Key UK Employment Law Changes in 2024-2025
As we head into 2024, it’s important for both employers and employees to stay abreast of the evolving landscape of UK employment law. Phil Collier Associates, as your trusted HR partner, is committed to keeping you informed and prepared.
Our January blog explores the significant changes coming into effect in 2024 and 2025.
Revisiting Holiday Pay and Entitlement
From January 2024, we see changes in the calculation of holiday pay and entitlement for irregular hours and part-year workers, aligning with the evolving work patterns in modern employment.
Elevating Living Standards: The Rise in National Minimum Wage
In a landmark move, the National Minimum Wage is set for its largest ever increase. This change, effective from April 2024, is a proactive step towards narrowing income inequality and enhancing the quality of life for lower-wage earners.
Enhancing Family-Friendly Policies
April 2024 brings enhanced protections for those on maternity, adoption, or shared parental leave, extending the safety net for parents and expectant mothers.
Fortifying Worker Rights: The Workers (Predictable Terms and Conditions) Act
September 2024 marks the introduction of the Workers (Predictable Terms and Conditions) Act, a significant stride towards granting zero-hour and agency workers the right to request more predictable working patterns, reflecting the growing concern for fairness in the gig economy.
Embracing Flexibility: Expanded Rights for Flexible Working
The concept of the traditional 9-to-5 workday is undergoing a transformation. The Flexible Working Regulations are expanding, empowering employees to request flexible working arrangements from day one of their employment. This monumental shift underscores the growing emphasis on work-life balance.
Striving for Equality: Enhanced Gender Pay Gap Reporting
In the ongoing battle for gender equality, companies with over 250 employees will be required to provide more detailed information on pay disparities. This initiative aims to foster transparency and drive efforts to bridge the gender pay gap.
Protecting Dignity: New Safeguards Against Sexual Harassment
Employers will now have a statutory duty to take reasonable steps to prevent sexual harassment, reinforcing the commitment to creating safer, more respectful workplaces.
Looking Ahead: Proposed Amendments to the Equality Act 2010
The landscape of employment law continues to evolve with potential amendments to the Equality Act 2010, aiming to codify certain EU-derived discrimination protections post-Brexit.
These upcoming changes are not just about legal compliance; they represent a broader shift towards a more inclusive, equitable, and flexible work environment.
At Phil Collier Associates, we are here to guide and support you through these changes, ensuring your organisation remains both compliant and progressive.
For further details on these changes, contact us today – email@example.com.