Are you ready for 2024 Employment Law changes?

Employment Law changes 2024

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As the end of the year draws to a close and with the social and economic landscape of the UK seemingly ever-changing – at DRN Solicitors, we wanted to explore some of the upcoming changes to Employment Law that should be on your radar for 2024.

Let’s take a look at what changes we’re expecting to see and how these will affect you – whether you’re an employee or employer.

The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023

Expected to come into force on the 1st of January 2024, this legislation relates directly to holiday pay, TUPE (Transfer of Undertakings Protection of Employment rights) and working time. We’ve taken a closer look at how each of these areas may be affected by these changes…

1. Holiday pay

Firstly, irregular-hours workers, part-year workers, and potentially agency workers will be permitted to receive rolled-up holiday pay. Rolled-up holiday pay is a method in which workers are compensated for their holiday pay in addition to their hourly wage rather than receiving it when they actually take time off. In cases where there are two different rates of holiday pay, employers implementing rolled-up holiday pay must calculate it based on a worker’s total earnings during a pay period.

2. TUPE (Transfer of Undertakings Protection of Employment rights) 

Currently, if a small company with less than 10 employees is transferring, they can talk directly to their employees about the transfer. However, larger businesses are required to go through appropriate representatives, such as unions. 

From the 1st of July 2024, if a business has less than 50 employees involved in a transfer, they can directly talk to the employees affected by the transfer, regardless of how many employees are affected. Meanwhile, for larger businesses (50 or more employees) – if less than 10 employees are directly affected by the transfer, they can also talk to these employees about the transfer. 

3. Working time

Finally, employers will no longer be required to track each employee’s daily working hours. However, they must maintain sufficient records to show that they are following the Working Time Regulations (1998). This proposal intends to remove the disproportionate administrative burden and cost associated with record keeping. 

Where can I find out more about these changes?

To find out more about the changes to employment law, you can find a table summarising the main changes here. 

Here at DRN Solicitors, we recommend that, where appropriate, employers begin preparing for these changes by reviewing contracts and ensuring changes are in place where needed. 

If you require our assistance with this, please do not hesitate to get in touch with us here or by ringing 01282 433 241.