The last few months since our August round-up have seen considerable progress on a number of employment law reform initiatives, largely through enactment of Private Members’ Bills supported by the Government in place of any Employment Bill (which again was absent from the recent King’s Speech). Employers will need to reflect many of these in updated or new HR policies and training over the next 12 months. We have included links to our blog posts on these below; please click through for further details and do get in touch with your usual HSF contact if you would like to discuss the impact of any of these developments for your business.

• Reforms to working time rules on holiday and TUPE: Draft regulations will come into force on 1 January 2024 and make significant changes to the rules for irregular hours and part-year workers for holiday years starting from 1 April 2024. All employers will also need to check their policies comply with the holiday pay and carry-over rules which are intended to codify existing EU law and will apply from 1 January 2024. Minor changes to TUPE consultation requirements for small employers/transfers apply from 1 July 2024.
• EU discrimination case law to be enshrined in legislation: Draft regulations have been published to amend the Equality Act 2010 with effect from 1 January 2024 to codify rights and protections developed by EU case law, including expressly prohibiting associative indirect discrimination and amending the definition of...

Read Full Story: https://news.google.com/rss/articles/CBMiU2h0dHBzOi8vd3d3LmxleG9sb2d5LmNvbS9s...