Yahoo Finance Four-day weeks to pregnancy rights: What workers could expect to see in 2024
The world of work is constantly changing. We no longer have to work within the confines of the nine-to-five and offices are emptier than they once were, thanks to the shift to home-working. And with lots of employees moving to different roles every few years, the concept of the job-for-life is largely defunct.
Sometimes, we can predict workplace trends, like the rise of artificial intelligence. But seismic shifts also happen unexpectedly – such as the shift to remote work because of Covid-19. So what can workers expect to see in 2024?
Pregnancy rights
This year, the Protection from Redundancy (Pregnancy and Family Leave) Act extended redundancy protections for expectant mums and new parents. The measures will also apply to workers on adoption leave and shared parental leave, effectively stopping them from being the first to be laid off on their return to work. Further regulations are required from the government to set out how the law will be implemented – and these are expected to come into force around April 2024.
Organisations may bring in family-friendly benefits alongside these new legal protections, says Andrew Fennell, a former recruiter and director at StandOut CV, a careers advice site
“Employers are trying to retain employees and attract high-skilled workers, which means many have been reviewing their perk offerings to see how competitive they are in the market,” he says. “For example, 2023 saw M&S greatly improve their family support policies with neonatal leave on top of their existing pregnancy or adoption leave policies. It's slow progress but companies are understanding family care is a key way to gain loyalty in employees.”
Fennell adds that retention is more important each year as more Gen Z enters the workforce who, similarly to millennials, have a keen interest in job hopping. “The oldest Gen Z are entering their mid to late 20s now, so many of them will also be considering families,” he says. “In short, I'd expect to see more policies specifically focused on neonatal care and adoption as well as improved maternity leave.”
Four-day week
Flexible working is becoming the norm for many and this year, the world’s largest trial of a four-day week came to an end with positive results. Of the 61 companies that entered the six-month trial, 56 decided to continue with the new working pattern and 18 made it permanent.
A separate study of 41 US and Canadian companies who trialled a 4 day week for six months found that none were planning to return to five days. Those who took part reported greater job satisfaction, productivity and performance – and the organisations observed a 15% average increase in revenue over the course of the pilot program.
Ahead of the next general election in 2024, the 4 Day Week campaign has published a mini manifesto – which calls on all political parties to endorse a shorter working week.
Dr Dale Whelehan, CEO of 4 Day Week Global, says: “We’re thrilled with the new data showing people’s success with the 4 day week post-trial. A concern we frequently hear is that the novelty will eventually wear off and performance will dwindle, but here we are a year later with benefits only continuing to grow. A promising result for the future of the movement.”
However, Kate Palmer, HR advice and consultancy director at Peninsula, adds that there are still obstacles. “The government has recently published non-statutory guidance discouraging local authorities in England from adopting a four-day working week because of concerns over taxpayer value for money,” she says. “It remains to be seen whether businesses will adopt it going forward.”
Fennell adds: “I'd expect to see more companies trial this in 2024 off the back of the renewed discussion when they have even more data and case studies from other businesses to see how beneficial it can be. It will be a slow sustained increase.”
AI adoption
Some worry that the rapid rise of AI will result in people losing their jobs to robots. Others say automation will relieve us of mundane, time-consuming admin tasks. What we do know is that generative AI tools are going to become more common in workplaces.
While it’s unlikely employers will see a trend of workers displaced by AI in 2024, more companies are expected to adopt artificial intelligence software.
“More and more businesses are using it to carry out administrative tasks and in their recruitment processes, including online psychometric assessments and pre-screening candidates,” says Palmer. “Whilst there are concerns about the security and credibility of AI, it certainly isn’t going anywhere so could be used more and more by businesses in the future.”
Return to the office vs flexible working
Some organisations are standing firm in their move to remote-first or hybrid working. And this year, the Employment Relations (Flexible Working) Bill received its Royal Assent. This means that from spring 2025, employees will be able to make two flexible working requests in each 12-month period, and employers must respond to the request within two months.
However, according to a US survey of 1,000 company leaders, 90% of companies plan to implement return-to-office policies by the end of 2024. Nearly 30% say their company will threaten to fire employees who don’t comply with in-office requirements. Google, Apple and Meta are just some of the firms demanding their staff return to the office.
Fennell says we're not going to see the push for office working go away anytime soon. “Many will be continuing to feel the financial pinch in 2024 so are less likely to take risks like changing jobs, therefore, they may get stuck with these incoming return-to-office rules,” he says.
Watch now: Bill on 4 day work week heard in US House
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