HR Update August 24

As of August 2024, several significant updates and changes to UK employment law have come into effect or are scheduled for implementation soon. Here’s a summary of the key developments:

1. Flexible Working Rights

– Employees now have the right to request flexible working from their first day of employment. This change removes the previous requirement of 26 weeks of continuous employment before making such a request.
– The definition of flexible working has been expanded to include various patterns like job sharing, compressed hours, and remote working, providing greater flexibility to employees.

2. Redundancy Protections:

– The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 extends protection from redundancy to employees who are pregnant, on maternity leave, on adoption leave, or on shared parental leave. The protected period now includes 18 months from the start of these conditions.

3. Discrimination Laws:

– Amendments to the Equality Act 2010 include preserving the right to claim discrimination by association and protecting women from unfavourable treatment related to pregnancy or maternity.
– Protections now extend to include neurodiversity and socioeconomic status as protected characteristics.

4. Sexual Harassment:

– A new proactive duty to prevent sexual harassment in the workplace will come into effect in October 2024. Employers will be required to take reasonable steps to prevent harassment, and failure to do so could result in significant penalties.

5. National Minimum Wage:

– There has been a significant increase in the National Minimum Wage, effective from April 2024. For example, the rate for workers aged 23 and over has increased to £11.44 per hour.

6. Predictable Working Patterns:

– From September 2024, workers with unpredictable hours, such as those on zero-hour contracts, will have the right to request more predictable working patterns after 26 weeks of service.

7. Other Notable Changes:

– Ban on withholding tips from workers in the hospitality industry effective from July 2024.
– Introduction of rolled-up holiday pay for workers with irregular hours, allowing annual leave to be calculated using the 12.07% accrual method.

These updates reflect ongoing efforts to enhance workers’ rights and improve working conditions across various sectors. For more detailed guidance and specific applications, consulting with HR experts or legal advisors is recommended.