Keep calm...don't panic, but do start thinking...

Following Labour's election win, there has been a lot of "chat" about what this might mean for small businesses across the UK in terms of employment law updates as a result of the "New Deal for Working People".

Big statements made as part of the pre election promise are now starting to show through, from Day 1 rights for employees, to flexible working and the right to switch off, but what does this really mean to business owners and what should we be doing right now?

We recently hosted a Q&A session where we discussed 3 'hot topics' and things that we really need to start thinking about as business owners, these were:

• Qualifying periods - what are they and why do they matter?
• How crucial it will be to get recruitment right AND use probationary periods to their full potential (this one is a biggie - you'll hear more on this from us in the coming weeks).
• Flexible working and the right to disconnect - what does this actually mean?

Have a listen, join the discussion and let us know if you have any questions!

New Laws - don't ignore, act NOW.

The Employment (Allocation of Tips) Act 2023 comes into force from October 1st 2024, and it mandates that organisations which frequently receive tips, gratuities, and service charges on behalf of their employees must distribute these earnings fairly among staff. In accordance with this Act, businesses will need to adhere to a new statutory Code of Practice on Fair and Transparent Distribution of Tips. This code aims to promote fairness and transparency in the workplace.

Additionally, organisations are required to establish a clear policy that details how tips are allocated. This policy should be communicated effectively to all staff members, ensuring everyone understands the distribution process. By implementing these measures, the Act seeks to foster a more equitable working environment where employees feel valued and fairly compensated for their contributions.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 represents a critical step toward enhancing workplace protections against sexual harassment. By placing the onus on employers to actively prevent such behavior, it aims to cultivate a more respectful and supportive working environment for all employees..

Here are some key points regarding the implications of the Act:

Proactive Measures: Employers will now be required to implement proactive measures to prevent sexual harassment. This may include:

• Conducting regular training sessions on appropriate workplace behaviour.
• Establishing clear reporting procedures for employees to report incidents of harassment.
• Creating a culture of openness and accountability where employees feel safe to voice concerns.

Increased Accountability: with the new legislation in place, employers will face greater scrutiny regarding their harassment prevention policies. This implies:

• Employers will need to regularly assess and update their policies to ensure compliance with the new requirements.
• Failure to take reasonable steps could result in legal consequences and financial repercussions.

Tribunal Powers: the empowerment of tribunals to increase compensation (by 25%) for victims of harassment underscores the seriousness of these offenses. This provision aims to deter employers from ignoring their responsibilities and encourages them to take immediate action when allegations arise.

We’d suggest that now is the time to update your bullying and harassment policy ready for these changes that take effect from 26th October.

Got any questions or just need some help getting paperwork up to date? Drop us a message and we’ll arrange a suitable time to chat.

Upcoming workshops...

Recruitment Reimagined - Diving into the Hidden Talent Pool - Are you struggling with hiring challenges in today's fierce market? You're not alone. Nailing the perfect team composition isn't just a growth strategy—it's vital and with the new Day 1 rights for employees on the horizon, there's no room for wriggle!

Managing Probationary Periods to Ensure Success - In the face of potential changes to Day 1 rights, mastering your probationary periods is crucial.

Through our straightforward 3-step method, we'll take you on a fuss-free journey to manage the first 6 months of your new employees. It's streamlined, it's easy, and it ensures fairness and consistency, all while saving your managers' time and keeping your new hires engaged.

Managing Difficult Conversations our most popular workshop! In the current climate, are you keen to develop your ability to engage with staff and sympathetically handle often challenging but essential conversations? If you are, this session will strengthen your resolve to tackle those hard-to-have discussions.

Mastering the Art of Absence Management. We'll dive deep into the nuts and bolts of managing staff absences - without the fuss or faff.

If you have any questions then please drop us a message.

Keep calm and keep smiling!

Karen & Row