There is currently a raft of proposed changes to employment law which HR practitioners should be aware of when undertaking policy reviews.
Employment legislation
The following employment legislation has been passed, although we are still waiting for some of the detail to be published via separate Regulations:
| Tips | The Employment (Allocation of Tips) Act 2023 will introduce new rules on managing tips, service charges and gratuities: find out more in our earlier blog. | Expected to come into force in 2024 |
| Carer's leave | The Carer's Leave Act 2023 will introduce a new 'day one' right to unpaid carer's leave (expected to be one week every 12 months) for employees who are providing or arranging care for a dependant with a long-term care need. | No earlier than April 2024 |
| Neonatal care leave and pay | The Neonatal Care (Leave and Pay) Act 2023 will introduce (i) a 'day one' right of up to 12 weeks' neonatal care leave; and (ii) a right to neonatal care pay for employees who meet minimum service and earnings thresholds. | Expected to come into force April 2025 |
| Redundancy protection for pregnant women and new parents | The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 extends the redundancy protection period. It looks likely that this will apply from the point at which an employee informs their employer that they are pregnant until six months after her return to work. Protection will be similarly extended for those taking adoption leave and shared parental... |
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