephen is a vastly experienced employment  solicitor and business leader, with a passion for helping businesses and executives to excel.  Stephen advises a wide range of clients including financial services businesses, retailers and manufacturing companies; and  senior executives on joining and severance packages

stephen@on-consulting.uk | 07768 670 492

FLEXIBLE WORKING

Employees

  • Employees can issue a request to work flexibly from day one of employment (no need to wait for 26 weeks).
  • Employees can make 2 requests to work flexible in any 12-month period.
  • Employees no longer have to state how they think the employer’s business will be affected if the requested change is granted.

Employers

  • Employers have 2 months (not 3) to respond and must state reasons/grounds for rejection.

What is covered?

  • Flexible working includes compressed hours, part time, term time. Flexitime, varied location.

What do I need to do?

  • Review and amend Flexible Working Policy
  • Inform HR and managers of changes  
  • Respond to requests in line with the new requirements

‍CARERS LEAVE

Employees

  • Unpaid leave entitlement for carers introduced. 
  • Maximum period one week.
  • Right to request carers leave entitlement is from the first day of employment.

Employers

  • Employers cannot deny request but can seek postponement in limited circumstances.

What is covered?

  • Covers care for spouses, children, civil partner or other dependents due to old age, illness, disability, or injury where care needed is likely to last at least 3 months.

What do I need to do?

  • Review Family Leave policies in Staff Handbook
  • Inform HR and managers of changes
  • Respond to requests in line with the new requirements

REDUNDANCY PROTECTION

Employees

  • Pregnant employees or employees recently returned from maternity leave or adoption leave or shared parental leave get enhanced protection from redundancy and must be prioritised in any redundancy selection process.

Employers

  • Enhanced obligations in redundancy selection process.

What is covered?

  • Redundancy process concerning pregnant employees or employees recently returned from maternity leave or adoption leave or shared parental leave.

What do I need to do?

  • Review Redundancy Policy to ensure compliance
  • Inform HR and managers dealing with any redundancy process 
  • Comply with enhanced requirements in any redundancy process.

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The above is a basic outline of the new employment regulations being introduced from 6 April 2024. 

The changes are underpinned by extensive regulations and if you require a more detailed explanation or wish to discuss any employment matter please contact Stephen Oxley on stephen@on-consulting.uk or 07768 670 492.

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