1. National living wage increase
In April 2024, the National Living Wage will rise to £11.44 per hour, marking a substantial increase. This is especially important for educational institutions that employ support staff, such as cleaners, teaching assistants, and administrators, who may be affected by this change.
Schools and universities will need to adjust their budgets to accommodate this increase, which may be particularly challenging for smaller or underfunded institutions. This is one of the critical aspects of education employment law that requires attention to wage compliance
To help manage your budgets accurately, check out our Financial Management solution.
2. Flexible working from day one
From April 2024, employees in the education sector will have the right to request flexible working from the moment they start their employment, rather than after six months as previously required.
The Department for Education (DfE) has committed to enhancing flexible working options for teachers to improve retention. This includes initiatives like job-sharing services and new qualifications to help teachers progress without the traditional full-time leadership roles.
This change is expected to have a significant impact on staff scheduling, particularly for teaching staff who may wish to request flexible working arrangements to accommodate family responsibilities or other personal needs.
Educational institutions will need to create robust policies and procedures to handle these requests fairly, balancing staff needs with operational requirements under education employment law.
To find out more, read the DfE’s guidance on flexible working in schools.
3. Carer’s leave
The introduction of statutory carer's leave in April 2024 gives employees a new right to take up to five days of unpaid leave to care for a dependent. Given the number of employees in the education sector who may have caregiving responsibilities, this is a crucial development.
Schools and universities must update their leave policies and ensure that staff are aware of their entitlements and how to request this leave. This change is another important update within education employment law that aims to support working carers
You may be interested in our People Management solution, which provides self-service tools for employees to access payslips, request leave, and update details.
4. Redundancy protections for parents and carers
A key change in 2024 is the extension of redundancy protection for employees who are pregnant, on maternity, adoption, or shared parental leave. These employees will have priority for redeployment if their roles are at risk.
This protection will now extend to those returning from parental leave up to 18 months after childbirth or adoption. Educational institutions must factor these protections into any restructuring or redundancy planning to comply with education employment law.
5. Holiday pay reforms for irregular hour and part-year workers
From April 2024, the rules for calculating holiday pay for workers with irregular hours or part-year contracts, such as part-time lecturers or temporary staff, will change. These workers will now accrue holiday entitlement based on hours worked, rather than a fixed amount.
This change will require schools, colleges, and universities to adjust how they calculate and pay holiday entitlements for staff on non-standard contracts.
6. Sexual harassment protections and employer responsibilities
The Worker Protection Act, set to come into effect in October 2024, will require educational employers to take proactive steps to prevent sexual harassment in the workplace.
This includes providing training, implementing clear reporting mechanisms, and creating a safer working environment for staff and students. Educational institutions will need to enhance their policies to ensure they meet the new legal obligations.
Conclusion
The education sector faces a number of significant changes to education employment law in 2024. From wage increases and flexible working rights to enhanced redundancy protections and new leave entitlements, these updates aim to improve the working conditions for staff across all levels. Educational institutions will need to proactively adjust their policies and procedures to ensure compliance and maintain a fair and supportive work environment for their employees.
If you need any support in navigating these challenges, explore the Access Education suite where you’ll find a range of operational tools to simplify your office operations.
