Navigating the complexities of UK employment law can be challenging for businesses of all sizes. With frequent updates and new regulations being introduced, employers need to keep their HR contracts compliant. In 2024, several key legal changes could impact how your business approaches employment contracts. This article highlights the most important developments and explains why keeping your HR contracts up to date is crucial.
1. Changes to Flexible Working Rights
One of the significant updates in 2024 is the expansion of flexible working rights. Previously, employees could only request flexible working arrangements after 26 weeks of service. However, under new legislation, employees will have the right to request flexible working from day one of employment. Employers are required to respond to such requests promptly and must provide a valid reason for any refusal.
This means businesses need to review and potentially amend their employment contracts to reflect these new rights. It’s also important to establish clear procedures for handling flexible working requests to avoid legal complications.
2. Enhanced Redundancy Protections for Pregnant Employees
2024 has brought enhanced protections for pregnant employees and those on maternity leave. New laws extend redundancy protection for pregnant employees from the start of pregnancy until 18 months after childbirth or adoption. This means employers must now follow stricter protocols during redundancy processes for employees in this category, ensuring they are not unfairly dismissed.
To stay compliant, businesses must update their redundancy policies within employment contracts and employee handbooks, reflecting these extended protections.
3. Updates to Pay Transparency Laws
The UK government continues to push for greater pay transparency. While not yet mandated for all businesses, companies with more than 250 employees are required to report gender pay gaps and other pay-related discrepancies. There is also growing pressure for smaller businesses to adopt similar practices voluntarily.
For 2024, businesses should consider including clauses in their contracts to outline how pay reviews and disclosures will be managed. This will not only keep you compliant but also enhance transparency, fostering trust among employees.
4. Impact of Brexit on Employment Contracts
Although Brexit officially occurred in 2020, its impact on employment law is still being felt in 2024. There is increasing divergence between UK and EU employment laws, especially regarding workers’ rights, data protection, and immigration policies. For businesses employing workers from the EU, contracts must reflect post-Brexit right-to-work requirements.
Reviewing HR contracts to ensure compliance with evolving immigration policies and right-to-work checks is essential for avoiding penalties and ensuring a smooth hiring process.
5. The Rise of Hybrid Working
Hybrid working continues to shape the modern workplace in 2024. With more employees splitting their time between home and office, businesses must address this shift in their HR contracts. Hybrid working policies should clarify expectations, such as working hours, health and safety responsibilities, and data protection protocols.
Failure to update contracts to reflect hybrid working arrangements can lead to misunderstandings and legal issues, particularly around employee rights and employer responsibilities regarding remote work.
6. Increased Focus on Mental Health Provisions
Mental health continues to be a priority in the workplace. Employers are increasingly expected to incorporate mental health provisions into their contracts, ensuring employees have access to support services and reasonable accommodations when needed. Contracts should also outline the company’s approach to managing mental health-related absences and creating a supportive work environment.
Why You Need to Keep Your HR Contracts Up to Date
Outdated HR contracts expose businesses to significant legal risks. Non-compliance with new employment laws can lead to costly fines, tribunal claims, and damage to your company’s reputation. By proactively updating your contracts, you not only ensure compliance but also create a fairer and more supportive working environment for your employees.
Given the ever-evolving nature of employment law, it’s essential to regularly review and revise your HR contracts to stay compliant. This is especially important in 2024, with the raft of changes affecting areas like flexible working, employee protection, and hybrid work arrangements.
Stay Compliant with Saxon HR
Ensuring your HR contracts comply with the latest UK employment laws can be time-consuming and complex. At Saxon HR, we specialise in drafting and updating employment contracts that are fully compliant with 2024’s regulations. Let us take care of the legal details, so you can focus on running your business. Contact us today for expert HR contract writing services tailored to your needs.
Get in touch now for a free consultation!