Employment round up

2024 saw a change of Government in the UK for the first time since 2010. The new Labour Government had pledged it would "deliver the biggest upgrade to rights at work for a generation". As promised, the Employment Rights Bill heralds major changes to employment laws including in relation to unfair dismissal, zero hours workers, fire and rehire and collective redundancy consultation, with further changes to come.

We have produced a summary of the Bill and what it means for employers. Although most of the changes will not take effect until 2026, there are various steps employers should take to prepare during 2025 (see Coming up in 2025 below).

Whilst the Employment Rights Bill was the big UK employment news of 2024, we had already seen other developments introduced by the previous Government, being:

• A new duty to prevent sexual harassment (see below);
  
  
• The right to request flexible working from day one;
  
  
• A new right to carers' leave;
  
  
• Extended redundancy protection following family leave and more flexible paternity leave rights;
  
  
• Extension of the higher rate of the National Minimum Wage to workers aged 21 or over;
  
  
• Simplification of holiday calculations for zero hours workers;
  
  
• Increased flexibility around TUPE consultation requirements for smaller transfers; and
  
  
• A new Code of Practice providing employer guidance on "fire and rehire", which will change when the restrictions on "fire and rehire" in the Employment Rights Bill are brought in.

We have...

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