Key Employment Rights Changes Set to Transform the Workforce in 2024

This year will see some significant changes to the professional landscape in England, Scotland, and Wales. Commencing on April 6th 2024, the right to request flexible working from day one in a new job will be granted, with subsequent amendments under the Employment Relations (Flexible Working) Act 2023, allowing employees to make two annual requests. Simultaneously, the time employers have to consider a flexible working request, will decrease by one month.

Further April changes include The Maternity Leave, Adoption Leave, and Shared Parental Leave (Amendment) Regulations 2024, extending protection from redundancy for employees on related leaves. The Carer’s Leave Act 2023 (Commencement) Regulations 2023 will introduce five days of unpaid leave annually, offering protection and notice requirements for carers.

October will witness the enactment of the Worker Protection (Amendment of Equality Act 2010) Act, imposing a duty on employers to prevent sexual harassment at work. The Equalities and Human Rights Commission will enforce this duty, potentially resulting in increased compensation claims for non-compliance.

Additionally, the Workers (Predictable Terms and Conditions) Act will empower those on atypical contracts to formally request predictable working pattern changes. Employers must respond within a month of receiving a worker's request.

Looking ahead, the Neonatal Care (Leave and Pay) Act 2023, effective in April 2025, will grant parents of hospitalised new-born babies up to 12 weeks of neonatal leave and pay, fostering increased flexibility and support during critical care.

As a flexible business and advocates for flexible working in all its forms, here at SF Recruitment, we are delighted to see these changes coming into effect.  There are many benefits to flexible working. For businesses, flexible working can lead to increased productivity, reduced costs, improved employee morale and reduced turnover. For employees, flexible working helps increase loyalty and engagement, helps us achieve better work-life balance, improved health, happiness, productivity, increased opportunities, access to promotions and improved job satisfaction.

To find out more about how flexible working can be implemented within your business, please contact Working Families for more advice.  Or, to discuss how we can help you recruit for a flexible vacancy please contact us. Our teams have all received training into the many possible options that come under the umbrella term 'flexible working' and we know there is no on-size-fits-all solution.  We also know that jobs that advertise roles with flexibility stated receive over 50% more applications and 92% of people looking for work state flexibility and their #1 priority.