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Tag: ACAS guidance

It’s the end of another eventful year.  We hope the final Menzies Law Newsletter of 2023 finds you still energetic enough to enjoy the run up to the Christmas break!

This issue is heavy on new legislation and amendments to current legislation.  We also include handy new guidance for employers on data protection, EDI and fit notes.

To make things more manageable, we are creating an ‘early 2024’ Newsletter to separately outline the important (and plentiful) recent caselaw developments on holiday pay, disability discrimination, TUPE and sex discrimination.  Look out for that in January.

In the New Year we’ll also arrange new dates for our Employment Law Essentials training (two half days on useful basic employment law).  This is perfect for junior HR professionals, anyone needing a refresher and managers keen to gain a firm employment law foundation.  If you’re interested and haven’t already told us please send an email to

With very best wishes for Christmas and the year ahead, from us all at Menzies Law

Amendments to existing legislation:

The Flexible Working (Amendment) Regulations 2023 – make flexible working a Day One right

New Regulations to extend the period of special protection for employees on maternity, adoption or or shared parental leave

Holiday Pay, TUPE and Working Time are all amended in The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2024

The rehabilitation of offenders is the focus of amendments to a 2022 Act

Useful guidance for employers:

National Minimum Wage increases from 1 April will be:

  • £11.44 per hour for workers 21 and over (the National Living Wage).  The age band is changing to incorporate all workers aged 21 or over.
  • £8.60 per hour for workers aged 18-20
  • £6.40 per hour for workers aged 16 and 17 and apprentices

These are large increases, the largest ever in cash terms and are driven by the strength of pay growth across the economy.  This growth forecast is expected into 2024.

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