As employees return from the holiday season and businesses reopen, employers and HR leaders should be mindful of key employment developments in 2024 that may affect their workforce. 2024 will see a number of legislative changes in UK employment law that will require employers to get up to speed swiftly. A raft of new legislation will (or has already) come into force to address the consequences of Brexit. Other legislative proposals are also being mooted by the government, but with a general election looming in 2024, employers will need to keep an eye on the status of those proposals and further changes that may be proposed.
This article summarises some of the key updates for businesses making their 2024 to-do lists to consider.
On 1 January 2024, the UK government brought into force legislative changes to either incorporate or replace certain EU-derived employment rights that may otherwise have been lost as part of the government’s post-Brexit legislative amendments. From an employment perspective, the most significant changes come in the form of new regulations, the Employment Rights (Amendment, Revocation and Transitional Provisions) Regulations 2023. These regulations clarify rules relating to holiday entitlement and working time records and will take effect for holiday years commencing after 1 April 2024.
In particular, the new regulations preserve EU case law that sets out when workers who cannot take annual leave in one year will have an express right to...
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