Government Adjustments to Employee Allowances
As we navigate through the ever-evolving landscape of employment regulations, it is crucial to stay informed. As of 1st April, the government has made adjustments to various employee-related allowances, with some significant changes that impact both employers and employees.
Here's a snapshot of the key changes:
Flexible Working:
Right to request flexible working becomes a day one right. No longer 26 weeks.
Employee can make up to two applications per 12-month period, instead of one.
Employee no longer has to explain the effect of how their flexible working will impact the Company.
Must be more of a consultation prior to any refusal.
Employer must respond within 2 months and not 3 as current.
Comes into force: 6th April 2024 (for requests made on, or after this date).
Carers Leave Regulations 2024 (A new Legislation):
Introduces a right to 5 days unpaid statutory leave per year for unpaid carers.
Can be taken in half days, full days, or blocks of time.
Notice required is twice the length of the time to be taken or 3 days (whichever is greater).
Employer can postpone where there is a legitimate business need.
Comes into force: 6th April 2024.
Protection from Redundancy – Pregnancy & Family Leave:
When passed in law, this will extend redundancy protection to cover pregnancy and for 18 months following the birth or placement of a child.
Due to come into force: 6th April 2024.
Paternity Leave:
Leave & pay can be taken as two non-consecutive blocks of one week, rather than only in one block of either one or two weeks as it states currently.
Can be taken at any point in the first year after the birth or adoption of their child, rather than only within the first eight weeks after adoption or birth.
Shorter notice provisions & right to vary dates.
Comes into force: 6th April 2024.
Holidays:
Introduction of method of holiday accrual for irregular-hours and part-year workers based on 12.07% of the hours worked in the previous pay period. For workers on sick leave or other family-related leave, accrual will be based on average working hours over a 52-week reference period.
Rolled-up holiday pay permitted for irregular-hours and part-year workers (for leave years starting after 1 April 2024.)
National Minimum Wage increases:
As of 1st April 2024, the NMW will increase to:-
21 and over: £11.44 (from £10.42). The age has also been reduced to 21 years (rather than the previous 23 years) old and over.
18 to 20: £8.60 (from £7.49).
Under 18: £6.40 (from £5.28).
Apprentice: £6.40 (from £5.28) .
Please also remember that maternity, paternity, and other family leave rates are increased in April, along with statutory sick pay and redundancy.
If I can help in any way, please let me know. Some of the above can be challenging for any business, however, I am happy to answer any questions.
We will keep you updated on future legislation as and when they come in throughout the second half of the year.
Many thanks.