Employment law changes in 2024
In 2024, significant changes to employment law have already been implemented, transforming the workplace for UK employers. These updates, which include flexible working as a day-one entitlement and enhanced protections against sexual harassment, are now integral to everyday business operations.
Employers need to stay informed and align their practices with the latest regulations to ensure compliance and avoid potential penalties.
To assist your business in navigating these changes effectively, we can offer expert support to help keep your HR policies current.
Reach out to us for guidance today.
Flexible Working Day 1 Right
One of the most significant changes to employment law in 2024 is the introduction of the right to request flexible working from the first day of employment. This eliminates the previous 26-week qualifying period, enabling employees to seek flexibility right away.
This change is especially important for workers with family responsibilities or personal needs that require more adaptable working hours.
Furthermore, employees can now make up to two flexible working requests within a 12-month period, instead of just one. Employers are now required to respond to these requests within two months, reducing the previous three-month response time.
This facilitates quicker decision-making, allowing businesses to adapt more efficiently to the needs of their employees
Predictable Working Patterns for Irregular Hours Workers
Workers on zero-hour contracts or with irregular hours now have new rights to request a more predictable working pattern. These laws aim to provide greater stability for employees in industries like hospitality, where hours can fluctuate weekly.
Workers can now seek more certainty in their schedules, which helps them balance work and personal commitments.
Employers are required to respond to requests for a predictable working pattern within one month.
While these changes empower employees to have more control over their working hours, businesses still have the flexibility to deny requests if they can show that a more predictable schedule isn’t viable for operational reasons.
Sexual Harassment
Starting in October 2024, new regulations impose a legal obligation on employers to take all reasonable measures to prevent sexual harassment in the workplace. This includes fostering a safe environment where employees feel shielded from inappropriate behavior.
Businesses are now required to implement clear policies to address harassment and proactively mitigate risks.
Failure to fulfil these responsibilities can result in serious consequences.
There is also a requirement in regards to third party sexual harassment.
Employers who do not comply may face tribunal claims, with potential compensation awards increased by up to 25%, underscoring the critical importance of adhering to these new laws.
Are you prepared for this change, if not speak to us today.
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