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Navigating the New Landscape of Employment Law in 2024 📜 The world of employment law has seen transformative changes recently, and for those in HR, understanding these updates is crucial. Here's what you need to know: Carer's Leave Act 2023 🚑 grants employees the right to one week of unpaid leave annually, from day one of their employment, to care for dependents. This flexible arrangement accommodates days or half-days off and requires only a declaration of entitlement—no proof necessary. The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 🤰 extends safeguarding for pregnant employees and new parents, offering them rights on alternative vacancies. This heightened protection now spans from pregnancy notification to 18 months post-birth. Flexible Working in the Spotlight 🛠️: The Flexible Working (Amendment) Regulations 2023 usher in significant changes. Employees can request flexible working from the onset of their employment, with the ability to make not one, but two requests per year. Employers must respond within two months, considering the employee's circumstances and consulting before any refusal. Holiday Pay Adjustments 🏖️: The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 addresses rolled up holiday pay, particularly beneficial for part-year and irregular hours workers. These regulations, in effect from April 2024, necessitate clear itemisation on pay slips. A Challenging Transition 🧑⚖️: The strengthening of workplace sexual harassment laws coming into force this October will demand that practices prepare well in advance. The responsibility is on employers to prevent sexual harassment proactively, through training, policy updates, and by creating a culture of zero tolerance. Updates To Spent Convictions Of Offenders 📜 Amended Rehabilitation of Offenders Act 1974 means most convictions are now 'spent' after 7 years, except serious offences. This update affects the displaying of criminal records and hiring practices. Keep an eye on: - TUPE alterations for small employee transfers. - Forthcoming statutory code on 'fire and rehire' tactics. - New rights for a predictable work pattern starting September 2024. - Neonatal Care Leave slated for April 2025. - The EHRC's new guide on accommodating menopause in the workplace. Your Action Plan ✅: Revise your HR policies, consult with professionals, and stay attuned to these changes to ensure compliance and foster a supportive working environment. #EmploymentLaw #HR #WorkplaceCulture #WorkplaceRights #LucidSupport

📜 Stay informed! Here are the latest legal updates in HR and employment law for 2024 that businesses need to know: 🤰Redundancy and Family-Related Leave: New regulations offer increased job protection for employees during pregnancy, maternity, adoption, or shared parental leave (SPL). Maternity and adoption leave are protected for 18 months, SPL is safeguarded for the same duration if the parent takes at least 6 consecutive weeks of leave. 🌟 Wellbeing Strategies: Companies are encouraged to adopt proactive wellbeing strategies, focusing on both physical and mental health, including men's mental health and perimenopause and menopause, to support a good workforce. 💡 Artificial Intelligence: AI's role in HR is expanding, and businesses are advised to consider how it can make work more efficient and whether their employees have the skills to maximize its benefits. 🚫 Non-Compete Clauses: The Federal Trade Commission (FTC) has proposed a rule to void existing non-compete agreements and prohibit future ones. This has been controversial and is subject to legal debates. 🤝 Joint Employer Status: The National Labor Relations Board's (NLRB) final rule broadens the criteria for identifying joint-employer status under the National Labor Relations Act (NLRA), effective February 26, 2024. 💼 Injury and Illness Data Submission: OSHA's new rule, effective January 1, 2024, requires certain employers in high-hazard industries to submit more detailed injury and illness data. 👩👦 Carer's Leave: A new right to Carer's Leave will be introduced on April 6, 2024, allowing employees to take up to one week of unpaid leave per year to care for a dependent with a long-term care need. 🤰 Pregnant Employee Protections: New protections will extend redundancy safeguards to pregnant employees, mirroring those on maternity leave. 💸 Allocation of Tips: The Employment (Allocation of Tips) Act 2023 aims to ensure fair distribution of tips among workers, with a statutory Code of Practice expected to be published in Spring 2024. #highroadpeo #lastingsolutions #hrissues #workplaceculture #intheworkplace #hrprocesses #humanresource #nampa

#HR professionals have you caught up with the latest? April 2024 brings pivotal changes in UK employment law that you need to know: 🔄 𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐖𝐨𝐫𝐤𝐢𝐧𝐠 𝐑𝐞𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧: The Flexible Working Act 2023 marks a paradigm shift - employees can now request flexible working from day one of employment. Wave goodbye to the old 26-week waiting period! 🛡️ 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐂𝐚𝐫𝐞𝐫’𝐬 𝐋𝐞𝐚𝐯𝐞: Under the Carer’s Leave Act 2023, employees gain a crucial right – one week of unpaid leave annually to care for dependants with long-term care needs. 👶 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐞𝐝 𝐏𝐚𝐭𝐞𝐫𝐧𝐢𝐭𝐲 𝐋𝐞𝐚𝐯𝐞 𝐎𝐩𝐭𝐢𝐨𝐧𝐬: The Paternity Leave (Amendment) Regulations 2024 offer greater flexibility. Fathers can now split their paternity leave into two separate weeks and have up to 52 weeks post-birth or adoption to take it. 🔒 𝐄𝐱𝐭𝐞𝐧𝐝𝐞𝐝 𝐑𝐞𝐝𝐮𝐧𝐝𝐚𝐧𝐜𝐲 𝐏𝐫𝐨𝐭𝐞𝐜𝐭𝐢𝐨𝐧𝐬: The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 significantly extends redundancy protection, covering pregnancy and up to 18 months after childbirth or adoption placement. 🌴 𝐑𝐞𝐯𝐢𝐬𝐞𝐝 𝐇𝐨𝐥𝐢𝐝𝐚𝐲 𝐏𝐚𝐲 𝐑𝐮𝐥𝐞𝐬: New definitions and calculations for holiday entitlements for irregular and part-year workers kick in, ensuring fairer leave allocations. 💰 𝐍𝐨 𝐌𝐨𝐫𝐞 𝐖𝐢𝐭𝐡𝐡𝐞𝐥𝐝 𝐓𝐢𝐩𝐬: As of July 2024, the Employment (Allocation of Tips) Act 2023 requires employers to pass 100% of tips to employees, a big win for hospitality workers! 🚫 𝐏𝐫𝐨𝐚𝐜𝐭𝐢𝐯𝐞 𝐒𝐞𝐱𝐮𝐚𝐥 𝐇𝐚𝐫𝐚𝐬𝐬𝐦𝐞𝐧𝐭 𝐏𝐫𝐞𝐯𝐞𝐧𝐭𝐢𝐨𝐧: Coming October 2024, the Worker Protection Act mandates proactive measures against sexual harassment in the workplace. For more information, check out the gov.uk and CIPD websites. #HR #EmploymentLaw #UK #2024Updates #HumanResources

New York’s 2024-2025 budget includes provisions granting paid lactation breaks and prenatal leave for NY employees and sets a sunset date for COVID-19 Emergency Leave. My colleagues George Morrison and Emily Heimbecker provide insight. #Employers #EmploymentLaw

The regulations for the Pregnant Workers Fairness Act take effect TODAY. Do you know what you need to know? I cover the key components that all employers should be aware of here:

⚠ The EEOC has begun accepting charges for the Pregnant Workers Fairness Act (PWFA), effective June 27, 2023. Here’s the need-to-know info related to PWFA and leaves of absence.   Currently, more than 30 states and cities have laws that accommodate pregnant workers to some degree (EEOC, 2023). In addition, the FMLA, ADA, the Pump Act, and Title VII of the Civil Rights Act of 1964 (Title VII) provide federal protections and accommodations under certain circumstances. The PWFA, which is part of Title VII, is a new law that expands on those existing protections by requiring covered employers to provide “reasonable accommodations” to employees with known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”     ❓        DID YOU KNOW     ❓ The PWFA was introduced over a decade ago, in May 2012.     PWFA & LEAVES   📅 While the PWFA does not specifically mandate a separate leave entitlement for pregnancy-related reasons, it requires employers to provide reasonable accommodations to pregnant employees, which may include leave as a form of accommodation. The length of the leave would depend on the specific circumstances and needs of the pregnant employee. WHAT EMPLOYERS SHOULD DO 💼 1️⃣         Get familiar with the law 2️⃣         Review and update policies and practices 3️⃣         Train managers/supervisors and HR on PWFA requirements 4️⃣         Enact an accommodation process for pregnant workers #futureofwork | #humanresources | #pwfa | #accommodations  

Last month New York officially became the first state to enact legislation requiring employers to provide pregnant employees with a bank of protected paid prenatal leave beginning on January 1, 2025. Read more about the new law in our latest #labor & #employment client alert, written by Thea Rogers.

The Federal Pregnant Workers Fairness Act recently took effect. Have you evaluated if your company policies are compliant with the change? As of June 27, 2023, employers with 15 or more employees must provide pregnancy-related accommodations to employees under the federal Pregnant Workers Fairness Act (PWFA). This program states that employees are entitled to accommodations for a condition related to or affected by pregnancy, childbirth, or a related medical condition (physical or mental). Pregnancy-related conditions include, among others, morning sickness, gestational diabetes, post-partum depression, and lactation. This law expands employer obligations beyond what is already required by the Americans with Disabilities Act (ADA) in that being entitled to a pregnancy-related accommodation does not require that the employee’s condition rise to the level of disability. Also, employees are entitled to accommodations even if they can’t perform their essential job functions on a temporary basis. Possible accommodations include but aren’t limited to: - Providing more frequent or longer breaks - Modifying a food or drink policy - Providing seating or allowing the employee to sit more frequently if their job requires standing - Observing limits on lifting - Providing job restructuring, light duty, or a modified work schedule - Employers can’t require an employee to take leave if a reasonable on-the-job accommodation is available. Note that many states have already implemented pregnancy accommodation laws, some of which may be more generous than the PWFA. Employers need to review and maintain compliance with both the federal and state laws. There is an exception: Employers don’t have to provide an accommodation if doing so would cause an undue hardship on the operation of the employer’s business. Undue hardship is defined as “an action requiring significant difficulty or expense". Where to go from here? 1. Add a pregnancy accommodations policy to your handbook if you don’t already have one 2. Ensure your policy captures the most employee-friendly aspects of the applicable federal and state laws 3. Verify that managers and leaders are aware of the laws and types of accommodations that may be required #remotework #smallbusinesschallenge #smallbusinesstips #teamwork #connectedaccounting #accountingfirm #teamculture #teamappreciation #growthmindset #cloudbased #accounting #businessresources #businesstipsforsuccess #cloudaccounting #cloudbasedaccountingfirm #accountingpartner #team #remote #retention #teamretention #teambenefits

The Pregnant Workers Fairness Act (PWFA) has officially taken effect, significantly changing workplace accommodations for pregnant employees and job candidates. Starting June 19, 2024, the new rules set by the EEOC will require employers with 15 or more employees to provide reasonable accommodations, unless it poses an undue hardship. 🛠️🏢 This law aims to support those experiencing physical or mental limitations due to pregnancy, childbirth, or related medical conditions, ensuring they receive the necessary adjustments to thrive at work. Curious about what qualifies as a reasonable accommodation or how this affects other employment laws? Want to understand your rights or responsibilities under the PWFA? 📖💼 👉 Visit our website https://bit.ly/3xzZPF0 for a detailed overview and expert insights into the Pregnant Workers Fairness Act. Equip yourself with the knowledge to navigate these new regulations effectively! #PregnantWorkersFairnessAct #PWFA #WorkplaceAccommodation #HumanResources #EmployeeRights #EEOC #LaborLaws #CareerLearning

On June 27, 2023, the Pregnant Workers Fairness Act (PWFA) took effect. Attorney Emily Peffer shares how employers can prepare themselves to comply with this new federal law that features updated protections for pregnant workers. #pregnantworkersfairnessact #employerlaw #workplace