April is a time for fools, showers and, for employers, getting up to speed with a whole host of employment law changes. Recent research suggests that nearly half of employers are unaware of key changes which came into force last month which is not entirely surprising, given the sheer number of changes (and at a time when many businesses are having to contend with rising costs and a challenging economic climate). But employers risk significant liabilities if they don't get on top of the changes swiftly. A reminder of the key changes:
- Employees now have the right to request flexible working from the start of their employment, and a new statutory Code of Practice applies to such requests.
- A new statutory right to unpaid carer's leave has come into force.
- For holiday years starting on or after 1 April, new rules concerning holiday pay for irregular hours and part-year workers will apply.
- Pregnant employees and those who have returned from maternity, shared parental and adoption leave have the same protection in redundancy scenarios which employees on maternity leave previously had (i.e. to be offered any suitable alternative role).
- Changes to paternity leave entitlements have come into force.
- New rates of statutory sick pay, the National Minimum Wage and other statutory payments are in force - see the full list here https://www.gov.uk/guidance/rates-and-thresholds-for-employers-2024-to-2025
More change is coming later this year, with reforms to TUPE consultation and a new Code of Practice on dismissal and re-engagement coming into force in July.
If you haven't yet updated your contracts, handbooks and practices to reflect these changes, it's not too late, but it's important to take prompt action now to avoid getting caught out.