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Employment Law 2024

It’s time to have a look at what’s coming up in employment law in 2024. 

The Definities

Increases to National Living Wage and National Minimum Wage Rates and Statutory Rates for Maternity, Family Leave, Sick Pay and Redundancy Pay

From 1st April 2024, minimum wage rates will increase as follows:

- Workers aged 21 and over – increase to £11.44

- Workers aged 18 to 20 – increase from £7.49 to £8.60

- Workers aged 16 to 17 - increase from £5.28 to £6.40

- Apprentices – increase from £5.28 to £6.40

- Accommodation offset rate will increase to £9.99


The following statutory rate increases will also apply from April 2024:

- The weekly rate of statutory sick pay will be £116.75.

-  The weekly rate of statutory maternity pay, maternity allowance, statutory paternity pay, statutory shared parental pay, statutory adoption pay and statutory parental bereavement pay will be £184.03.

- The average earnings an employee needs to earn to be entitled to these statutory payments will remain at £123.00

Changes to the calculation and payment of holiday

From 1st January 2024, there will be a statutory definition of “normal pay” to calculate holiday pay for workers with regular hours, but who receive regular additional pay such as commission, allowances or overtime. • From 1st January 2024 workers will have the right to carry over unused holiday entitlement if they can’t use it due to family-related leave or sick leave, or if their employer won’t allow them to take it. • For holiday years from 1st April 2024, “irregular hours” and “part-year” workers will accrue holiday at 12.07% of hours worked, and holiday pay may be paid as an addition to wages – this is known as “rolled-up” holiday pay. • For more information, please have a look at our New holiday rules for irregular hours and part-year workers legal update.


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