At the turn of the year there are usually a raft of new laws and pieces of legislation that come into force = and 2024 is no different.
This year, there are some major changes to employment law which will see millions of people given new options for holiday pay, more protections for those on maternity leave and new rules for carers. At airports, we’re set to see a big change in way we travel with new technology allowing a relaxing of the rules around liquids and electronics.
There is bad news for XL Bully owners with the legislation around the dog breed set to come into force at the start of the year and there are a number of new plans for those on the roads. Take a look below at a few of the changes coming to the UK in 2024.
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Airports
The rules around taking liquids and large electrical items through airport security are set to be relaxed in 2024 with the installation of new technology at major airports across the UK. The government said that not only will it mean greater convenience for travellers – as people will no longer need to spend time taking items out of their bags – but it will also enhance passenger safety, as security staff will have more detailed images of what people are carrying.
Airports now have until June 2024 to upgrade their screening equipment and processes. Until then, passengers must follow the same rules as now until further notice or unless told otherwise. Crucially, they should check with their specific airport before travelling to see which rules are in place.
(Image: Shutterstock / BAUER Alexandre)
Dogs
Following a concerning rise in attacks and fatalities caused by XL Bully dogs, the government has added this breed to the list of dogs banned under the Dangerous Dogs Act 1991. To help current owners adapt to the new laws, these changes will come into force in 2 stages.
From 31 December 2023 it will be against the law to:
- sell an XL Bully dog
- abandon an XL Bully dog or let it stray
- give away an XL Bully dog
- breed from an XL Bully dog
- have an XL Bully in public without a lead and muzzle
From 1 February 2024 it will be a criminal offence to own an XL Bully dog in England and Wales unless your dog has a Certificate of Exemption.
Driving
Theory Test Certificates
Following on from preliminary work in 2022-23, the DVSA are working to remove the need for printed certificates in the theory test service. Providing digital results was the first step in transition to a paperless solution.
The DVSA will use data and feedback from the digital results to improve the service in 2023-24. The DVSA said this will all be part of building up to be in a position to implement a paperless certificate when legislation allows.
Motorcycle Safety
The Motorcycle Strategic Focus Group, chaired by DVSA, considers wider issues affecting motorcyclists, such as safety technology and connectivity, future policies and road safety strategies. When Parliamentary time allows, the DVSA said it will introduce a package of measures to improve the way motorcycle training works, so that newly qualified riders are better prepared for riding on modern roads.
Eyesight Tests
The DVSA said it is considering how the eyesight test is administered during a driving test. Potential changes to how the tests are conducted were the subject of a public consultation.
Most respondents supported the proposal to have more flexibility about eyesight test are conducted. The aim of the change is to provide more flexibility about when the driving test is conducted and in different levels of light.
Employment
Holiday Pay
The government has announced draft legislation to reform holiday pay for part-time and irregular hours workers, which will come into effect from January 2024. As well as simplifying calculations, the Department for Business and Trade said it will allow ‘rolled up’ holiday pay for part-time workers and those who work irregular hours.
The government said this will allow employers to include an amount for holiday pay on top of the hourly rate in regular pay packets. The new legislation will calculate holiday pay entitlement for such workers as 12.07 per cent of the hours worked in a pay period, in a bid to level the playing field and create greater transparency.
Carer’s Leave Act
Under this act, employees with caring responsibilities will be granted a legal right to take up to five days off each year. These days can be used to fulfil responsibilities for individuals who are elderly, have a disability, or are suffering from an illness or injury lasting more than three months.
These days will be unpaid and can be taken as full days or half days. The likely implementation of this act is set for April 2024.
Neonatal Care (Leave and Pay) Act
The Neonatal Care Act extends support to parents whose babies require hospitalization shortly after birth. If a baby is less than 28 days old and spends at least seven consecutive days in the hospital, parents will be entitled to additional time added to their maternity and paternity leave.
For each week their baby remains in the hospital, parents will receive an extra week of leave, up to a maximum of 12 weeks. This act is expected to come into effect in October 2024.
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Protection from Redundancy (Pregnancy and Family Leave) Act
The Protection from Redundancy Act ensures that pregnant employees and those returning from maternity, adoption, and shared parental leave are protected during redundancy exercises. Employers will be obligated to offer these employees a suitable alternative vacancy until 18 months after the birth or adoption.
The existing right to be offered a vacancy while on maternity leave will be extended, and failure to prioritize these employees during redundancy exercises will be considered unfair dismissal and discrimination. This act is likely to be implemented in April 2024.
Employment (Allocation of Tips) Act 2023
To address concerns regarding the allocation of tips, the Employment Act mandates that employers must pass on any tips, gratuities, or service charges to workers. Additionally, employers will be required to establish a policy outlining how tips are allocated, following a statutory code of practice to be created.
Employers must maintain records detailing how tips are distributed, and workers will have the right to access these records. In cases where tips are unfairly allocated, employees will have the ability to make a claim to a tribunal, with potential compensation of up to £5000 for mishandling tips. The likely implementation of this act is set for April 2024.
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