What Employers and Employees Need to Know
As we move towards the end of 2024, significant shifts are awaited in employment law across the United Kingdom. These upcoming changes will have considerable implications for businesses, employees, and the broader labour market. It’s crucial for both employers and workers to stay informed about these developments to ensure compliance and protect their rights. Here’s an overview of the key changes anticipated in the near future.
1. Extension of Family Leave and Pay
One of the most notable changes involves the extension of family leave policies. The government has committed to reviewing statutory maternity and paternity leave, with discussions around increasing the length of leave available to parents. This includes proposals to enhance shared parental leave and extend eligibility to more workers, fostering a balance between work and family responsibilities.
2. Flexible Working Arrangements
Following the impact of the COVID-19 pandemic, the discussion around flexible working has gained substantial traction. Government proposals aim to make flexible working a default option unless employers can provide a valid reason for refusing a request. This change aims to support work-life balance by allowing employees more freedom in how they structure their work hours and locations, thereby promoting well-being and productivity.
3. Revamping Employment Status Tests
The gig economy’s rise has prompted discussions on employment status and rights. Proposed reforms aim to provide clearer definitions of employee versus contractor status, ensuring those in gig economy roles have access to minimum wage protections, holiday pay, and other entitlements. By establishing clearer criteria for employment status, the government aims to shield vulnerable workers from exploitation while offering businesses transparent guidelines to follow.
4. Increased Focus on Equal Pay and Gender Pay Gap Reporting
As part of a broader push for workplace equality, the government is considering measures to strengthen equal pay laws. This includes extending the requirement for gender pay gap reporting to smaller businesses. By promoting transparency in pay structures, the hope is to highlight and address disparities that persist across industries, promoting fairness and equity in the workplace.
5. Improved Protection for Whistleblowers
Changes are also on the horizon for whistleblower protections. The government is reviewing the current framework to provide more robust support for individuals who report wrongdoing in their workplaces. These reforms are aimed at encouraging more people to come forward without fear of retaliation, ultimately leading to a safer, more ethical working environment.
6. Additional Protections Against Workplace Harassment
The UK government is actively examining workplace harassment laws, with plans to strengthen protections against harassment in the workplace. These updates will likely bring more clarity on what constitutes harassment and delineate employer responsibilities in ensuring a safe working environment. This is a critical step toward addressing workplace culture and improving overall employee morale.
7. Changes to Statutory Sick Pay
The pandemic has illuminated the need for a review of sick pay regulations. Future changes may involve increasing the rate of statutory sick pay and extending eligibility criteria, particularly for low-income workers or those in precarious employment. These changes are aimed at promoting public health and ensuring that workers who are unwell do not feel financially punished for taking necessary time off.
As these employment law changes are discussed and implemented, both employers and employees must stay vigilant and informed. For employers, updating policies and training staff will be crucial to comply with new regulations, while employees should familiarise themselves with their rights to ensure they are adequately protected.
The evolving landscape of employment law in the UK underscores the importance of adaptability within the workforce. By remaining proactive and engaged in these changes, we can work towards a fairer, more equitable workplace for all.
Small Business HR Services
So, if you are a small business owner looking to streamline your HR processes and focus on growing your business, consider partnering with Bradfield HR Support for expert guidance and support.
Contact us today to learn more about Bradfield HR Advisory Services and Bradfield HR Outsourcing Services, or give us a call at 0207 977 9200. Alternatively, follow us on LinkedIn and Facebook to stay up-to-date