A prominent employment lawyer is advising businesses to prepare for significant legislative changes affecting workplace policies and pay.
- Changes are set to begin from 1 April, impacting national minimum wage, holiday calculations, and parental leave.
- Sally Morris from mfg Solicitors highlights the importance of adapting to new regulations on statutory pay and leave entitlements.
- New rules will introduce increased rights for workers, demanding swift compliance from employers.
- Employers must update their documentation and HR practices to align with the forthcoming legislation.
A wave of legislative changes is poised to revolutionise workplace policies across the UK, as warned by a well-respected employment lawyer. Sally Morris from Midlands law firm mfg Solicitors has stressed the importance for businesses to be prepared for these changes, particularly as they will transform workplace policies and pay structures. With just weeks remaining before these laws take effect on 1 April, companies must act swiftly.
One of the most crucial amendments is the increase in the national minimum wage. From 1 April, hourly pay for those aged over 21 will see a 9.8% rise to £11.44. Rates for younger workers will also increase significantly, with 18-20-year-olds receiving a 14.8% hike to £8.60, and 16-17-year-olds and apprentices seeing a 21.2% rise to £6.40.
Additionally, new holiday rules will affect workers on irregular schedules. This legislative shift mandates adjustments in the calculation of holiday entitlements, ensuring fair compensation for those with non-standard working hours.
Statutory sick pay is also set for an upgrade, climbing from £109.40 to £116.75 per week as of 6 April. This increase reflects the government’s efforts to better support employees during periods of illness.
Significantly, unpaid leave entitlements will be expanded. From 6 April, employees caring for dependents requiring long-term care can take up to one week’s unpaid leave each year. Moreover, the Paternity Leave Amendment Regulations 2024 will enable fathers or partners to split paternity leave into two separate one-week blocks within the first year, enhancing flexibility for new parents.
These extensive changes include an increase in statutory maternity, paternity, adoption, and parental bereavement pay, with rates rising from £172.48 to £184.03 weekly beginning 7 April. This suite of reforms underscores the government’s commitment to enhancing employee rights and aligning pay with broader social needs.
Morris emphasises that these legislative updates necessitate comprehensive revisions to workplace documentation, including handbooks and policy templates. Employers must remain vigilant and proactive, ensuring they understand and comply with the new regulations. Such preparedness is crucial not only for legal compliance but also for fostering a supportive work environment.
These legislative changes represent a pivotal shift in workplace policies, requiring employers to adapt promptly to ensure compliance and support employee rights.
