{"id":1691,"date":"2024-03-28T17:06:21","date_gmt":"2024-03-28T17:06:21","guid":{"rendered":"https:\/\/gravitashr.co.uk\/?p=1691"},"modified":"2024-03-28T17:06:21","modified_gmt":"2024-03-28T17:06:21","slug":"employment-law-changes-from-6th-april-2024","status":"publish","type":"post","link":"https:\/\/gravitashr.co.uk\/blog\/employment-law\/employment-law-changes-from-6th-april-2024\/","title":{"rendered":"Employment Law changes from 6th April 2024"},"content":{"rendered":"
We’ve set out below the key employment law changes that are coming into effect from 6th April 2024.<\/p>\n
Flexible Working<\/u><\/strong><\/p>\n The basic structure of flexible working requests remains the same, ie, the employee makes a request, the request is considered, the employer responds to the request.\u00a0 However, the following changes will take effect from April 2024.<\/p>\n Carer\u2019s Leave<\/u><\/strong><\/p>\n This is a new right for employees to take unpaid time off work if they have caring responsibilities.<\/p>\n Paternity Leave<\/u><\/strong><\/p>\n Employees have a statutory right to request paternity leave when their partner has a baby, adopts a child, or has a baby through a surrogacy arrangement.<\/p>\n Redundancy Rights relating to pregnancy and family leave<\/u><\/strong><\/p>\n Under the current law, employees on maternity leave, shared parental leave or adoption leave already have special protection in a redundancy situation.<\/p>\n From 6 April 2024, this legislation extends that priority status to pregnant employees and those who have recently returned from maternity, adoption leave and shared parental leave within 18 months of the child\u2019s birth \u2013 ie protection continues until the child is 18 months old by giving them priority status for redeployment opportunities in instances of redundancies.<\/p>\n Holiday pay<\/u><\/strong><\/p>\n With effect from 6th<\/sup> April \u2018rolled up\u2019 holiday pay will become a legal way of calculating holiday pay for irregular hours and part-year workers. Currently, holiday pay entitlement for these categories of workers is calculated using their\u00a0average pay over the previous 52 weeks in which they actually worked.<\/p>\n Rolled up holiday pay is where workers receive a higher basic pay rate to include their holiday pay entitlement.\u00a0 It works on the following principles:<\/p>\n As always, if you have any queries or want to talk about how these changes will affect your business please get in touch with one of our team via our socials or by calling us on 01604 763494.<\/p>\n","protected":false},"excerpt":{"rendered":" We’ve set out below the key employment law changes that are coming into effect from 6th April 2024. Flexible Working The basic structure of flexible working requests remains the same, ie, the employee makes a request, the request is considered, the employer responds to the request.\u00a0 However, the following changes will take effect from April […]<\/p>\n","protected":false},"author":3,"featured_media":1692,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[17],"tags":[],"acf":[],"yoast_head":"\n\n
\n
\n
\n