SPRING 2024 EMPLOYMENT LAW WORKERS RIGHTS Employers need to know about four important legislative changes taking place this year Four new employment laws are due to take effect in 2024, and employers should familiarise themselves with these important changes. Carers Leave Act 2023 Employees with caring responsibilities for people who are elderly, have a disability or are suffering from an illness or injury lasting more than three months will be able to take up to five days off each year. These will be unpaid and can be taken as full or half days. The act is likely to be implemented in April 2024. Employers must maintain records detailing how tips are distributed, and workers will have the right to access these records Neonatal Care (Leave and Pay) Act 2023 Neonatal care leave will be a day-one right and apply to parents of babies who are admitted to hospital up to the age of 28 days, and who have a continuous stay in hospital of seven full days or more. Parents will be able to take up to 12 weeks of paid leave and a minimum entitlement of one week, in addition to other entitlements, such as maternity, paternity and shared parental leave. To qualify for neonatal care pay, an employee must have been employed for a minimum of 26 weeks before the leave being requested and earn an average of at least 123 per week. This mirrors the entitlement to maternity pay, and must be taken in the first 68 weeks of the babys birth. This act is expected to come into effect in October 2024. Protection from Redundancy (Pregnancy and Family Leave) Act 2023 This will ensure pregnant employees and those returning from maternity, adoption or shared parental leave are protected during redundancy exercises. Employers will have to offer these employees a suitable alternative vacancy until 18 months after the birth or adoption. The existing right to be offered a vacancy while on maternity leave will be extended, and failure to prioritise these employees during redundancy exercises will be considered unfair dismissal and discrimination. The act is likely to come into force in April 2024. 4. Employment (Allocation of Tips) Act 2023 Employers must pass on tips, gratuities and service charges to workers, and have a policy outlining how tips are allocated, following a statutory code of practice yet to be created. Employers must also maintain records detailing how tips are distributed, and workers will have the right to access these records. The implementation of this act is set for April 2024. For more information, see the FSB website. Credit: Karen Woolley, Federation of Small Businesses development manager Image: iStock.com / kei_gokei Anonymous Hotline For further information, please contact your local Trading Standards Service For up-to-date news stories and information, follow us on 0300 303 2636 Is your sector being undermined by unscrupulous traders operating outside the law? Report them via Trading Standards Anonymous Hotline or online and help level the playing field for honest businesses.