What is the Current Legislation? 

Under current regulations, eligible employees in the UK have the right to take either one or two consecutive weeks of paternity leave, usually within 56 days of their child's birth or adoption placement. 

What's Changing? 

Amendments to paternity leave regulations will introduce new rights for eligible employees. They will now have the option to take paternity leave as two separate one-week blocks within 52 weeks of their child's birth or adoption. The notice period for taking paternity leave will be reduced to 28 days, providing more flexibility for employees. 

When It's Coming into Effect? 

The new paternity leave is still in draft form but expected to be passed as law on April 6th, 2024.  

The Impact? 

The amendments to paternity leave regulations aim to offer more flexibility to eligible employees, allowing them to take leave in a way that better suits their needs.  

What Do You Need to Do? 

Employers should review and update their policies and procedures to reflect the new paternity leave changes. 

How Can We Help? 

MyPeople HR consultancy is available for consultations, policy reviews, and support in implementing the necessary adjustments.  

What is the Current Legislation? 

Under current rules, employees aged between 22 and state pension age (currently 66), may be automatically enrolled into their employer’s workplace pension scheme.  

What's Changing? 

A new piece of legislation called the “Pensions (Extension of Automatic Enrolment) Act 2023” was given the seal of approval to become law, on the 19th of September 2023, by getting Royal Assent.  

Under this act the government now has the power to –  

When It's Coming into Effect? 

There is no current date for when this new legislation may become law. The Government needs to consult on how and when these powers could be used.  

The Impact? 

More money in the pension pot for younger earners for when they retire.  

What Do You Need to Do? 

Nothing for employees to do right now. My People will provide updates when these changes take effect.  

What is the Current Legislation? 

As of the current regulations, there is no specific statutory right in the UK for employees to request predictable working hours. Employment terms and conditions, including working hours, are typically agreed upon between employers and employees through employment contracts. 

What's Changing? 

Legislation will be introduced in late 2024, granting employees the right to request predictable working hours. This amendment aims to address concerns related to unpredictable working schedules and provide employees with a means to seek more stability in their work hours.  

When It's Coming into Effect? 

Although the law was passed the Act was passed on 18th September 2023, the new law will not come into effect until later this year. 

The Impact? 

The introduction of the right to request predictable working hours emphasizes the importance of providing employees with more certainty in their work schedules. Employers need to be mindful of this new aspect when managing their workforce and accommodating requests. 

What Do You Need to Do? 

Employers should review and update their policies and procedures to incorporate the new right to request predictable working hours. It's crucial to communicate this change to employees and establish a process for handling such requests in a fair and transparent manner. 

How Can We Help? 

MyPeople is dedicated to assisting its clients in adapting to the new right to request predictable working hours, and amending policies, communications and contracts.  

What is the Current Legislation? 

As of the current regulations, there is no specific statutory right in the UK for employees to take unpaid carer's leave, except for certain circumstances where employees have the right to take time off to care for dependents in emergencies. 

What's Changing? 

New legislation will be introduced, granting employees the right to take one week's unpaid carer's leave per year. This amendment recognizes the needs of employees with caring responsibilities for dependents with long-term care needs and extends a "day one" employment right for this type of leave. 

When It's Coming into Effect? 

The right to take one week's unpaid carer's leave per year will be effective from 6th April 2024. Employers should be prepared for this change and update their policies to accommodate employees with caring responsibilities. 

The Impact? 

The introduction of the right to carer's leave underscores the importance of supporting employees with caring responsibilities. Employers should be aware of this new entitlement and create a supportive environment for employees who need to take leave to provide or arrange care for dependents. 

What Do You Need to Do? 

Employers should review and update their policies and procedures to incorporate the new right to carer's leave. It's crucial to communicate this change to employees and establish a process for handling leave requests in a fair and supportive manner. 

How Can We Help? 

Our HR consultancy is available for consultations, policy reviews, and support in implementing the necessary changes.  

Redundancy Protection during Pregnancy, Maternity Leave, Adoption Leave, and Shared Parental Leave 

What is the Current Legislation? 

Currently, employers in the UK are obligated to offer suitable alternative employment to employees on maternity leave, shared parental leave, or adoption leave before making them redundant. This obligation prioritizes them over other employees provisionally selected for redundancy. 

What's Changing? 

This redundancy protection will extend to pregnancy and for 18 months after relevant leave (additional protected period). The protected period for pregnancy starts when an employee notifies their employer of their pregnancy. For maternity leave, the additional protected period lasts 18 months after the expected week of childbirth, providing an extra six months of protection post-return. Adoption leave follows a similar pattern, ending 18 months after the child's placement. 

When It's Coming into Effect? 

The new legislation applies to employees whose maternity and adoption leave ends on or after April 6, 2024, and to shared parental leave starting on or after the same date. Employers should be aware of these changes and implement necessary updates to comply with the regulations. 

The Impact? 

Failure to offer suitable alternative employment to protected employees may result in claims for automatically unfair dismissal and possible unlawful discrimination claims. Employers need to assess available alternative employment during redundancy situations, considering the additional protected periods. 

What Do You Need to Do? 

Employers should update family-friendly policies to incorporate the new rights and educate line managers about their obligations. Ensuring compliance with the extended protected periods is crucial to avoid legal consequences. 

How Can We Help? 

We can offer support and advice in reviewing current policies, and communicating with current staff on the changes being made.  

What is being introduced? 

This legislation will allow parents of babies who are admitted into hospital aged 28 days or less the right to leave and pay if the baby is in hospital for a continuous period of 7 days or more. The Act will introduce statutory neonatal leave and pay for up to 12 weeks for parents of babies requiring neonatal care, which must be taken within 68 weeks of birth.  

The leave will be available from day one of employment, although statutory neonatal pay will be subject to 26 week’s service and earning above the lower earnings limit (currently £123 per week)  

When It's Coming into Effect? 

The introduction of this leave and pay is not expected until April 2025, giving employees time to update their policies and procedures to take account of the new entitlements.   

The Impact? 

How Can We Help? 

Our HR Consultancy is available for consultations, policy reviews and support in implementing the necessary changes.  

What's Changing? 

From 1st April 2024, National Minimum wage will be increased and for the 1st time, the top rate Nation Living Wage will apply to employees aged 21 and over. Previously that rate applied to those aged 23 and over.  

The Impact? 

These are largest cash increase we have seen to the minimum wage. Of course, this will be welcomed by the lowest paid workers, the increase will also impact businesses at a time when the economy remains uncertain.  

What Do You Need to Do? 

Ensure you are paying the correct minimum wage. By not doing so, you may risk claims from staff, paying arrears, significant penalties and reputational damage. 

How Can We Help? 

Our HR consultancy is available for consultations, policy reviews, and support in implementing the necessary changes.