Accounting News

Important Employment Law  Updates for 2024

Important Employment Law Updates for 2024

Important Employment Law Updates for 2024

Wednesday 10 April, 2024

Calling all small business owners and Visionary clients in St Albans, Watford and Welwyn Garden City!

Don't get caught out by the various Payroll and Employment Law changes coming set to take effect in 2024.

The Visionary Accountants’ Payroll Team is here to assist. We’ve compiled a comprehensive list of upcoming changes to guide your Accounts Department, Company Directors, and business owners through these crucial updates.

Are you worried about the implementation of the Payroll and Employment Law amendments within your business? Does your Payroll team or Accounts Department need help to implement the changes?

The Visionary Accountants Payroll team can help. Our contact details are at the bottom of this article, should you need help.  

April 2024 brings many changes to employment law, which employers must stay up-to-date on. With so many important amendments in the offing, the key issues employers need be aware of are outlined to keep you informed. Some changes were announced previously, with more added following the Chancellor’s Spring Budget on 6th March 2024. Check out the imminent and upcoming revisions below.

Changes to pay

  1. In his Spring Budget, the Chancellor announced a further cut to Employee National Insurance. Having been reduced from 12% to 10% in January, as of 6th April it will stand at 8%.
  2. As of 1st April, the National Living Wage will be extended to include 21 and 22-year-olds, as well as increasing in line with the Low Pay Commission’s recommendations:
    a. 21-year-olds and over –£11.44 (increase of £1.02).
    b. 18- to 20-year-olds – £8.60 (increase of £1.11).
    c. 16- to 17-year-olds and apprentices – £6.40 (increase of £1.12).
  3. As on 5th April, Statutory Sick Pay will increase to £116.75 per week (increase of £7.35).
  4. From 7th April 2024, Family-related (Maternity, Paternity, Shared Parental, Adoption and Parental Bereavement) statutory pay will increase to £184.03 (increase of £11.55).

Changes coming in to force in April 2024

Holiday Pay

Employers may pay irregular hour workers for their accrued holiday entitlement in each pay period based on 12.07% of their pay. It should be itemised separately on their pay slip.

Employment Relations (Flexible Working) Act 2023

This extends the rights of employees to request flexible working from the provisions already in place. Employees will have a day one right to make a request (rather than after six months of employment) and be able to make two requests a year (instead of one). Employers will have the right to decline the request for a valid business reason but will have less time to give the response – two months instead of three. The need for employees to explain the effect of the proposed change or how that should be dealt with has also been removed. This will come into force on 6 April 2024.

Paternity Leave (Amendment) Regulations 2024

Changes to paternity leave will allow new fathers to split their two-week entitlement into separate one-week blocks, which they can take any time in the first year after the birth or adoption of their child. Additionally, the 15-week notice they must currently give has been reduced to 28 days.

Protection from Redundancy (Pregnancy and Family Leave) Act 2023

This new law adds to the Employment Rights Act 1996, and will further protect women from the start of their pregnancy, as well as those returning from maternity leave, shared parental leave or adoption leave. Failure to offer suitable employment in a redundancy situation, if it is available, will result in an automatic unfair dismissal. The term is 18 months, beginning on the first day of the expected week of childbirth (EWC).

Carer’s Leave Act 2023

A new day one right is being introduced, permitting employees to request one week of unpaid leave a year to care for a dependant with a long-term care need. Employers can postpone the time if the operation of the business would be severely affected. Employers must explain this in writing giving notice before the leave was due to begin and allow the employee to take it within a month.

Increase in Tribunal Compensation Limits

The Government has announced the annual increase in compensation limits for employment tribunal awards and other statutory payments. From April, the maximum compensatory award for unfair dismissal is £115,115, up from £105,707. The minimum basic award for some forms of unfair dismissal also rises, from £7,836 to £8,533.

Changes expected later this year

Employment (Allocation of Tips) Act 2024 – (July, 2024)

It is expected that this act will come into force affecting hospitality businesses, hairdressers and personal service companies, requiring that 100% of tips are paid to staff before the end of the month in which the tips were made. This includes tips made by bank card. It will also be necessary for employers to have a written tip distribution policy. A statutory code of practice is currently being drafted.

TUPE (Transfer of Undertakings) Consultations – (July, 2024)

This change stops the need to elect representatives for collective consultation for businesses with fewer than 50 people and transfers affecting less than 10 employees, allowing businesses to consult directly with the affected employees. It is expected to come into force in July 2024.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 – (October, 2024)

This amendment of the Equality Act will come into force, placing a greater duty placed upon employers to take a proactive approach to demonstrate that they have taken steps to prevent sexual harassment in the workplace.

Workers (Predictable Terms and Conditions) Act 2023 – (October, 2024)

This Act gives workers – including agency workers – the statutory right to ask for a more predictable working pattern, after six months of service. This must be dealt with all requests in a reasonable manner by employers.

Neonatal Care (Leave and Pay) Act 2023 – (expected 2025)

Employees will have a day-one right to take up to 12 weeks’ leave, where a child who is 28 days old or younger is admitted to hospital for care for a continuous period of seven days or more. Employees may be entitled to neonatal care pay.

Need help with all the Payroll changes?

Speak to our St Albans based outsourced Payroll team at Visionary Accountants

Contact Tena Wallace our Payroll Director on 01727 730550 or drop Tena an email at

Arrange your FREE initial consultation

Our team of Accounting & Bookkeeping experts will be happy to meet with you to discuss your business requirements. Complete the form below or call 01727 730550 to arrange your FREE initial consultation.

Established in St Albans since 2008 –
99% Client Retention for recurring services

Tax Tips & Updates to you Inbox

Receive essential Tax Tips and Updates from Visionary Accountants.