Employment Law Update

As everyone returns from their summer holidays and gears up for the last few months of the year, we thought it would be helpful to remind you of some of the many employment law changes that there have been this year and that you need to be aware of:

Holiday pay and leave

From 1 April, employers can pay rolled-up holiday pay (in lieu of the employee taking a period of annual leave). However, rolled-up holiday pay can only be paid to part-year workers and irregular-hours workers. Holiday entitlement for these workers will accrue at the rate of 12.07% of the hours worked during that pay period.

Changes to flexible working?

The new rules provide that employees can request flexible working from day one of a new job, without having to wait the 26-week qualifying period.?Employees can also now make two requests a year for flexible working (previously it was one) and employers must respond within two months (previously three months).

Carer’s leave?

Employees are now entitled to take one week of unpaid leave a year if they have caring responsibilities.?Carers are eligible from the first day of their employment and can take the leave flexibly to suit their caring responsibilities. Employees are not required to provide evidence of how the leave is used or who it will be used for.

Extension of redundancy protection

Employees on maternity leave, shared parental leave or adoption leave were already entitled to be offered alternative employment if their position was at risk of redundancy.

This protection has now been increased. Get in touch for full details.

Increased flexibility for paternity leave?

From 6 April, fathers and partners can now take their paternity leave as two one-week non-consecutive periods or two consecutive weeks.

Other changes expected later this year

There are a number of other employment law changes anticipated later this year. These include changes to TUPE and the rules surrounding when employers can consult directly with employees, and new Worker Protection (Amendment of Equality Act 2010) Act provisions requiring employers to take reasonable steps to prevent sexual harassment of employees in the course of their employment.

If you have an employment issue or think you may be affected by these changes,?please contact?Nighat Sahi at:?[email protected]

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