Advice – HR expert Nicky Jolley guides you through unchartered waters .
In the dynamic landscape of human resources , a tidal wave of groundbreaking legislation is poised to crash onto the scene this year , reshaping the very fabric of workplace dynamics .
The stakes are high , and unwitting employers may find themselves thrust into the spotlight of a tribunal . Fear not , for the formidable team at HR2Day , led by the visionary founder and managing director , Nicky Jolley , stands ready to guide you through these uncharted waters .
Flexible Working Act 2023
> Employees will have the right to make a flexible working request from the first date of employment .
> Employees will be able to make two flexible working requests in a 12-month period . > All requests must be dealt with within two months , down from three . > Employees will not have to state the impact the request will have on the business .
Protection from Redundancy ( Pregnancy and Family Leave ) Act 2023 > This will extend the protections for any employee who is pregnant or who has recently returned from a period of family leave .
> New and expectant mothers will be able to double their period of redundancy protection to a period of about two years as long as they tell their employer about their pregnancy at 12 weeks .
> They will also be able to take a year of maternity leave and are then protected for a further six months afterwards .
Carers Leave Act 2023
> The provision of a statutory right to one week ’ s unpaid care leave per year to look after a dependent with a long-term care need .
Workers ( Predictable Terms and Conditions ) Act 2023 > Introduces a statutory right for eligible workers to request a more predictable working pattern which is excepted in September 2024 .
ENFORCING THE EMPLOYMENT FRONTIER
Worker Protection ( Equality Act 2010 ) Act 2023 > Due to come into force in October , the act establishes a new duty on employers to take reasonable steps to prevent sexual harassment at work .
Neonatal Care ( Leave and Pay ) Act 2023 > This establishes the entitlement of up to 12 weeks of paid leave for eligible parents whose new-born baby is admitted to neonatal care . The exact implementation date for this is unknown but it is expected to be April 2025 to give employers , HMRC and payroll providers time to prepare .
Holiday entitlement and pay
> There will be clarification on record keeping requirements under the Working Time Directive and restate principles relating to pay that must be included in ‘ normal remuneration ’ for holiday purposes , and workers ’ rights to carry-over holiday . These will come into force in January 2024 .
> The 12.07 % holiday accrual method has been confirmed for working out holiday entitlements for irregular hours and partyear workers . This will also allow employers to pay ‘ rolled up ’ holiday pay provided conditions are met . This will be applicable
For a lifeline in the ever-shifting seas of employment law , visit hr2day . co . uk .
from April 2024 . If your holiday year runs January to December , this will apply from January 2025 .
TUPE > In situations where the business has fewer than 50 employees or the transfer will affect less than 10 employees , there will not be a need for a representative and the employer can consult with employees directly . This will come into effect on or after July 1 , 2024 .
Navigating the labyrinth of legislation Nicky says : “ Now , more than ever , it ’ s crucial for employers to enlist expert guidance to seamlessly navigate the terms of the new legislation and steer clear of the treacherous waters of updated employment law . “ Please be mindful that no matter what legislation you are currently working with , these changes are coming into force no matter what .”
The team at HR2day stands as a beacon of support for businesses , ensuring they remain well-informed about any legislative changes .
Their mission ? To guarantee that contracts and policies are not mere relics of the past but are constantly updated to align with the evolving legal landscape .
34 | Aycliffe Business