Email - 
Call now - 
April is the time of the new financial year, a time when (usually at least!) spring has sprung, and a time when employers and HR professionals are updating their guidance and advice on all things employment law.
Here is a run-down of just some of the latest developments which came into force on 6th April 2024.
The statutory cap on a week’s pay (for the purposes of calculating a redundancy payment or the basic award in unfair dismissal claims) is now £700.
The Vento bands have also been updated. The Vento bands are used as a guidance to assess how much compensation should be awarded in discrimination claims in the employment Tribunal. These are now:
- a lower band of £1,200 to £11,700 (less serious cases);
- a middle band of £11,700 to £35,200 (cases that do not merit an award in the upper band); and
- an upper band of £35,200 to £58,700 (the most serious cases), with the most exceptional cases capable of exceeding £58,700.
Holiday pay must now be calculated using the averaged total remuneration (including commission and bonuses).
It’s now a day one right to request flexible working (and 2 requests can be made per year).
Redundancy protection is being extended to pregnant employees and those recently returning from family leave.
Employees with caring responsibilities will have the right to take up to one week’s unpaid leave during a year to provide or arrange care for a dependant.
For any assistance with how these work in practice or to ensure you aren’t falling foul of new legislation, please contact our Head of Employment, Ilinca Mardarescu on imardarescu@astonbond.co.uk or call our office.
