We have previously written in detail about the key legislation to be implemented in the United Kingdom in 2024 and considered the changes employers must grapple with this year. In this article, we take a step back to look at some of the key employment law trends and challenges that UK employers are likely to face over the coming year and how best to be ready to deal with them.
We expect that companies’ primary focus may be on more universal issues, particularly given the challenging economic, political, and cultural environment that 2024 brings. However, it will be important for employers to be ready to react to the specific legislative changes coming in and the developing legal position, particularly as we anticipate a corresponding increase in requests and challenges from employees as a result of these changes.
1) Facing uncertainty from outside
Employers will be facing uncertainties and shifts brought about by legal, political and economic change and uncertainty. We predict the following three areas are likely to have the most impact on UK employers this year:
The impact of the Retained EU Law (Revocation and Reform) Act 2023 (“REULA”)
We have written throughout 2023 about the likely impact of REULA on employment law as it comes into force. The main impact of REULA is legal uncertainty. REULA is notoriously complex, and issues of interpretation of laws derived from Europe will need to be battled out in the courts because previously settled questions could be reopened...
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