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The latest legislation updates

Expanded leave entitlements from day one

The new proposal will grant employees immediate access to parental, paternity, and bereavement leave from day one. Currently, parental bereavement leave allows two weeks at a statutory rate £184.03 per week; this proposal extends bereavement leave to cover additional relationships, although the qualifying relationships for this entitlement are yet to be confirmed. It is suggested that this additional bereavement leave would provide one week of leave, potentially paid, to support employees in times of loss. 

Upcoming changes to bereavement leave in 2025 

The government’s recent 100-day plan hinted at immediate changes to bereavement leave, but full implementation will be gradual. Updates to bereavement leave rights are expected over the next two years, with some changes possibly starting in April 2025, following the typical employment law update schedule in April and October. While dates remain uncertain, ongoing consultations suggest that these changes are on the way.

End of fire & rehire practices 

The government plans to end fire and rehire practices, making it automatically unfair to dismiss employees who reject changes to their contract terms. Employers will now be required to follow a formal consultation process when proposing contract changes, ensuring greater job security for employees.

Automatic right to flexible working

Under the new Employment Rights Bill, employees will gain an automatic right to flexible working from their first day on the job. Currently, employees can request flexible arrangements a few times a year, but the new law will make flexible working standard unless the employer can prove a request is unreasonable - a significant shift toward employee flexibility. 

Enhanced protection against dismissal for pregnant workers and new mothers

The new bill plans to strengthen protections for pregnant workers and new mothers, shielding them from dismissal during pregnancy and for up to six months after returning to work. This extended protection aims to support job security for employees during and after maternity leave.

Right to join a trade union in employment contracts

Under the new regulations, written statements of employment (or employment contracts) will need to include a clause affirming employees' right to join a trade union. This change aligns with the government's strong support for trade union rights and aims to reinforce worker protections.

Statutory sick pay changes: Immediate access and lower earnings eligibility

The government plans to reform Statutory Sick Pay (SSP) by removing the three-day waiting period and eliminating the lower earnings threshold. This change will allow 1.3 million lower-paid workers to receive SSP from day one of illness. SSP will be calculated as either a percentage of pay or a flat rate, whichever is lower, potentially increasing costs for businesses.

New requirements for gender pay gap reporting and menopause support

Employers with 250 or more employees will face stricter obligations for gender pay gap reporting and must now also create and submit menopause action plans. These plans are intended to support employees experiencing menopause, aligning with gender pay reporting to promote a more inclusive workplace.

Strengthened sexual harassment protections for employees

Starting October 26, 2024, companies with more than 250 employees will have a new duty to take all reasonable steps to prevent sexual harassment at work. This includes updating policies, conducting risk assessments, and creating clear processes to communicate these changes. Employers must also provide training, particularly for managers and C-Suite leaders, to lead by example. Using tools like Breathe software can help with policy communication and documentation, ensuring compliance and a safer workplace for all employees.

Autumn budget 2024: Key takeaways (dates TBC)

• Employer National Insurance to rise from 13.8% to 15%

• Class 1 National Insurance threshold reduced from £9,100 to £5,000 per year

• National Living Wage to rise from £11.44 per hour to £12.21 per hour

• National Minimum Wage to rise from £8.60 per hour to £10 per hour

• Income tax thresholds frozen until 2028

• Employment Allowance rises from £5,000 to £10,500

• Employment Allowance £100,000 cap to be removed

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