Pop up - iGlobal Annual Update Map 2024

EXPECTED CHANGES TO LABOR LAW 2024

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EXPECTED CHANGES TO LABOUR LAW 2024

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Changes to Holiday Pay, Working time and TUPE Rulesc

1

Flexible Working rules

3

Changes to Equality Rules

2

Predictable Terms and Conditions rule changes

4

Worker Protection from Sexual Harassment

5

Legal change: The changes will permit employers to use rolled up holiday pay (which is an amount of holiday pay on top of a worker's normal hourly rate instead of paying holiday pay when a worker takes annual leave) for part-year workers and those with irregular working hours (at 12.07% of pay). Part-year and irregular hours workers will accrue leave at the same rate, up to a maximum of 28 days. In terms of working time, the changes include a definition of normal pay, which covers regular overtime and commission, and there is an obligation on employers to keep 'adequate' records of the hours worked by staff. For smaller scale TUPE transfers occurring on or after July 1st 2024, employers can consult directly with employees as part of their obligations to inform and consult, instead of allowing employees to elect an employee representative. This applies where there are no current employee representatives in place, and if the employer employs fewer than 50 employees or the transfer involves fewer than 10 employees. Effective date: January 1st 2024Action required: All employers should:

• Review holiday pay calculations generally and ensure that they comply with the definition of 'normal pay';
• Review and update their practices on record keeping for working time, and ensure they are familiar with how to maintain 'adequate' records; and
• Consider streamlining a TUPE consultation process where applicable.
• If the organisation has part-year or irregular hours workers: review and update policies and procedures relating to annual leave and pay.

Changes to Holiday Pay, Working time and TUPE Rules

UNITED KINGDOM

AUSTRALIA >

BRAZIL >

BELGIUM >

BULGARIA >

UAE: DUBAI >

CANADA >

CHINA >

CZECH REPUBLIC >

DENMARK >

FRANCE >

GERMANY >

HONG KONG >

HUNGARY >

INDIA >

INDONESIA >

IRELAND >

LITHUANIA >

LUXEMBOURG >

MEXICO >

SINGAPORE >

ITALY >

SWEDEN >

SPAIN >

SOUTH AFRICA >

SAUDI ARABIA >

POLAND >

PORTUGAL >

NETHERLANDS >

VIETNAM >

JAPAN >

PHILIPPINES >

EXPECTED CHANGES TO LABOUR LAW 2024

www.igloballaw.com

Click on the countries below to view the relevant update

Legal change: These regulations ensure that employees continue to have the same protections after the end of 2023, when EU law ceases to have effect, and to update the existing law.They include refining the definition of disability to consider a person's ability to engage in working life as a factor in assessing 'normal day-to-day activities'. The amendments extend the right to claim indirect discrimination by association, introducing a 'single source' test for equal pay comparators, extend direct discrimination protection to include statements about not wanting to recruit individuals with certain protected characteristics even where there is no identifiable victim, and explicitly include breastfeeding-related discrimination under the protected characteristic of sex. Effective Date: January 1st 2024 Action required: Practically, this maintains the status quo, but employers should consider how these amendments may affect any policies and procedures that are in place.

Changes to Holiday Pay, Working time and TUPE Rulesc

1

Flexible Working rules

3

Changes to Equality Rules

2

Predictable Terms and Conditions rule changes

4

Worker Protection from Sexual Harassment

5

Changes to Equality Rules

UNITED KINGDOM

AUSTRALIA >

BRAZIL >

BELGIUM >

BULGARIA >

UAE: DUBAI >

CANADA >

CHINA >

CZECH REPUBLIC >

DENMARK >

FRANCE >

GERMANY >

HONG KONG >

HUNGARY >

INDIA >

INDONESIA >

IRELAND >

LITHUANIA >

LUXEMBOURG >

MEXICO >

SINGAPORE >

ITALY >

SWEDEN >

SPAIN >

SOUTH AFRICA >

SAUDI ARABIA >

POLAND >

PORTUGAL >

NETHERLANDS >

VIETNAM >

JAPAN >

PHILIPPINES >

EXPECTED CHANGES TO LABOUR LAW 2024

www.igloballaw.com

Click on the countries below to view the relevant update

AUSTRALIA >

BRAZIL >

BELGIUM >

BULGARIA >

UAE: DUBAI >

CANADA >

CHINA >

CZECH REPUBLIC >

DENMARK >

FRANCE >

GERMANY >

HONG KONG >

HUNGARY >

INDIA >

INDONESIA >

LITHUANIA >

LUXEMBOURG >

MEXICO >

SINGAPORE >

ITALY >

SWEDEN >

SPAIN >

SOUTH AFRICA >

SAUDI ARABIA >

POLAND >

PORTUGAL >

NETHERLANDS >

VIETNAM >

JAPAN >

PHILIPPINES >