On 6 April 2024, several new laws will enhance protections for UK employees with family or caring responsibilities.
- The Carer’s Leave Act 2023 introduces a new entitlement allowing employees to take unpaid leave to care for dependants.
- Amendments to flexible working laws mean employees can request flexible arrangements from the start of their employment.
- Redundancy protections have been widened for those on maternity, adoption, or shared parental leave.
- These legislative changes aim to better support employees balancing work and family duties.
From 6 April 2024, significant legislative changes will take effect in the UK, aiming to support employees with family and caring responsibilities. This development introduces new rights and expands existing protections for workers undertaking such roles.
The Carer’s Leave Act 2023 establishes a right for employees to take unpaid carer’s leave for up to one week within a 12-month period. This applies to care for a dependant with a long-term need, such as a spouse, civil partner, child, parent, or another individual relying on the employee. Employees are granted this right from their first day of employment and are protected against penalties for either taking or requesting this leave.
The Flexible Working (Amendment) Regulations modify the Employment Rights Act 1996, enabling employees to request flexible working arrangements from day one of their employment. This change eliminates the previous necessary 26-week employment period before such requests could be made. Moreover, employees can now submit two requests for flexible working within a year, with employers required to respond within two months instead of the prior three-month window. Employers must also engage in consultations with employees before denying any flexible working requests.
Regarding Redundancy Protections, revisions have been made to extend the coverage for those on maternity, adoption, and shared parental leave. Protection against redundancy now applies throughout pregnancy and for up to 18 months following the birth or adoption of a child. This enhancement aims to provide added job security during these critical periods for employees facing potential redundancy threats.
As these regulatory changes approach, organisations need to prepare adequately by updating internal policies and procedures. Employers are advised to provide appropriate training to facilitate these transitions and ensure a comprehensive understanding of the new entitlements among employees.
These legislative updates underline a significant shift towards an inclusive and supportive workplace for employees with caring duties.
