In October 2024, the UK introduced a significant update to employment laws, reshaping workplace protections and rights. Here are the key changes:
Worker Protection Act for Sexual Harassment Prevention:
Effective from October 26, 2024, this act imposes a proactive duty on employers to prevent sexual harassment, requiring businesses to implement clear policies, conduct risk assessments, and establish confidential reporting mechanisms. Failure to comply could lead to increased penalties, with enforcement power given to the Equality and Human Rights Commission (EHRC) to ensure that preventive measures are genuinely followed across workplaces
Employment (Allocation of Tips) Act:
Starting October 1, 2024 as part of the update to UK employment laws, the Tipping Act mandates that tips, service charges, and gratuities be fully distributed to employees without unauthorized deductions. Employers must maintain a written policy on how tips are allocated and keep detailed records for three years, allowing employees to check tip distributions through tribunal claims if necessary
Employment Rights Bill
Unveiled on October 10, this comprehensive bill introduces new standards for job security and fair treatment:
- Day-One Rights: The right to protection from unfair dismissal and to access unpaid parental, paternity, and bereavement leave from the first day of employment
- Zero-Hours Contracts Reform: Workers under zero-hours contracts will receive guaranteed working hours, predictable schedules, and paid shift cancellations. This change aims to provide financial stability for employees with irregular work hours
- Flexible Working as Default: Flexible working requests are now available from day one, making it easier for employees to balance work and personal commitments. Employers must have a strong justification to deny these requests and respond promptly
- Restrictions on Fire-and-Rehire: To curb the controversial “fire and rehire” practice, employers must treat contract variations with transparency and use dismissal as a last resort, with limited exceptions.
Enhanced Leave and Pay Rights:
- Sick Pay from Day One: Statutory sick pay will be available from the first day of illness, removing the previous three-day waiting period. The income threshold has also been removed, broadening eligibility as part of the update to UK employment laws.
- Extended Redundancy Protections for New Parents: Employees returning from maternity, parental, or adoption leave are now protected from redundancy for up to 18 months
Gender Equality and Inclusivity Measures:
As part of the update to UK employment laws large employers (with over 250 employees) will need to implement gender equality action plans to address issues like gender pay gaps and menopause support. This aligns with broader efforts to promote diversity in the workplace
These reforms signify a significant shift toward employee rights and workplace fairness in the UK, requiring employers to take proactive steps in policy and practice to align with the new standards. Employers are encouraged to act promptly to stay compliant with these updates, as further regulatory guidance is expected.