Employment law changes – What do you need to know?

Can you believe… the weeks of 2024 are flying by already! Employers… do you feel you are ahead of the curve with your employees? Check out a couple of updates to be aware of for the year ahead:

Paternity leave

• Instead of leave being taken as one block of one or two weeks consecutively, leave can now be split into two blocks of one week.

• Currently leave has to be taken during the first 8 weeks after a child is born or adopted, leave can now be taken in the first 52 weeks after a child is born or adopted.

• Employees need to give notice 15 weeks prior to the expected week of childbirth, and then 4 weeks’ notice of dates prior to each period of leave.

• Although these changes are effective from 8 March, it applies to babies whose expected week of birth or adoption date is after 6 April.

Carer’s leave

From 6 April 2024, employees will be entitled to a “week’s” unpaid leave every 12 months to care for a “dependent” who has:

• A physical or mental illness or injury that means they’re expected to need care for more than 3 months

• A disability (as defined in the Equality Act 2010)

• Care needs because of their old age The dependant doesn’t have to be a family member. They can be anyone who relies on them for care. This is a day one right and employees will not need to provide evidence or explain how the leave will be used.

These changes will enable parents and carer’s to better balance their work and home responsibilities, supporting them to remain in employment.

There are also some sizeable changes to flexible working coming into force in April – do get in touch for the latest.

For further information contact Bev Katigbak, HR Advisor, HR At Work info@hratwork.co.uk