Several changes are to take place, and have taken place, in employment law in 2024. There are 9 major changes to be aware of.

This final instalment in our neurodiversity series focuses on practical strategies and resources that employers can implement to build inclusive workplaces and to attract and empower neurodivergent employees. Previously, in articles 1 and 2 we defined neurodiversity and explored relevant employment law legislation applicable to neurodiversity.

In our previous article, we explored essential neurodiversity-related terms and discussed the importance of recognising the diverse range of thinking styles and experiences. This article focuses on the legal landscape, specifically outlining employment law aspects that employers must understand to ensure compliance.

Understanding neurodiversity’s nuances is essential for building genuinely inclusive workplaces. This series aims to demystify the topic, providing employers and HR executives with practical strategies to empower and uplift neurodivergent employees.

The government has announced the annual increases to employment tribunal compensation limits and statutory redundancy payments. The new limits will apply where the relevant termination date is on or after 6 April 2024. 

One of the core IWD missions this year is to forge inclusive work cultures where women’s careers thrive, and their achievements are celebrated.

Domonic discusses both the essential and commercial aspects of a contract of employment which should be considered when drafting the document.

We have rounded up the top five employment law changes for you to look out for in 2024.  These changes will have considerable implications for both individuals and employers.

In this video, Jessica discusses garden leave – what it is, why it is used, and the effect it has on the contract of employment.

Christmas Special Employment Webinar recording, an in-depth review of key employment law developments from 2023 from the team.