The article highlights the employment law changes upcoming in 2024 that HR professionals and business leaders need to be aware of that will likely have a practical impact on their organizations and employees. This includes changes regarding:
- Transfer of Undertakings Protection of Employment (TUPE) consultations;
- redundancy protection;
- holiday pay for atypical workers;
- annual leave carry-over;
- sexual harassment training, policies and procedures;
- flexible working requests;
- predictable working hours protections;
- carer's leave;
- paternity leave rights; and
- non-compete clause limits.
Employers must also watch for the upcoming General Election, as the Labour Party has made a "cast iron commitment" to produce an Employment Rights Bill. The bill is likely to include day-one rights, such as the right not to be unfairly dismissed (i.e., changing this from its current two-year limit); uncapped unfair dismissal awards; and a single definition of 'worker' memorializing gig economy rights (e.g., to holiday pay, zero-hours contracts ban, and the practice of firing and rehiring).
"Employment law updates for 2024," HR Magazine, January 22, 2024
* Nicole Akinyemi, a Litigation trainee, contributed to this article.
London
