In 2024, we anticipate the implementation of enhanced statutory rights concerning time off from work.
Come April 2024, the eagerly awaited Carers Leave will be introduced, becoming an immediate entitlement for all employees. To qualify, employees must serve as unpaid carers for individuals facing long-term illness or issues related to old age. Carers will be granted one week of unpaid leave annually, offering flexibility in its utilisation. Notably, Carers Leave enjoys protection, prohibiting discriminatory treatment, and it should not be integrated into absence triggers or absence management policies. It is advisable to proactively identify individuals with caring responsibilities within your organization.
Another development in April 2024 is the introduction of neonatal leave and pay to support parents with babies requiring neonatal care. This addition provides an extra 12 weeks of leave, supplementing the existing statutory maternity and paternity leave.
Additionally, April 2024 brings amendments to Paternity and Adoption Leave regulations. Notice for paternity leave will be reduced from 15 weeks to 28 days, and the period during which leave can be taken expands from within 56 days to within 52 weeks of a child’s birth or placement.
In the same month, there will be a significant overhaul of redundancy protection. The proposal outlines that protection starts from the disclosure of a pregnancy and extends for six months after the conclusion of maternity leave. This protective measure is also extended to cover adoption or statutory paternity leave and individuals who have experienced a miscarriage.