Upcoming legislation changes

Details of legislation changes due in April 2024 which impact on flexible working, unpaid carers leave, holiday pay and protection from redundancy.

28 March 2024

A number of legislation changes are due in April. This web page provides a summary of these changes and what employers need to be aware of.

Holiday pay - 1 April 2024

The regulations introduce new methods to calculate holiday accrual for part-year and irregular hours workers (12.07 per cent of the hours worked in the previous pay period) and permits part-year and irregular hours workers to be paid rolled-up holiday pay. The regulations aim to maintain the rights to ‘normal’ pay during holiday and carry-over of unused leave.

Read full holiday pay legislation details.

Flexible working - 6 April 2024

The Employment Relations (Flexible Working) Act 2023 achieved Royal Assent in July 2023.  Employees will be able to make two flexible working requests per year (rather than one) and no longer have to explain the effect of their requested change. Employers must respond to requests within two months (reduced from three months) and should consult with employees before refusing flexible working requests.

Read the full flexible working legislation changes.

Statutory Carers Leave Act 2023 - 6 April 2024

The Carer’s Leave Act 2023 receiving Royal Assent on 24 May 2023. Employees are entitled to one week’s unpaid leave per year for employees who have a dependant with a long-term care need. It will be possible to take the leave in periods of a day or half a day and will be a day-one right.

Read the full detail.

Protection from Redundancy (Pregnancy and Family Leave) Act 2023 - 6 April 2024

This ensures that the redundancy protection period (the right for pregnant women and new mothers on maternity leave to be offered suitable alternative employment in a redundancy situation) applies from the point that an employee informs their employer that they are pregnant (whether this is done orally or in writing).

The legislation change has extended the redundancy protection period until 18 months after the birth of the child (or adoption placement) for employees returning from maternity leave, adoption leave or shared parental leave.

Read the full detail.

Changes to deduction of contributions at source (DOCAS) regulations - 9 May 2024

From 9 May 2024, all public sector employers that provide a DOCAS service, including those in the NHS, must comply with the 2023 regulations, in which a relevant public sector employer can only make deductions form its workers’ wages in respect of trade union (TU) subscriptions if the TU pays the employer a reasonable amount for this service; and workers have the option to pay their subscriptions by other means. 

Read the full DOCAS detail, this includes guidance from the NHS Staff Council.