From 6th April, an employee who has a dependant with a long-term care need may take one week’s unpaid leave to provide or arrange care in each rolling 12-month period. Eligible employee will be able to take leave, regardless of their length of service.

Changes to flexible working came into place on 6th April with the introduction of new regulations removing the eligibility condition of 26 weeks’ continuous employment before a request could be made so as to make the right to request flexible working effective from day one of employment. In addition to the new regulations, the Employment

The Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations (‘the MASPA Regulations’) introduce additional redundancy protections with effect from 6 April 2024.

The Paternity Leave (Amendment) Regulations 2024 and the Statutory Paternity Pay (Amendment) Regulations 2024 bring in changes to the statutory paternity leave and pay schemes with effect from 6 April 2024.

With effect from 1 April 2024, the national minimum wage (NMW) and national living wage (NLW) are as follows…

The Department for Business and Trade has published guidance on calculating holiday entitlement and holiday pay, focusing particularly on the rights of part-year workers and those working irregular hours.

The Government has accepted the Low Pay Commission’s recommendations for the rates of the National Living Wage (NLW) and the National Minimum Wage which will come into force from April 2024.

The Information Commissioner’s Office (ICO) published on 31st August 2023 detailed guidance on processing workers’ health data to help employers comply with their obligations under the UK GDPR and Data Protection Act 2018 (DPA 2018).

The UK Government has announced the new minimum wage rates effective from April 2023

This additional bank holiday will be added to an employee’s annual leave for 2022.