In the dynamic landscape of human resources, a tidal wave of groundbreaking legislation is poised to crash onto the scene this year, reshaping the very fabric of workplace dynamics.
The stakes are high, and unwitting employers may find themselves thrust into the spotlight of a tribunal.
Fear not, for the formidable team at HR2Day, led by the visionary founder and managing director, Nicky Jolley, stands ready to guide you through these uncharted waters…
Flexible Working Act 2023
> Employees will have the right to make a flexible working request from the first date of employment.
> Employees will be able to make two flexible working requests in a 12-month period.
> All requests must be dealt with within two months, down from three.
> Employees will not have to state the impact the request will have on the business.
Protection from Redundancy (Pregnancy and Family Leave) Act 2023
> This will extend the protections for any employee who is pregnant or who has recently returned from a period of family leave.
> New and expectant mothers will be able to double their period of redundancy protection to a period of about two years as long as they tell their employer about their pregnancy at 12 weeks.
> They will also be able to take a year of maternity leave and are then protected for a further six months afterwards.
Carers Leave Act 2023
> The provision of a statutory right to one week’s unpaid care leave per year to look after a dependent with a long-term care need.
Workers (Predictable Terms and Conditions) Act 2023
> Introduces a statutory right for eligible workers to request a more predictable working pattern which is excepted in September 2024.
Worker Protection (Equality Act 2010) Act 2023
> Due to come into force in October, the act establishes a new duty on employers to take reasonable steps to prevent sexual harassment at work.
Neonatal Care (Leave and Pay) Act 2023
> This establishes the entitlement of up to 12 weeks of paid leave for eligible parents whose new-born baby is admitted to neonatal care. The exact implementation date for this is unknown but it is expected to be April 2025 to give employers, HMRC and payroll providers time to prepare.
Holiday entitlement and pay
> There will be clarification on record keeping requirements under the Working Time Directive and restate principles relating to pay that must be included in ‘normal remuneration’ for holiday purposes, and workers’ rights to carry-over holiday. These will come into force in January 2024.
> The 12.07% holiday accrual method has been confirmed for working out holiday entitlements for irregular hours and partyear workers. This will also allow employers to pay ‘rolled up’ holiday pay provided conditions are met. This will be applicable from April 2024. If your holiday year runs January to December, this will apply from January 2025.
TUPE
> In situations where the business has fewer than 50 employees or the transfer will affect less than 10 employees, there will not be a need for a representative and the employer can consult with employees directly. This will come into effect on or after July 1, 2024.
Navigating the labyrinth of legislation
Nicky says: “Now, more than ever, it’s crucial for employers to enlist expert guidance to seamlessly navigate the terms of the new legislation and steer clear of the treacherous waters of updated employment law.
“Please be mindful that no matter what legislation you are currently working with, these changes are coming into force no matter what.”
The team at HR2day stands as a beacon of support for businesses, ensuring they remain well-informed about any legislative changes.
Their mission? To guarantee that contracts and policies are not mere relics of the past but are constantly updated to align with the evolving legal landscape.
For a lifeline in the ever-shifting seas of employment law, visit hr2day.co.uk.