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Employment Law Changes 2024: Live Updates
July 15, 2024
| Expected Change | Latest Update | Key Dates |
| Day One Unfair Dismissal Rights | It is now understood that the definition of ‘initial period of employment’ will be between 3 and 9 months. The Public Bill Committee will consider the proposed amendments in the forthcoming weeks and is expected to report by 21 January 2025. | Government has said not to expect change in law to be in force before autumn 2026. |
| Changing Worker Status | Not yet taken forward in Employment Rights Bill. Government has confirmed will be taken forward but will require much more detailed consultation first. | No dates known yet. |
| Changing Zero-Hour Contracts/Right to Minimum Working Hours | Amendments were introduced on 27 November 2024 giving zero hours and low hours workers the right to be offered guaranteed hours in some circumstances. The Public Bill Committee will consider the proposed amendments in the forthcoming weeks and is expected to report by 21 January 2025. | Likely to be in 2026. |
| Employment Tribunal Claims | Proposals set out in the Amendment Paper announced on 27 November 2024, with a view to extend the time limit for bringing all tribunal claims from 3 months to 6 months. | Not yet known |
| The Right to Disconnect | Government has confirmed this will now be dealt with by way of a code of practice/statutory guidance, instead of legislation. | Code of practice expected in 2025. |
| Duty to Prevent Sexual Harassment | Brought into force on 26 October 2024, including stronger duty to safeguard employees from harassment by third parties, but likely to be further strengthened by Labour Government in due course. | Likely to be in 2025. Find out if your business is ready for the change here |
| Ending Fire and Re-Hire | The Public Bill Committee will consider the proposed amendments in the forthcoming weeks and is expected to report by 21 January 2025. | Likely to be in 2026. |
| Pay | Confirmed being taken forward separately by way of new terms of reference for Low Pay Commission.
Now confirmed the national minimum/living wage will have to take account of inflation and median earnings in the UK |
National minimum/living wage due to change in April 2025. Further changes to be phased in over next 3 years to bring rate for 18–20-year-olds in line with 21 and overs. |
| Statutory right to equal pay for ethnic minority employees and those with disabilities | Confirmed will be brought to Parliament in draft Equality (Race and Disability) Bill – now going out to consultation. | Draft bill expected in next 12 months. |
| Disability/Ethnicity Pay Gap Reporting | Confirmed will be brought to Parliament in draft Equality (Race and Disability) Bill – now going out to consultation. | Draft bill expected in next 12 months. |
| Trade Union Rights: Especially the Duty to Inform | It was announced on 27 November 2024 that the right of trade unions to access workplaces will not extend to any workplace which is also a dwelling. Proposals now going to public consultation. | Likely to be in 2026. |
| Right to Bereavement Leave | The Public Bill Committee will consider the proposed amendments in the forthcoming weeks and is expected to report by 21 January 2025. | Likely to be in 2026. |
| Parental Leave from Day 1 | The Public Bill Committee will consider the proposed amendments in the forthcoming weeks and is expected to report by 21 January 2025. | Likely to be in 2026. |
| Collective Grievances | No update yet | Not yet known |
| Making flexible working (or a strengthened right to request it) “the default” | The Public Bill Committee will consider the proposed amendments in the forthcoming weeks and is expected to report by 21 January 2025. | Likely to be in 2026. |
| Extending protection from redundancy for new mothers | The Public Bill Committee will consider the proposed amendments in the forthcoming weeks and is expected to report by 21 January 2025. | Likely to be in 2026. |
| Changes to Equality action plans | Proposal for employers to include an explanation in their equality action plans on how they are supporting employees with menstrual problems or menstrual disorders. | Not yet known. |
Our employment lawyers can offer advice and direction for any employers who are concerned about what they should be doing next. Contact us on 029 2082 9100 or via our Contact Us form for a free initial chat to see how we can help you.
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