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Emma O'Connor


Not wishing to dwell on the forthcoming election, but it does mean we find ourselves in somewhat of a “legislation limbo” with legislative changes planned for the rest of 2024 now being put on ice (possibly).  For now, employers should get ready for the changes. Let’s recap…


Employment (Allocation of Tips) Act 2023

When introduced, the Employment (Allocation of Tips) Act 2023 will entitle workers to receive tips, gratuities and service charges paid by customers in full, meaning that an employer will be required to pass on all tips without deduction. This legislation is expected to come into force 1 October 2024. A new Code of Practice has been published in draft and you can read ACAS’s response.

The new Code will accompany the new legislation and employers will be required to have a written policy where tips are awarded on more than an occasional and exceptional basis.


Worker Protection (Amendment of Equality Act 2010) Act 2023

The Worker Protection (Amendment of Equality Act 2010) Act 2023 is coming into force on 26 October 2024 and will place an increased responsibility on employers to prevent sexual harassment in the workplace. The duty will be on employers to take reasonable steps to prevent sexual harassment in the workplace.  This will place greater emphasis on employers not only to raise awareness but also ensure that managers and staff are trained in their obligations as well as the employer’s zero-tolerance approach.  Speak to us about manager training


Workers (Predictable Terms and Conditions) Act 2023

The Workers (Predictable Terms and Conditions) Act 2023 is expected to come into force later this year and could possibly be around September/October, although this is subject to change. When introduced, this Act will give all workers (which means all employees, agency workers, casual staff) the statutory right to request more predictable terms and conditions of work where there is a lack of predictability in their work pattern once they have 26 week’s continuous service. This could be either to the number of hours worked, the days of the week worked as well as the times on these days worked, and the period for which the worker is contracted to work (for example, a fixed term contract of less than 12 months).  Again, there will be a new Code of Practice from ACAS.

We will be covering these changes in more detail once proposals are announced.  In the meantime, please contact us for help and support as to what these changes may mean for your business.


What's next?

Look out for our post-election special webinar on 11th July where Emma O’Connor, Legal Director and Head of Client Training, will be discussing what the changes may mean for employers. Register now

Consistent with our policy when giving comment and advice on a non-specific basis, we cannot assume legal responsibility for the accuracy of any particular statement. In the case of specific problems we recommend that professional advice be sought.

Get in touch

If you have any questions relating to this article or have any employment issues you would like to discuss, please contact the Employment team.

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