Changes to employee rights: what you need to know

There are several legislative changes planned for employment law coming into effect on April 6th 2024, each of which may well impact your business and colleagues.

The Employment Relations (Flexible Working) Act 2023 gives colleagues more rights to request flexible working.

Employees will now have the right to request flexible working from day one of employment, rather than after 26 weeks which is the position currently.

Employees will also be able to make two requests in any 12-month period, up from one. Employees will no longer have to explain the effect of the change requested, as they do currently, and employers will have to make a decision on a request within two months, rather than three.

The changes are aimed at making flexible working more accessible for employees. The reasons why an employer can lawfully refuse a request remain unchanged.

The Workers (Predictable Terms and Conditions) Act 2023 increases protection for employee working patterns.

To increase protections for workers, this Act is aimed at increasing certainty for gig economy workers around their working patterns, by introducing a right for workers and agency workers to request more predictable terms and conditions of work.
The gig economy is usually made up of workings engaged in freelance and side-hustle work.

The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 gives stronger rights to pregnant employees.

The Act expands the current protection, where employees on maternity/shared parental/adoption leave have enhanced protections in redundancy situations to include pregnant employees.
This act now runs from the moment they notify their employer of their pregnancy, through to 18 months after childbirth.

The Carer’s Leave Act 2023 introduces a new entitlement for carers with long term needs dependents.

This Act will grant a new entitlement of one week of unpaid leave annually for employees who care for dependants with long term needs. This right to leave will be available to all employees from day one of employment.

“Long term needs” is defined as:

• Anyone with a condition that meets the definition of disability under the Equality Act 2010
• Illness or injury (physical or mental) that requires or is likely to require care for more than three months
• Old age

And there are further changes on the way. In October 2024, the protection from harassment act will come into effect and in April 2025 we expect there to be further changes to holiday pay and working time for employees impacted by TUPE.