Here at Journey Recruitment, we have noticed some changes to the law surrounding your employment rights. April has seen some brand new legislation and with a general election on the way we are expecting even more changes to the way we work.
As part of our commitment to providing the very best service to our candidates, we thought it would be helpful to outline the 3 major changes to employment law coming in this month as well providing a heads up as to what to look out for over the coming year.
This April, the following will changes will come into force:-
- Employment Rights (Flexible Working) Act 2023
- Carer’s Leave Act 2023
- Protection from Redundancy (Pregnancy and Family Leave) Act 2023
Employment Rights (Flexible Working) Act 2023
During the pandemic, many people worked from home. Fast forward to 2024 and more of us are back in the office but many people still need flexibility over when and where they work. The good news is that the law is catching up!
You no longer have to wait to request a flexible working arrangement with your employer. They must consider part-time, term-time, flexitime, changes to your hours and your working location. Your employer must explain their decision to agree to or reject your request and you can make two applications to vary your working arrangements in any 12 month period.
Carer’s Leave Act 2023
If you look after a spouse, civil partner, child, parent, or other dependant who is likely to need 3 months care, you can request up to one week’s unpaid leave. This is something you can request as soon as you start your role and while your employer can’t deny your request, they can postpone the time you take off if it is likely to disrupt the business that you work for.
Protection from Redundancy (Pregnancy and Family Leave) Act 2023
Currently, you may enjoy special rights or benefits or rights or benefits if you are on maternity leave, shared parental leave or adoption leave. You may now enjoy this special protection if you are pregnant or if you have recently returned from maternity or adoption leave /shared parental leave.
Paternity leave period will be extended to 52 weeks after the birth/adoption and your leave can be taken in a single period or one/two weeks or two non-consecutive weeks. Changes to the notice periods required and the way the leave can be taken are all set out in the new legislation – well worth a read!
Looking forward, the government is considering changes to support employees in relation to fertility treatments and miscarriage, tipping and transferring roles within an organisation so we expect new legislation very soon. Both major parties are under considerable pressure to improve the protection of workers’ health and rights more generally, and to ensure that employers understand how they can comply with the new employment laws.
Whilst we can’t advise our candidates or clients on these recent or any future changes, we do encourage you to make sure that you are aware of what you may be entitled to and to speak to your employer if you are unsure. We hope that this overview of the 3 main changes to employment law will help you.
In the meantime, please do keep an eye on our jobs page for new roles and get in touch if we can help you with your job search!