Three key reforms affecting workers' rights and entitlements are coming into force on April 6, impacting Statutory Sick Pay, flexible working requests, and the introduction of Carer's Leave. These changes are part of broader efforts to modernise employment law and provide greater support and flexibility for the UK workforce.
One of the most notable changes concerns Statutory Sick Pay (SSP). Previously, employees working for multiple employers could only receive SSP from their primary employer, or if they met specific earnings thresholds with each employer individually. From April 6, if an employee works for more than one employer, they will be entitled to SSP from each employer, provided they meet the individual earnings criteria for each job. This adjustment aims to ensure fairer treatment for individuals holding multiple part-time positions, offering a more robust safety net when they are unable to work due to illness.
Another significant reform is the transformation of the right to request flexible working. As of April 6, this will become a 'day one' right, meaning employees will no longer need to complete 26 weeks of service before being eligible to make a flexible working request. This change is expected to empower more workers to seek arrangements that better suit their personal circumstances, such as altered hours, compressed weeks, or remote working, potentially improving work-life balance and retention across various sectors. Employers will also be required to consult with employees before refusing a request and will have a shorter timeframe to respond to requests.
Furthermore, a new statutory entitlement for Carer's Leave is being introduced. This will provide eligible employees with up to one week of unpaid leave per year to care for a dependent with a long-term care need. This leave can be taken flexibly, either as a single block or in individual days or half-days, offering crucial support to individuals balancing work with significant caring responsibilities. It is designed to alleviate some of the pressure on carers, allowing them dedicated time to fulfil their duties without the fear of job insecurity.
These reforms have been developed by the Government following extensive consultation and are intended to reflect the evolving nature of work and employee needs in the 21st century. While employers will need to adjust their policies and procedures to comply with the new regulations, the changes are largely seen as beneficial for employee welfare and engagement.