BUSINESS HELPDESK HELP DESK
GET READY FOR 2024’S NEW EMPLOYMENT LAWS
Charlie McHugh, Head of Client Insight at Halborns Ltd, which provides the BMF Intelligent Employment Plus Service, has the lowdown on NINE new employment laws that come into effect in 2024.
IT’S SAFE TO say that employers in the building materials sector have got a lot on their plate in 2024 when it comes to new employment laws with no less than nine pieces of legislation to implement. Here are the headlines.
In force 01 Jan 2024 Holiday pay – for anyone whose pay varies (perhaps due to commission or overtime) their holiday pay must be calculated to include these variable elements of pay. For any irregular hours workers, ‘rolled up’ holiday pay calculations will be permitted, meaning you can uplift their hourly pay by 12.07% to take account for their holiday. Definition of disability – employees will now need to show that they are not able to “participate fully and effectively in working life on an equal basis with other workers who are not disabled” in order to be classed as having a disability for employment law purposes.
In force 06 Apr 2024 Paternity leave – the statutory two-week entitlement can be taken as two separate blocks of one week (if they employee chooses), can be taken any time in the 52 weeks after birth and employees will only need to give you 28 days’ notice.
Unpaid carer’s leave – a new right for carers to take one week’s unpaid leave per year. A carer is someone who is providing care for someone with a health condition lasting at least three months, who is disabled or who needs care as a result of old age. This can include those caring for a spouse, civil partner, child, parent or person who lives in the same house.
Flexible working – this will be a day-one right from 06 April. Employees will be able to make up to two requests per year, you’ll have to respond within two months (not three) and consult with employees before rejecting a flexible working request. Extended redundancy protections – currently during a redundancy process, those on maternity leave are entitled to any suitable alternative roles ahead of any individual not on maternity leave. This is being extended to cover pregnancy and 18 months from the estimated week of childbirth. It will also include parents using adoption or shared parental leave.
In force Sept 2024 Requesting predictable working patterns – a new right for workers to request more predictable working patterns after 26 weeks’ service. It’s going to impact those on zero-hours, fixed-term contracts (of less than a year) and agency workers. They
February 2024
www.buildersmerchantsjournal.net
can request things like set days or working hours, for example.
In force Oct 2024 Duty to prevent sexual harassment – a new duty on employers to take ‘reasonable steps’ to prevent sexual harassment of employees at work. Where this duty is breached and an employee bring a successful harassment claim, tribunals can uplift compensation by 25%. ‘Reasonable steps’ will likely include regular and up to date training and robust policies in this area.
In force April 2025 Neonatal care leave – not quite 2024, but important to be prepared for. A new right to an additional 12 weeks’ paid leave on top of paternity and maternity leave where the baby needs hospital care for at least seven days in their first 28 days of life. It’ll apply to parents of the baby, partners married to the baby’s parent, or an individual with
responsibility for bringing up the child.
Practical steps These changes will require updates to your employment contracts, policies and supporting process documents (as well as training for your managers on what the changes mean for them. You can download a
comprehensive guide to the new legislation using this QR code.
Halborns have cost- effective solutions to support BMF members with everything they need to implement effectively. Email
info@halborns.com Call 0115 718 0333
Visit
www.halborns.com or get in touch here.
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