2024 UK Employment Law: A Round-Up of Key Changes and Cases

2024: A Year of Change!

There's no doubt that this year has felt fairly tumultuous and brought about significant changes in UK employment law, impacting both employers and employees.

As well as a number of changes passed through Parliament while the Conservatives were in power, July also saw the election of the first Labour government in 14 years. In this blog post, we’ll take a whistle-stop tour through the essential updates and notable cases shaping the past year.

Whether you’re an employer looking to stay compliant or an employee wanting to understand your rights, this round-up is for you!

Key Updates in Employment Law

January: National Insurance and Tribunal Reforms

• National Insurance rates were reduced for workers.

• Employment Tribunal reforms granted solo judges increased powers, leading to most hearings and appeals being conducted by a single judge rather than a panel.

February: Right to Work Fines and Menopause Guidance

• Fines for breaches of Right to Work checks tripled to £45,000 for first breaches and £60,000 per worker for repeat breaches.

• The Equality and Human Rights Commission (EHRC) issued guidance clarifying employers’ obligations to support workers experiencing menopause under the Equality Act 2010.

March: Paternity Leave Flexibility

• The Paternity Leave (Amendment) Regulations 2024 allowed fathers and partners to take paternity leave in two separate one-week blocks within the first 52 weeks after the child’s birth.

April: Policy Overhaul

A series of legislative updates required significant policy changes, including:

• Annual statutory rate updates.

• New holiday pay calculation methods for irregular hours and part-year workers.

• Day one right to request flexible working.

• Enhanced redundancy protection during maternity, adoption, and shared parental leave.

• The right to unpaid Carer’s Leave.

July: TUPE and Fire-and-Rehire Rules

• Altered TUPE consultation rules allowed direct consultation for transfers involving fewer than 10 employees or organisations with fewer than 50 employees.

• A new statutory Code of Practice on “fire and rehire” regulated unilateral changes to contractual terms.

Labour Government’s Plan to Make Work Pay

The new government’s manifesto outlined ambitious employee rights reforms, many of which are still under review.

September: Supreme Court Tesco Ruling

The Supreme Court ruled against Tesco’s use of contract terminations to withdraw previously agreed collective pay enhancements and rehire employees.

October: Sexual Harassment Duty and More

Key updates included:

• A new duty on employers to take reasonable steps to prevent sexual harassment.

• Introduction of the Statutory Code on fair tip allocation.

• Proposals under the Labour Employment Rights Bill.

• Real Living Wage rate increases.

• Higher fines for National Minimum Wage and Living Wage non-compliance.

November: Employment Rights Bill Inquiry

• The Business and Trade Committee began scrutinising the Labour Employment Rights Bill.

• The government proposed National Insurance increases and threshold reductions.

• New statutory rates for April 2025 were published.

December: DBS Fee Increases

The Disclosure and Barring Service (DBS) announced increased charges for DBS checks.

Looking Ahead: Employment Law in 2025

Phew. There's no doubt that 2024 has brought additional costs and obligations for employers, and the trend is set to continue in 2025. While many changes proposed under the Labour Employment Rights Bill are expected in 2026, some updates could be fast-tracked via secondary legislation. Additionally, previously passed Acts, such as the Paternity Leave (Bereavement) Act 2024, are still awaiting implementation.

Staying up to date with employment law is crucial in today’s ever-changing workplace. Employers must ensure policies are up to date, compliance with legislative changes is maintained, and procedures remain robust.

If you’d like to start the new year with a comprehensive review of your policies, contracts, and compliance, get in touch. Let us help you navigate the complexities of employment law and keep your business on track.