As we highlighted in our previous post (What to expect in employment law in 2024), 2023 saw the introduction of several significant employment legislative changes. Just to remind you of the changes due to come into effect in April.
Holiday Leave and Pay:
Provisions for irregular hours and part-year workers apply to leave
As we come to the end of 2023, there has been a rush on new employment legislation to come into effect in 2024.
Holiday leave and pay
As mentioned here the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 were laid before Parliament on 7 November 2023 and are due to come into force
Last year saw little legislative changes in the UK with regard to employment law. However, there may be changes of interest for employment lawyers over the coming year. This blog post looks at what changes employers can expect in relation to employment law this year and what steps they should be taking to prepare for
In the Queen’s speech in December 2019 the Government announced its intention to bring about changes to employment laws in a new Employment Bill. These changes included provisions relating to carers leave, extension of protection for employees on maternity leave, rights regarding tips and gratuities, the right to request a more predictable and stable contract
On 23 September 2021, the UK Government launched a consultation on flexible working arrangements. The consultation considers reforms to the existing flexible working regulations and is seeking views on proposals to ensure that the framework supports flexible working in all its forms.
The consultation considers five areas for review:
Unlike in the U.K. and other EU member states, zero hours contracts are not (yet) common practice in Germany. To date, other arrangements aimed at achieving “flexible working” such as fixed-term or part-time contracts, secondment of personnel and – more recently – contracts to provide services have been more widespread. However, as German case law
The issue of reconciling work and personal life has become a growing concern in France and resulted in particular in the negotiation of a nation-wide inter-sectoral agreement relating to the quality of working life in 2013. In this context, the issue of flexible working raises, among other things, the question of whether employees benefit from
This post was contributed by Yanet C. Aguiar, Partner, Norton Rose Caracas and Valentina Albarrán, Associate, Norton Rose Caracas.
In the modern age, work has become an increasingly important part of a person’s life. From the standpoint of western civilization, work is not only viewed as an activity people do in order
The right of employees to request flexible working (i.e. to change the number of hours worked or the time or place when those hours are worked) was first introduced in the UK in 2003. There have been changes to this right since then, with the most recent changes taking place on 30 June this year.
In the UK there are a number of statutory employment rights enjoyed by employees who are also parents. These rights are subject to change during 2015 when a new system of shared parental leave will be introduced. Employees may also be entitled to enhanced rights under the express terms of their contracts of employment. However,