Businesses are set to experience major shifts in workplace policies due to upcoming legislative changes.
- Key legal modifications include increased national minimum wages and new holiday calculation rules.
- Changes in statutory sick pay and parental leave regulations offer enhanced employee rights.
- Employers must update workplace documentation to comply with revised laws.
- Sally Morris emphasizes proactive employer readiness to navigate these transformations.
Businesses should brace for substantial legislative shifts that will significantly transform workplace policies and pay structures, with workers receiving enhanced rights. Employment specialist Sally Morris from Midlands law firm mfg Solicitors underscores the importance of preparedness as these changes take effect starting April 1.
A pivotal alteration is the increase in national minimum wage, with over 21s seeing a 9.8% hike to £11.44 per hour. Workers aged 18-20 will enjoy a 14.8% rise to £8.60, and there’s a 21.2% increase for those aged 16-17 and apprentices, raising their hourly rate to £6.40.
On the same date, new calculations for holiday entitlements will affect workers with irregular hours or those contracted only part of the year, requiring adjustments in employer payroll systems.
Starting April 6, statutory sick pay will increase from £109.40 to £116.75 per week, and employees caring for dependents will be entitled to take one week of unpaid leave annually.
The Paternity Leave Amendment Regulations 2024 Act introduces flexibility by allowing fathers or partners to split paternity leave into two separate one-week blocks during the first year, altering the previous requirement of taking it as a continuous block within the initial eight weeks. Notice periods for such leave have also been revised from 15 weeks to 28 days.
Further changes effective from April 7, include an increase in statutory maternity pay, paternity pay, adoption pay, shared parental pay, parental bereavement pay, and maternity allowance from £172.48 to £184.03 per week.
Sally Morris, partner and head of employment and HR services at mfg Solicitors, elaborates on the necessity for businesses to update their workplace policies, templates, and handbooks in accordance with these new regulations. She warns of potential extended employee absences and stresses the imperative for HR teams to stay informed and ahead of the compliance curve.
Overall, these legislative changes mandate a comprehensive review and update of business policies to ensure compliance and support for employees.
