Last year, the cost-of-living crisis, industrial action and global conflicts dominated the headlines and added to the challenges faced by UK businesses. So, what does 2024 have in store for employers, in the employment law arena at least?

Changes to the Working Time Regulations and TUPE

Following a consultation last year, the government published the Draft Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 on 8 November 2023. These Regulations came into effect on 1 January 2024 and make the following changes:

• Amending the Working Time Regulations 1998 to provide that employers do not have to keep a record of the daily working hours of all workers if they are able to demonstrate compliance without doing so.
• Clarifying that holiday pay for the purposes of the 4 weeks’ holiday derived from the Working Time Directive will be calculated using the existing statutory definition of a week’s pay plus:
  • payments intrinsically linked to the performance of tasks under the contract (such as commission)
  • payments for professional or personal status relating to length of service, seniority or professional qualifications
  • payments, such as overtime, that have been regularly paid to the worker in the previous 52 weeks
• Removing irregular hours workers and part-year workers from the scope of existing holiday entitlements. These workers will instead be entitled to holiday accrued on the basis of 12.07% of the hours worked in the previous pay period, and the...

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