The National Minimum Wage (Amendment) Regulations 2024
| Jurisdiction | UK Non-devolved |
| Year | 2024 |
| Citation | SI 2024/75 |
2024 No. 75
Terms And Conditions Of Employment
The National Minimum Wage (Amendment) Regulations 2024
Made 23th January 2024
Coming into force 1st April 2024
The Secretary of State, in exercise of the powers conferred by sections 2(1) and (3)(a) and 51(1)(a) of the National Minimum Wage Act 19981, makes the following Regulations.
A draft of these Regulations was laid before Parliament in accordance with section 51(5) of the National Minimum Wage Act 1998 and approved by a resolution of each House of Parliament.
Citation, commencement and extent
1.—(1) These Regulations may be cited as the National Minimum Wage (Amendment) Regulations 2024.
(2) These Regulations come into force on 1st April 2024.
(3) These Regulations extend to England and Wales, Scotland and Northern Ireland.
Amendments to the National Minimum Wage Regulations 2015
2.—(1) The National Minimum Wage Regulations 20152are amended as follows.
(2) In regulation 57 (work does not include work relating to family household)—
(a)
(a) in paragraph (1), for “paragraphs (2) or (3)” substitute “paragraph (2)”; and
(b)
(b) omit paragraph (3).
Kevin Hollinrake
Parliamentary Under Secretary of State (Minister for Enterprise, Markets and Small Business)
Department for Business and Trade
23rd January 2024
EXPLANATORY NOTE
(This note is not part of the Regulations)
These Regulations amend the National Minimum Wage Regulations 2015 ( S.I. 2015/621) (“the 2015 Regulations”) and come into force on 1st April 2024.
Regulation 57(1) of the 2015 Regulations provides that the term “work” within those Regulations does not include any work done in relation to an employer’s family household if the requirements set out in regulation 57(2) or (3) are met. These Regulations remove regulation 57(3) of the 2015 Regulations (“paragraph (3)”). The requirements set out in paragraph (3) are all of the following—
(a) the worker resides in the family home of the worker’s employer;
(b) the worker is not a member of that family, but is treated as such, in particular as regards to the provision of living accommodation and meals and the sharing of tasks and leisure activities;
(c) the worker is neither liable to any deduction, nor to make any payment to the employer, or any other person, as respects the provision of the living accommodation or meals;
(d) if the work had been done by a member of...
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