September is here, which means it’s time for our third quarterly legal update of 2024. There is no doubt that this year has brought much change, a new Government, and with it large uncertainty about what lies ahead for you and your team.
The arrival of the Labour Government promises to bring an intention to support economic growth, increase work opportunities for all, and a Plan to Make Work Pay.
Already halfway through its 100 day pledge, the key ‘steps for change’ are to strengthen workers’ rights, with the aim to provide a ‘right to switch off’, a ban on zero hours contracts, and stronger employment rights from day one on the job. These legislative changes are yet to be confirmed but as we all wait to see how the next few weeks (up until 25th October) might change the way your teams work, SYLO are here to help you navigate your way to providing the best opportunities for your business and your team.
If you have any queries or potential concerns regarding Labour’s Plan to Make Work Pay, get in touch with your HR Lead or contact us via email or phone. We’re here to provide clear and trusted advice, always.
Latest Legislation
The Workers’ (Predictable Terms and Conditions) Act 2023
Expected to come into effect in September 2024 – will give all workers the legal right to request a predictable working pattern encouraging workers to begin conversations with their employers.
Employment (Allocation of Tips) Act 202
Due to be brought into force on 1st October 2024 – imposes a duty on employers to ensure that all qualifying tips, gratuities, and service charges are allocated fairly to workers, and free from deductions. Regulations have also been made to bring the Statutory Code of Practice on Fair and Transparent Distribution of Tips into force on the same date.
Worker Protection (amendment of the Equality Act 2023)
Comes into effect on 26th October 2024, creating a duty on employers to take reasonable steps to prevent sexual harassment of their employees in the workplace. Get in touch to make sure that your bullying and harassment policies are up to date.