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Key Employment Law Updates 2024

The world of employment law is an ever-evolving landscape, with new legislation and updates regularly introduced to ensure the rights and responsibilities of both employers and employees are upheld. 2024 brings significant changes that have implications for businesses and workers alike. This comprehensive guide will explore these key updates, providing an overview of what they mean for you, whether you’re an employer, an employee, or an HR professional. However, it is important to remember that this is a snapshot overview. Therefore, you should consider speaking with these employment law solicitors in Maidstone for more information tailored to your situation.

1. Changes to the National Minimum Wage

Increased Rates

The National Minimum Wage has seen a substantial increase in 2024, where you will be able to see the latest rates on the government’s website. This uplift is designed to support lower-income workers and ensure they receive a fair wage for their work. The exact rates vary depending on the employee’s age and whether they are an apprentice, but all have seen a notable rise.

This increase is a crucial development for employers to be aware of, as failure to comply with the new rates could result in significant penalties. It’s also important for employees to understand their rights and ensure they are receiving the correct wage.

Expanded Eligibility

In addition to the increased rates, the eligibility for the National Minimum Wage has been expanded. Previously, certain groups, such as self-employed individuals and volunteers, were not entitled to the minimum wage. However, the 2024 updates have broadened the scope, extending these rights to a wider range of workers.

This change is a significant step towards greater equality in the workplace, ensuring that all workers, regardless of their employment status, are entitled to a fair wage. However, it also means that employers need to be aware of these changes and ensure they are compliant.

2. Updates to Discrimination Laws

Enhanced Protections

2024 has seen a strengthening of discrimination laws, with enhanced protections for employees. These changes include an extension of the protected characteristics, which now include neurodiversity and socioeconomic status, among others. This means that it is unlawful for employers to discriminate against employees based on these characteristics. Most of the updates are with regard to redundancy in reference to mothers. People Management wrote a detailed article covering this aspect in more detail.

These changes are a significant step forward in promoting equality and diversity in the workplace. However, they also require employers to review their policies and practices to ensure they are compliant. This might include providing training to staff or updating their equality and diversity policies.

Increased Penalties

Alongside the enhanced protections, the penalties for discrimination have also been increased. This includes higher fines for employers found guilty of discrimination, as well as the potential for individual liability for managers or directors involved in discriminatory practices.

This increase in penalties underscores the seriousness with which discrimination is viewed under the law. It serves as a strong deterrent for employers and highlights the importance of maintaining a fair and inclusive workplace.

3. Changes to Flexible Working Rights

Right to Request from Day One

One of the most significant changes in 2024 has been the expansion of flexible working rights. Previously, employees had to be employed for 26 weeks before they could request flexible working. However, the new laws have removed this requirement, allowing employees to request flexible working from their first day of employment. There’s an informative article on Working People to understand more about the right to request flexible working from day one.

This change is a significant step towards promoting a better work-life balance and recognising the diverse needs of the modern workforce. However, it also means that employers need to be prepared to handle these requests from the outset, and have clear policies in place.

Expanded Definition of Flexible Working

The definition of flexible working has also been expanded to include a wider range of working patterns. This includes job sharing, compressed hours, and remote working, among others. This change recognises the diverse ways in which people work and provides greater flexibility for employees to balance their work and personal life.

For employers, this change means they may need to adapt their practices and infrastructure to accommodate these different working patterns. This could include investing in technology for remote working or adjusting their HR policies to manage job sharing arrangements.


The employment law updates of 2024 have brought significant changes for both employers and employees. From increased minimum wage rates and expanded discrimination protections to enhanced flexible working rights. These updates are designed to promote fairness, equality, and flexibility in the workplace.

While these changes present new opportunities for employees, they also bring new responsibilities for employers. It is crucial for businesses to stay informed about these updates and take the necessary steps to ensure they are compliant. This might involve reviewing and updating their policies, providing training to staff, or seeking legal advice. By staying informed and proactive, both employers and employees can navigate these changes and create a more fair, inclusive, and flexible workplace.

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