Employer support, guidance 'Significant Employment Law Changes

Effective from April 6th, 2024, significant changes to employment law are underway. These changes, stemming from recent legislation primarily in the form of Private Members’ Bills, supported by the Government and associated secondary legislation, impact England, Scotland, and Wales, excluding Northern Ireland due to devolved employment laws.

Flexible Working:

Employees now have the right to make two requests per year for flexible working, with employers required to respond within two months.
Denial of requests requires explanation from employers, with no need for employees to justify their requests.
 
The reasons for denial remain consistent, including factors such as business costs or impact on performance.
 
These changes were enacted through the Employment Rights (Flexible Working) Act 2023, allowing requests from the first day of employment.

Carer’s Leave:

Employees can take one week of unpaid leave annually for caring responsibilities without a qualifying period.
This entitlement, established by the Carer’s Leave Act 2023, applies to caring for dependents due to disability, old age, or illness.

Protection against Redundancy for Pregnant Employees:

Employees on certain parental leaves now have protection from redundancy for 18 months.
Protections start upon notification of pregnancy and extend after childbirth or adoption.
These provisions were introduced by the Protection from Redundancy (Pregnancy and Family Leave) Act 2023.

Paternity Leave Flexibility:

Statutory paternity leave can now be split into two one-week blocks within the first year after childbirth.
Notice requirements for each week of leave have been reduced to 28 days.
 
This change offers more flexibility to employees taking paternity leave.
These legislative adjustments aim to enhance employee rights and adapt to evolving work-life dynamics.

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