Flexible working
The Flexible Working (Amendment) Regulations will come into force on 06 April 2024. The new regulations will remove the current requirement for an employee to have 26 weeks of service before making a flexible working request; making it a day one right. The Act will require employers to consult with the employee who submits a flexible working request before a decision is made. It also means that employers will have to respond to a request within two months as opposed to the previous three months. In addition, employees will be allowed to make two requests a year instead of one.
Annual leave/holidays
From 01 January 2024, applicable to holiday years beginning on or after 1 April 2024. employees will be entitled to carry over up to 28 days leave if they have been on a period of family friendly leave, sick leave or if the employer has not encouraged them to use their leave throughout the year; the onus will be on employers to ensure their employees take annual leave and gain sufficient respite and disconnection from work; holiday pay calculations must include commission payments, payments for professional status, overtime payments etc rather than be based on the basic hourly rate. irregular workers and part time workers will have the option to receive payment for holiday pay that is rolled-up within their normal salary, instead of having to take holidays and get paid.
Carer’s leave
Carer’s Leave will be introduced as a brand-new right for employees on 06 April 2024. Employees who have a dependant with a long-term care need will be entitled to up to a week’s unpaid leave to provide or organise care. Requests for leave can be in half days or full days and can be postponed by the business by up to a month if the leave would be unduly disruptive. Employees will be required to give notice of their leave, which is either twice the length of time being requested, or three days, whichever is the longest.
