Managing employees/workers
Updated to reflect that the Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024, which will extend redundancy protection for pregnant employees and new parents, are expected to come into force on 6 April 2024.
Changes to statutory paternity leave are introduced, including that employees can take two non-consecutive weeks' leave and the period for taking leave is extended to 52 weeks after the birth.
As we plunge into a new year, HR professionals could be forgiven for losing track of all the upcoming employment law changes and what they mean for their organisation. To assist HR with planning for 2024 and beyond, we round up the major legislative changes in the pipeline.
Updated to reflect legislation in force from 1 January 2024 confirming that annual leave that cannot be taken due to ordinary parental leave can be carried forward.
Updated to reflect legislation in force from 1 January 2024 that impacts employers' duty to inform and consult on TUPE transfers.
Updated to reflect legislation in force from 1 January 2024 that impacts employers' duty to inform and consult on TUPE transfers.
Updated to reflect that, for holiday years beginning on or after 1 April 2024, an accrual method will apply when calculating holiday entitlement for irregular hours workers and part-year workers.
Enhanced by creating three separate guides on managing annual leave effectively, to help you find the guidance you need. This initial guide focuses on how employers can use annual leave to benefit employee wellbeing and improve business efficacy.
Leading practice guidance discussing how to manage the annual process through effective policies and procedures.
Leading practice guidance discussing how employers can introduce a variety of initiatives on annual leave that can attract and retain employees, as well as increase employees' control over annual leave for a healthy work-life balance.
HR and legal information and guidance relating to managing employees/workers.
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