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New Employment Laws Effective April 2024 – What You Need to Know!



As of April 2024, the United Kingdom has seen significant changes in its employment laws, aimed at enhancing the rights and protections of workers across various sectors. These new regulations bring about crucial adjustments that impact both employers and employees. Here’s a comprehensive overview of the key update:


Increased Minimum Wage


From April 2024, the national minimum wage has been increased to reflect the rising cost of living. The new rates are as follows:

Adults (25+): £11.00 per hour

Ages 2124: £10.50 per hour

Ages 1820: £9.00 per hour

Under 18: £7.50 per hour

Apprentices: £7.00 per hour


Expanded Family Leave and Pay


Significant enhancements have been made to family leave and pay entitlements:

  •  Parental Leave: The duration of statutory parental leave has been extended to 26 weeks, with 20 of these weeks paid at 90% of your average earnings.

  •  Paternity Leave: Fathers or partners are now entitled to 4 weeks of paternity leave, paid at 90% of their average earnings.

  •  Adoption Leave: Adoption leave now mirrors maternity leave, with the same entitlement periods and pay.


 3. Flexible Working Rights


The right to request flexible working has been extended to all employees from their first day of employment. Employers are required to consider these requests reasonably and respond within one month. Additionally, the types of flexible working requests have been broadened to include:

  •  Part-time working

  •  Job sharing

  •  Compressed hours

  •  Remote working


 4. Enhanced Protections Against Workplace Harassment


New regulations have been introduced to strengthen protections against workplace harassment:

  •  Employer Liability: Employers are now more accountable for preventing workplace harassment, with an emphasis on proactive measures.

  •  ThirdParty Harassment: Employers can be held liable for harassment of their employees by third parties (clients, customers, etc.) if they fail to take reasonable steps to prevent it.


 5. Pay Transparency and Equity


To promote pay equity and transparency, companies with over 250 employees must publish annual reports detailing pay differences across gender and ethnic lines. These reports must include:

  •  Median and mean pay gaps

  •  Bonus pay gaps

  •  The proportion of employees receiving bonuses

  •  Pay quartile distribution


 6. Mental Health Support


  • Recognising the importance of mental wellbeing, new measures require employers to:

  •  Implement mental health first aid training for managers.

  •  Provide access to confidential counselling services.

  •  Develop a clear mental health policy outlining support structures and resources available to employees.


 7. Gig Economy Worker Rights(temp/contractors)


Gig economy workers now enjoy enhanced rights, including:

  •  Guaranteed minimum earnings linked to the national minimum wage.

  •  Entitlement to holiday pay based on average earnings.

  •  Right to a written statement of terms outlining the nature of their engagement, pay, and working conditions.


 Conclusion


These changes are designed to improve the working conditions, rights, and protections for all employees within the United Kingdom. We encourage you to familiarise yourself with these new laws and consider how they might impact your current or future employment situations.


This article aims to provide an overview of the key changes in UK employment laws effective April 2024. For specific advice tailored to your circumstances, please consult legal professionals or relevant government authorities.




Stay informed, stay empowered!

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