Employment Law Updates – 2024 | Consensus HR – Herts, Beds
Employment law dates at a glance – 2024
What are the planned Employment Law changes for this year and beyond?
Employment Law Updates – 2024 | Consensus HR – Herts, Beds
Our Chartered Instituted of Personnel & Development (CIPD) have collated all the forthcoming Employment Law changes and Consensus HR by working with its monthly retained clients will be ensuring that all our clients Employee Handbooks and HR Policies & Procedures are kept up to date whilst providing HR & Employment Law support as required.
Did you know? Our monthly retained HR clients for a monthly fee never have to worry about the ever changing Employment Law as their employee handbooks are updated automatically and members of the team informed? If you are interested, give us a non-obligatory call now – 01438 576 750 and talk to a member of the team. Let us, help you to Prevent People Problems.
Forthcoming changes
This table shows forthcoming changes. See the forthcoming legislation in-depth page and relevant employment law topic for more information on these new statutes and amendments.
31 January 2024 (at the earliest)
31 March 2024
1 April 2024
1 April 2024
6 April 2024
6 April 2024
6 April 2024
6 April 2024
April 2024
April 2024
1 July 2024
Further anticipated Employment Law changes..... What further Employment Law changes can be expected in 2024 and beyond?
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September 2024 (expected) |
The Workers (Predictable Terms and Conditions) Act 2023 and secondary regulations are expected to come into force approximately one year after Royal Assent, which was given on 8 September 2023. The Act will give eligible workers and agency workers the right to request more predictable terms and conditions of work. |
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October 2024 (expected) |
The Worker Protection (Amendment of Equality Act 2010) Act and relevant secondary legislation is expected to come into force, introducing a new proactive duty for employers to take reasonable steps to prevent sexual harassment of their employees. Employers will be required to take ‘reasonable steps’ to prevent sexual harassment. Tribunals will also have the power to uplift sexual harassment compensation by up to 25% where an employer is found to have breached this new duty. |
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To be confirmed |
Legislation will be introduced to make significant changes to paternity leave, allowing employees to take it within the first year after the birth of the baby, divide the leave into two blocks, and give 4 weeks’ notice of the dates on which leave is to be taken. |
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To be confirmed |
A new statutory code on “fire and re-hire” to be introduced. |
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To be confirmed |
New law prohibiting confidentiality clauses in contracts or settlement agreements from preventing disclosures to the police, regulated health and care or legal professionals to be introduced. |
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To be confirmed |
New law requiring confidentiality clauses to set out their limitations to be introduced. |
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To be confirmed |
New law to increase the break needed to end continuous employment from one week to four weeks to be introduced. |
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To be confirmed |
Regulatory exemptions from requirements such as gender pay gap reporting will be extended to businesses with fewer than 500 employees; currently this applies to businesses with under 250 employees. Government promises to free growing businesses from red tape |
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To be confirmed |
GDPR will be replaced with a ‘common sense’ data protection system. Further details of the proposed new scheme is yet to be released. |
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To be confirmed |
A new law proposed by the government will limit the length of non-compete clauses to a maximum of three months. |
HRInform – Jan-24
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