This April, there are several changes coming into force that workers and employers alike need to be aware of. If you are an employee, it is important to be up to date on what your rights are to ensure that you are getting the money, leave, flexibility and more that you are entitled to.
For employers, it’s important to stay up to date on the latest rules and regulations to make sure you don’t fall foul of any new laws you’re unaware of.
Below is a summary of just some of the changes affecting businesses from April. Workers unsure about any of their rights should speak to Acas, Citizens Advice, or their union.
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Minimum wage going up
Minimum wage will be increasing on April 1. 21 and 22 year-olds are the biggest winners here with an increase of £1.26 as they are now included in the higher rates for older workers. Those ages 23 and older have their hourly pay increased by £1.02 and 18 to 20-year-olds get an extra £1.11. Under 18s and apprentices both get £1.12 extra, bringing apprentices in line with under 18s. This is in effect from April 1, according to gov.uk.
Flexible working requests
Employees can now make two flexible working requests in one year and are not required to explain how their request will affect the business. Employees can now also make a request from day one, rather than waiting at least 26 weeks of employment. This is in effect from April 6, reports Warner Goodman.
Benefits including Universal Credit to increase
Benefits that are linked to inflation and tax credits will rise by 6.7 per cent from April 1 in line with the Consumer Prices Index (CPI) from September.
Here are the new rates for Universal Credit:
- From £292.11 to £311.68 per month for single people aged under 25
- From £368.74 to £393.45 per month for single people aged 25 and over
- From £458.51 to £489.23 per month for joint claimants both aged under 25
- From £578.82 to £617.60 per month for joint claimants both aged 25 and over
Safeguards for those who return from maternity leave
Those who return from maternity leave will be prioritised for redeployment in a business in the case of redundancies., as well as other regulations to protect those returning to work. The safeguard applies to any maternity or adoption leave ending on or after April 6. It also applies to any shared parental leave starting on or after April 6, reports Warner Goodman.
Right to leave for carers
Unpaid carers will be supported in remaining in work alongside their caring responsibilities. This means carers will be entitled to one week of unpaid leave each year for caring responsibilities. This will come into force on April 6.
As well as new rules coming into force in April, there are a few things changing later this year too.
More predictable working terms
Workers with ‘atypical’ contracts, such as fixed-term workers, agency staff and those with zero-hour contracts can request more predictable terms and conditions of work. This gives workers a say over their working patterns and stops workers being put on last-minute shifts, for example.
The act passed last September but has not come into force just set, but it is predicted to be in September 2024, reports Shoosmiths.
More work to prevent harassment
More responsibility is being placed on employers to take reasonable steps to prevent sexual harassment. This act passed last October and will come into force this October.
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