The guidance provided here is to help HR teams and the businesses they represent, to prepare for the changes and ensure businesses are prepared ahead of the reforms coming into force. The following reforms or updates will come into force from January 1st 2024.

Item 1

Introduction of the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023
These changes are part of post-Brexit modifications and include:

• The introduction of an accrual system for calculating holiday entitlement for irregular hours and part-year workers at a rate of 12.07% of hours worked, along with the option for ‘rolled-up’ holiday pay
• Amendments to the Working Time Regulations 1998 to ensure workers can carry over annual leave in certain situations, such as maternity/family-related leave or sickness
• Clarification and simplification of record-keeping requirements under the Working Time Regulations 1998, removing the obligation to record daily working hours
• Easing of consultation obligations under the Transfer of Undertakings (Protection of Employment) Regulations 2006 for small businesses and in cases of small transfers
• The Equality Act 2010 (Amendment) Regulations 2023 will maintain key rights and principles in equality law related to pregnancy, maternity, breastfeeding, indirect discrimination, employment access, equal pay, and disability definition

What should HR teams and businesses do?
Ensure all elements within this regulation are adhered to in new and current...

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