In our first session after the festive break, Emma Burrows, John Turnbull and Tom Stephenson turned to the year ahead with an open invitation to ask us any questions about what's in store for employment law and HR issues in 2024.
As well as the usual yearly law changes, such as the uplift to the national minimum wage, 2024 will bring changes to employment rights, flexible working and holiday pay. We also explored likely incoming employment law changes if there is an election and a change of government; how employers of the future can adapt and maximise such changes to their full potential and ensure that their 2024 strategic workforce plans take into account possible new obligations.
Emma Burrows was joined by John Turnbull and Tom Stephenson, to answer your questions submitted beforehand and during the session.
Stop press! It is now anticipated that the changes to the flexible working regime under the Employment Relations (Flexible Working) Act 2023 will come in on 6 April, at the same time as the day one right to make a flexible working request, despite the government's initial stated intention that they would be coming in in the summer. It's worth noting that Labour's proposal if it wins the General Election is to introduce a right to flexible working from day one, which goes further than the current change which will only enable workers to make a request for flexible working on day one.
