Employment law is constantly changing and 2024 will be no exception. Here are the key changes that employers need to prepare for.

What Matters Next

Employers and their HR teams face a busy year of employment changes. Early preparation and updating of existing practices and policies will be key to make sure employers are not caught out.

Last year, the cost-of-living crisis, industrial action and global conflicts dominated the headlines and added to the challenges faced by U.K. businesses. So, what does 2024 have in store for employers in the employment law arena?

Changes to the Working Time Regulations and TUPE

Following a consultation last year, the government published the Draft Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 on Nov. 8, 2023. These regulations took effect Jan. 1 and make the following changes:

• Amending the Working Time Regulations 1998 to provide that employers do not have to keep a record of the daily work hours of all workers if they are able to demonstrate compliance without doing so.
• Clarifying that holiday pay for the purposes of the four weeks’ holiday derived from the Working Time Directive will be calculated using the existing statutory definition of a week’s pay plus: payments intrinsically linked to the performance of tasks under the contract, such as commission; payments for professional or personal status relating to length of service, seniority or professional qualifications; and payments, such as...

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