HomeInsightsEmployment & Immigration Law – what’s on the horizon?

Last updated 17th November 2023

We’ve created this tracker to keep you up to date with all the latest developments in Employment & Immigration law – please bookmark it to make sure you don’t miss our latest posts. You can see what’s on the horizon at a glance by clicking on the video or use the links below to see a summary of the current status.

Please note that this material has been published for informational purposes only and does not constitute legal advice.

What's on the horizon?

Key legislation

Key points

The Act will allow for the extension of existing redundancy protections while on maternity, adoption or shared parental leave to also cover pregnancy and a period of time after a new parent has returned to work.

Date of entry into force

The Act itself came into force on 24 July 2023. However, no firm date has been set for the implementation of the necessary regulations which are said to be introduced “in due course”.

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The Worker Protection (Amendment of Equality Act 2010) Bill received Royal Asset on 26 October 2023. The Act will change and expand the existing anti-harassment provisions currently contained within the Equality Act 2010. In particular, it will introduce a proactive duty on employers to take reasonable steps to prevent sexual harassment in the workplace.
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Key points

If this Bill progresses, it will make provision for three days of paid leave for people who have experienced miscarriage, ectopic pregnancy or molar pregnancy before 24 weeks.

Date of entry into force

The second reading in the House of Commons is scheduled to take place on 24 November 2023.

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Key points

If this Bill progresses, it would give employees going through fertility treatment the legal right to paid time off to attend appointments. The Bill would also mean that those undergoing fertility treatment would be protected from discrimination in a similar way to pregnant employees.

Date of entry into force

The second reading in the House of Commons is scheduled to take place on 24 November 2023.

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Key points

The Act makes provision for major changes to the content and operation of retained EU law and to rules of priority and interpretation. It will contain a list of the EU laws that will be revoked on 31 December 2023 – anything not on that list will remain valid.

Date of entry into force

Much of the Act is now in force, but many of the changes will not take place until the end of 2023.

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The government has responded to two recent employment law reform consultations and published a draft statutory instrument to implement the proposed changes. The reforms focus on: (1) simplifying holiday pay calculations and permitting ‘rolled-up’ holiday pay for those working irregular hours and/or part of the year; (2) reducing the record keeping requirements under the Working Time Regulations 1998; and (3) simplifying the consultation requirements under the Transfer of Undertakings (Protection of Employment) Regulations 2006.

If parliament approve the draft, the reforms will come into force on 1 January 2024, with rolled-up holiday pay being permitted for irregular hours and part-year workers for holiday years from 1 April 2024 onwards. For those interested, we’ve recently published a standalone blog on some of the potential practical implications of this proposed legislation.

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Key points

The Bill is set to change and expand the existing anti-harassment provisions. In particular, it will introduce a proactive duty on employers to take reasonable steps to prevent sexual harassment in the workplace.

Date of entry into force

2024. A new statutory code is expected from the EHRC before then.

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Key points

The Act will create a new statutory entitlement to one week of flexible unpaid leave per year for employees who are caring for a dependant with a long-term care need.

Date of entry into force

Not before April 2024.

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Key points

The Act changes the current flexible working regime in the following ways:

  • When making a request, employees will no longer have to explain what effect (if any) they think their requested change would have on their employer and how such effect might be dealt with.
  • Employees will be able to make two flexible working requests, rather than one, in any 12-month period.
  • The time for an employer to make a decision will be reduced from three months to two months (if no extension is agreed).
  • Employers will not be able to refuse a request until they have ‘consulted’ with the employee (although there is no requirement of what that ‘consultation’ needs to include).

Date of entry into force

Expected July 2024.

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Key points

The Act will allow eligible employed parents whose new-born baby is admitted to neonatal care to take up to 12 weeks of paid leave. This is in addition to other leave and pay entitlements such as maternity and paternity.

Date of entry into force

Expected April 2025.

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Key points

The government has confirmed that it will introduce a statutory limit on the length of non-compete clauses of 3 months and will bring forward legislation to introduce the statutory limit “when parliamentary time allows“.

Date of entry into force

TBC.

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Key Points

The Workers (Predictable Terms and Conditions) Bill received Royal Asset on 19 September 2023. The Act will amend the Employment Rights Act 1996 to give workers and agency workers the right to apply for a predictable work pattern.

Two applications may be made within a 12-month period, and applications may be rejected on statutory grounds. A minimum service requirement to access the right, expected to be 26 weeks, will be specified. Workers will be able to make claims based on procedural failings by their employer, unlawful detriment and automatic unfair dismissal.

Date of entry into force

Autumn 2024. The Act and secondary legislation are expected to come into force approximately one year after Royal Assent so that employers have time to prepare.

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Key Points

The Pensions (Extension of Automatic Enrolment) (No 2) Bill 2023 received Royal Assent, on 18 September 2023. The Act will amend the Pensions Act 2008 to implement two key recommendations made by the Department of Work and Pensions in their 2017 independent review of auto-enrolment. Regulation-making power will be introduced to: (i) reduce the lower age threshold for auto-enrolment; and (ii) reduce or repeal the amount of the lower limit of the qualifying earnings band.

Date of entry into force

The substantive provisions of the Act will come into force on a day appointed in a statutory instrument made by the Secretary of State. Therefore, it is not possible to provide a timescale for implementation.

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Key cases

Key points

The Northern Ireland Court of Appeal found that a “series” of unlawful deductions from wages would not be interrupted by gaps of more than three months where the series of deductions related to holiday pay.

If the Supreme Court agrees with the Northern Ireland Court of Appeal, it may substantially increase liability for historical underpayments of holiday pay across the UK.

Decision expected

Supreme Court judgment expected late 2023.

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Key consultations

The consultation on calculating holiday entitlement for part-year and irregular hours workers following Harpur Trust closed on 9 March 2023.

The consultation on a new draft Code of Practice restricting “fire and rehire” practices closed on 18 April 2023.

The consultation on reforms to the Working Time Regulations 1998, holiday pay and TUPE closed on 7 July 2023.

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