(2-minute read)

Last year, the Government made major decisions regarding post-Brexit education reform and backed an unusually high number of private members’ bills. As a result, 2024 looks set to be a year of significant change to employment legislations and reform. Furthermore, a possible general election and change of Government could see further employment law shake ups.

SUMS consultant, Emma Ogden, shares insight on what the Employment Law landscape might look like in 2024.

Read the full What to expect in Employment Law briefing paper here
(Full paper 7-minute read)

What can you read about in this paper?

  • Employment Relations (Flexible Working) Act 2023
  • The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023
  • The Protection from Redundancy (Pregnancy and Family Leave) Act 2023
  • The Workers (Predictable Terms and Conditions) Act 2023
  • Carer’s Leave Regulations 2024
  • The Worker Protection (Amendment of the Equality Act 2010) Bill
  • Statutory Pay Entitlements
  • Future Government reviews

Key Employment Law 2024 recommendations

We recommend that universities plan for possible new legislative and regulatory change by:

  • Reviewing family friendly and age-related policies (particularly around carers leave and fertility-related guidance) and providing improved guidance and support
  • Ensuring that all staff, leadership, and management teams are familiar with legislative changes and understand the implications and expected benefits
  • Ensuring a proactive response; where consultations are ongoing or proposed, institutions may wish to get ahead by reviewing procedures, ensuring effective, open, and supportive communication channels are in place and engaging with staff
  • Identifying where practical interventions are needed, as part of a business and workforce planning cycle
  • Planning implementation and impact assessments.

With expertise covering almost all areas involved in Human Resources, policy and employment law, the team at SUMS Consulting would be happy to help in supporting conversations further.

If you wish to discuss these topics further or need any additional information, please contact Emma on e.l.ogden@reading,ac.uk

This briefing paper is provided for information purposes only and is no substitute for, and should not be interpreted as, legal advice.

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