As 2024 comes to an end, we reflect on the year's developments and turn our attention to the significant employment law changes that await UK employers in 2025 and beyond.

Reflecting on 2024

2024 was indeed the busy year we had predicted it would be! To name a few, 2024 delivered the following:

• We started the year with new codified rights in respect of holiday pay and equalities (and later in July amendments in respect of TUPE) as a result of changes to how assimilated EU laws operate (see our earlier article here).
• During spring we saw new rights come into force, including unpaid carer’s leave (here), changes to paternity leave (here), extensions to the protection from redundancy for pregnant employees and employees on maternity, adoption or shared parental leave (here) and changes to flexible working (here).
• In the summer, stricter rules came in via a Code of Practice in respect of the practice of fire and rehire (here).
• Autumn saw new rules regarding the allocation of tips (here) and the new duty to prevent sexual harassment (here) come into force.

And of course, we cannot ignore the main development this year – the general election which took place in July and saw the election of a new Labour Government. During its election campaign, the new Government promised a huge package of employment reforms in its Plan to Make Work Pay and is now full steam ahead with bringing these to fruition, beginning with the introduction of the Employment Rights Bill into Parliament...

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