HR, HR Updates

Essential Employment Law Updates for April 2024

As April approaches, it’s essential for businesses to stay informed about upcoming changes in employment law. These alterations can significantly impact your operations, so here’s a breakdown of what’s on the horizon:

1st of April – National Minimum and National Living Wage Increases

There will be adjustments to the National Minimum and National Living Wage rates, see the full details of the changes below. Prepare your business by updating employment contracts, informing employees, and revising company policies accordingly.

Age  Rate from 1 April 2023  Rate from 1 April 2024 
Workers aged 23 and over (NLW)  £10.42   
Workers aged 21-22  £10.18    
National Living Wage for workers aged 21 and over    £11.44 
National minimum wage for workers aged 18-20  £7.49   £8.60 
Young workers rate for workers aged 16-17  £5.28   £6.40 
Apprentices under 19, or over 19 and in the first year of the apprenticeship  £5.28   £6.40 

1st of April – Holiday Entitlement Changes for Irregular Hour Workers

Part Year and Irregular Hour workers will experience changes in holiday entitlement calculation methods. Employers will have the option to utilise the Accrual method, where holiday entitlement is determined based on hours worked, or the Rolled-up Holiday Pay method, which involves incorporating holiday pay into hourly rates.

Ensure compliance with these new regulations and update payroll processes accordingly.

Accrual Method: Calculate paid holiday entitlement by multiplying the number of hours worked by 12.07%, based on a standard of 28 days of holiday per year.

Rolled-up Holiday Pay: Provide employees with an additional 12.07% of their hourly pay to cover holiday pay, integrated into their regular hourly rate. This means that employees are not separately compensated for leave as it’s already included in their hourly pay rate.

Watch On Demand

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6th of April – Introduction of the New Carers Leave Act 2023

The New Carers Leave Act 2023 provides employees with the entitlement to request up to one week of leave within a 12-month period to provide care for a dependent with long-term care needs. This unpaid leave is a Day 1 right for employees and presents additional responsibilities for employers in managing leave requests and ensuring continued operational efficiency.

6th of April – Enhancements in Flexible Working Rights

Enhancements in flexible working rights will grant employees the ability to request flexible working from the first day of employment and make two requests within a 12-month period. Employers must handle these requests promptly and engage in meaningful consultation to accommodate employees’ needs effectively.

6th of April – Protection from Redundancy (Pregnancy and Family Leave) Act 2023

The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 extends protection against redundancy for pregnant employees and those on family-friendly leave. Employers need to update policies and procedures to comply with these changes and ensure fair treatment of affected employees.

6th of April Statutory Rate Changes

Various statutory rates, including Statutory Maternity Pay, Paternity Pay, Shared Parental Pay, Adoption Pay, and Statutory Sick Pay, will undergo adjustments effective April 6th. Employers must adhere to these updated rates and ensure compliance with payment obligations.


From 6 April 2023 

From 6 April 2024  

Statutory sick pay 



Lower earnings limit (per week) 



Statutory shared parental pay (ShPP) 

Statutory rate or 90% of employee’s weekly earnings if this is lower. 



Statutory maternity pay (SMP) 

First six weeks – 90% of employee’s average weekly earnings.                                                  Remaining weeks at the statutory rate or 90% of employee’s weekly earnings if this is lower. 



Statutory adoption pay (SAP) 

First six weeks – 90% of employee’s average weekly earnings. 

Remaining weeks at the statutory rate or 90% of employee’s weekly earnings if this is lower. 



Statutory paternity pay (SPP) 

Statutory rate or 90% of employee’s weekly earnings if this is lower. 



Statutory parental bereavement pay (SPBP)                                                                                    Statutory rate or 90% of employee’s weekly earnings if this is lower 



Stay informed and proactive to navigate these upcoming changes smoothly. For detailed guidance and assistance in implementing these adjustments, reach out to our expert advisors today.

Stay compliant, stay proactive, and stay ahead in April!

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