As we head into 2024 there are some important changes to holiday pay and leave entitlements coming into effect that we want you to be aware of.
Changes to Holiday Pay
The Government announced in 2023 their intention to allow “rolled up” holiday pay for some part-time employees and workers (those who work for periods of a year, e.g. term time, but are employed for the full year, and those whose hours vary week to week). This allows proper pro-rating of holiday to reflect the periods worked and makes holiday calculations much easier.
Although the Act governing these changes came into force on 1 January 2024, the changes do not have immediate effect. Employers will be able to rely upon the changes from 1 April 2024 (or when their leave year starts, if later). We will be providing more information in a few weeks’ time to help you prepare.
Carer’s Leave
On 6 April 2024, there will be a new statutory right to leave for employees, regardless of their length of service.
The employee must have a dependant with a long-term care need, and the leave should be for the purposes of providing care or arranging care for that dependant.
Requests should be made on notice and there is provision for postponing the request where necessary.
The leave is unpaid, limited to one week (in any 12 month period), and can be taken in consecutive or non-consecutive days (or half days).
Employees are protected from detriment or dismissal as a consequence of exercising (or because it is believed they are likely to exercise) the right to carer’s leave.
We will be producing a Carer’s leave policy, which will be provided for free to those on our Premium service.
Banner photo by Brooke Cagle on Unsplash
