Monthly HR blog Newsletter – December 2023 | Consensus HR, Herts, Beds
In our current Monthly recap HR blog Newsletter – December 2023 we see an Employment Law influx with what to expect in 2023 and have:
- Round-up of all the legal changes in January 2024 | Consensus HR – Herts, Beds
- Draft legislation will bring the Carer’s Leave Act into force in 2024 | Consensus HR – Herts, Beds
- New legislation confirms flexible working application as a day one right | Consensus HR – Herts, Beds
- Extended redundancy protection for maternity, adoption or shared parental leave | Consensus HR – Herts, Beds
- Code of practice proposed to help with fair distribution of tips | Consensus HR – Herts, Beds
- Shanks v Lothian Health Board – Unfair dismissal: Reasonable dismissal – Consensus HR | Herts, Beds
Round-up of all the legal changes in January 2024 | Consensus HR – Herts, Beds
2024 is set to be a busy year will plenty of legislative changes taking effect at various points throughout the year, with changes still being announced .
The Government has just announced that it is backtracking on the proposed increase from Spring 2024 to the salary required for family visas, and that the proposed increase to £38,700 will not now take place. Instead, they plan to initially set it at £29,000.
Draft legislation will bring the Carer’s Leave Act into force in 2024 | Consensus HR – Herts, Beds
The Carer’s Leave Act received royal assent on 24 May 2023 and requires secondary legislation to bring its provisions into force.
The Government has now published, as a draft Statutory Instrument, the Carer’s Leave Regulations 2024 (available at https://www.legislation.gov.uk/ukdsi/2024/9780348254808) which will bring the Act into force on 6 April 2024 in England, Wales and Scotland.
Extended redundancy protection for maternity, adoption or shared parental leave | Consensus HR – Herts, Beds
Published in May this year, the Protection from Redundancy (Pregnancy and Family Leave) Act 2023 requires secondary legislation to bring its provisions into force and full details can be seen below, together with a number of other planned employment law changes.
The relevant statutory instrument, the Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024, has been laid before Parliament in draft form and is expected to come into force on 6 April 2024.
Code of practice proposed to help with fair distribution of tips | Consensus HR – Herts, Beds
The Employment (Allocation of Tips) Act 2023 aims to ensure that all tips are passed on to workers without deductions.
The Act requires that tips be passed on to workers in full, with very limited exceptions; that businesses have a tipping policy and provide this to their workers; that businesses keep records on distribution of tips; and gives workers a new right to request a copy of their tipping record, enabling them to bring a claim to employment tribunal in order to enforce their rights.
Shanks v Lothian Health Board – Unfair dismissal: Reasonable dismissal – Consensus HR | Herts, Beds
This case is a reminder for employers about the need for reasonableness in decisions on dismissal, and the tests that will be applied to determine this. The EAT judgment made it clear that the focus when determining reasonableness should be on the requirement that the employer is imposing, and not on the employee’s particular views and beliefs on that subject. Where that requirement is to do an act which is lawful, and this is made clear to the employee along with the consequences of non-compliance, taking action up to and including dismissal for breach of that requirement is reasonable.
New legislation confirms flexible working application as a day one right | Consensus HR – Herts, Beds
In June this year we reported on the Government’s commitment to introducing a day one right to request flexible working for employees via secondary legislation.
On 11 December, it fulfilled that commitment by publishing the Flexible Working (Amendment) Regulations 2023 (SI 2023/1328).
This new legislation comes into force on 6 April 2024, amends the Flexible Working Regulations (SI 2014/1398) and ensures that the right to make a flexible working application applies when an employee begins employment (a day one right).
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