Confirmed Employment Updates for 2024

Recent legislation put before Parliament has now been approved with changes effective from 6th April 2024 on the following areas:

The Flexible Working (Amendment) Regulations 2023 remove the requirement for an employee to have been continuously employed for 26 weeks before they are entitled to make a flexible working request. A new employee will now be entitled to make a flexible working request from day one of their employment. This right applies to any flexible working application that is made on or after 6 April 2024.

The Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024 is intended to extend the period of preferential treatment afforded to parents on maternity, adoption, and shared parental leave, with regards to being offered first refusal of any suitable alternative employment available if they are at risk of redundancy.

The Regulations extend the redundancy protection during pregnancy starting when an employee tells their employer about the pregnancy. If the employee is entitled to statutory maternity leave, then the protected period of pregnancy ends on the day the statutory maternity leave starts, and the redundancy protection will continue during statutory maternity leave as currently and up to 18 months after the birth of the baby.  In relation to taking adoption leave the additional protected period ends 18 months after the placement of the child.  

Carers Leave is a statutory scheme under which employees can apply for up to one week of unpaid carer’s leave, in any 12 month period.  This can be requested from day one of employment and be requested in half or full days which are either consecutive or non-consecutive. Requests must be made in advance providing double the time required or three days if longer.

121 HR Solutions will be keeping their clients abreast of any further changes and the relevant Policies updated when required. 

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