Peterborough Solicitor Warns Businesses of Significant UK Employment Law Changes

Shola Khan, a solicitor from Roythornes Solicitors in Peterborough, is cautioning businesses about the substantial changes to UK employment law set to take effect in April 2024.

These changes, which include the introduction of day-one flexible working requests, will have a significant impact on company policies and employee handbooks.

One of the most notable changes is the right for employees to request flexible working from their first day of employment, without having to provide a specific reason. This shift could pose challenges for businesses in processing and administering such requests. "The right to request flexible working becoming a day 1 right, with employees able to make 2 requests per year instead of 1. Requests cannot be refused without consultation and decisions must be provided within 2 months," Khan explains.

Another key change is the introduction of the Carers Leave Act, granting employees the right to one week of unpaid leave per 12 months to care for dependents. Khan emphasizes the importance of this change, given the aging population and the increasing need for employees to balance work and caregiving responsibilities.

Businesses should also be aware of increases to parental pay, sick pay, and compensation limits, as well as changes to redundancy pay calculations and unfair dismissal compensation caps. The reinstatement of the 12.07% method for calculating variable hours workers' holiday entitlement and pay is another significant update.

Why this matters: These employment law changes will have far-reaching effects on businesses across the UK, particularly those in the accountancy sector. Companies will need to update their policies, handbooks, and payroll processes to ensure compliance and avoid potential legal issues. With the upcoming general election, further employment law changes may be on the horizon, making it imperative for businesses to stay informed and adaptable.

Khan stresses the importance for employers to keep their employment policies and handbooks up to date to reflect these changes and avoid issues in the long run. He recommends that businesses review their policies if they have not done so in the past year. Additionally, businesses with fewer than 50 employees or where fewer than 10 employees are transferring will no longer be required to elect employee representatives and can instead directly inform and consult with staff.

Key Takeaways

• Flexible working requests from day 1, up to 2 per year
• Carers Leave Act grants 1 week unpaid leave per 12 months
• Increases to parental pay, sick pay, and compensation limits
• Reinstatement of 12.07% method for variable hours workers' holiday
• Businesses must update policies, handbooks, and payroll to comply