Be Prepared for a Wave of Legal Changes to Workplace Policies Starting 1st April 2024

We're urging businesses to gear up for a tidal wave of legislative changes set to transform workplace policies and compensation, while also empowering workers with newfound rights.

With increases to the national minimum wage looming and alterations to the holiday allowance calculation for workers with irregular hours, along with amendments to paternity leave, unpaid leave for carers, statutory sick pay and pay for new parents, significant changes are on the horizon. These changes, set to take effect from April 1st, bring positive benefits for employees. However, it's crucial for companies to stay proactive and ensure they remain legally compliant. With just a few weeks remaining, being prepared is essential to navigate these adjustments smoothly.

Changes from 1^st April

• National minimum wage will increase to £11.44 for over those over 21 and £8.60 for those aged 18-20. There will also be a huge 21.2% increase to £6.40 for 16–17-year-olds and apprentices.
• New rules for calculating holidays for workers who work irregular hours or are contracted for only part of the year.

Changes from 6^th April

• Statutory sick pay for all staff will rise from £109.40 to £116.75 per week.
• Statutory Carer's Leave for employees with a dependent requiring long-term care allows for one week’s unpaid leave in each rolling 12-month period.
• Paternity Leave Amendment Regulations 2024 Act will also come into force. Allowing fathers or partners to separate statutory paternity leave into two blocks of one week within the first year. They will also only have to give 28 days’ notice of their intention to take paternity leave.
• Extended legal protection from redundancy for pregnant staff.

Changes from 7^th April

• Statutory maternity pay, paternity pay, shared parental pay, parental bereavement pay, adoption pay and maternity allowance all increase from £172.48 to £184.03 per week.

If you're affected by these issues, contact us to see what this means for your business.

These government changes carry significant weight, demanding businesses and HR teams to brace themselves for a shift in workplace policies. It's crucial to update paperwork, templates, handbooks and other literature promptly, in accordance with the new regulations, to remain legally compliant.

While the future holds promising improvements for employees, it's essential for employers to grasp the nuances of these new rules and how they'll affect their operations, including preparing for potential increases in employee absences.

Further changes are expected to come into effect later in the year such as Statutory Neonatal Care Leave, the right to request a more predictable working pattern, a new Worker Protection Act requiring a pro-active duty to prevent sexual harassment at work, a ban on withholding tips in the hospitality industry, minimum staffing levels for emergency sectors during strikes and age criteria for auto enrolment in a pension scheme.

What Should you do?

• Review your current policies and procedures that are affected by the new updates.
• Update your company policies and employee handbooks to cover all of the new updates.
• If necessary, you'll need to create new policies to remain legally compliant.
• Contact Amica HR! We're here to help!

Ensure your company stays legally compliant by swiftly updating paperwork, templates, handbooks, and other essential literature in line with the new regulations.

Don't navigate these changes alone. Our team of friendly HR professionals are here to provide expert assistance, ensuring a seamless transition for your business. Email us or call our Lincoln office on 01522 370190 or our London office on 020 7110 0006.