Employment Law Updates 2024

Posted: 12th April 2024
Author: Sara Marshall
Reading Time: l minute

Here is an overview of the updates to employment law that come into effect during 2024.  Please click on the links to read more about each update.

 Further changes are:

  • National Minimum Wage rises
  • Changes to Non-Compete clauses. Legislation is expected in Autumn 2024 to limit non-compete clauses to a maximum of three months from the termination date.
  • The Worker Protection (Amendment of Equality Act 2010) Act 2023. The Act will be amended to introduce a duty on employers to take proactive positive “reasonable steps” to prevent sexual harassment of their employees in the workplace.  This will place a greater responsibility on employers to ensure that the workplace is free from any form of sexual harassment. An employee can make a complaint to the Equality and Human Rights commission if an employer has not taken any preventive steps.
  • TUPE Consultation. After the 1st July 2024 all small businesses (with less than 50 employees or a business of any size undertaking a small transfer of fewer than 10 employees) will be able to consult directly with the effected employees if there are no existing employee representatives.
  • Calculation of holidays and holiday pay. The Government has instructed a pro-rata method of calculating annual leave entitlement for those who work irregular hours or are part time workers.
  • Ban on withholding tips from workers. Employers will need a written policy on how they intend to fairly allocate tips to workers.

We have a dedicated employment team at Franklins. If we can be of any assistance to you, please contact Employment Law team on 01604 828282 / 01908 660966 or email info@franklins-sols.co.uk 

Disclaimer: The information provided on this blog is for general informational purposes only and is accurate as of the date of publication. It should not be construed as legal advice. Laws and regulations may change, and the content may not reflect the most current legal developments. We recommend consulting with a qualified solicitor for specific legal guidance tailored to your situation.