Key Employment Law Dates in October 2024: What Employers and Employees Need to Know

As we approach October 2024, several significant changes in UK employment law are set to take effect. These updates are designed to enhance employee protections, improve workplace conditions, and ensure fair treatment across various sectors. Here’s a comprehensive overview of the key dates and what they mean for both employers and employees.

1st October 2024: Fair Allocation of Tips

Starting from October 1, 2024, hospitality, leisure, and service employers will be required to fairly allocate tips to staff in line with the Employment (Allocation of Tips) Act 2023. This act mandates that tips must be distributed fairly and transparently according to a statutory Code of Practice. Employers must also have a clear policy explaining how tips are allocated. The draft Code of Practice was approved on May 24, 2024, and commencement regulations are now needed to bring the code and the remaining provisions of the act into force.

26th October 2024: Proactive Duty to Prevent Sexual Harassment

The Worker Protection (Amendment of Equality Act 2010) Act is expected to come into force in October 2024. This legislation introduces a new proactive duty for employers to take reasonable steps to prevent sexual harassment of their employees. Employers will need to implement measures such as robust policies, regular training, and effective reporting mechanisms. Additionally, tribunals will have the power to uplift sexual harassment compensation by up to 25% if an employer is found to have breached this new duty.

Sapphire HR is currently planning to run a series of webinars and in-person courses to help comply with the upcoming legislation. We recommend that clients book onto one of these sessions and also schedule a consultation with a member of the HR Advice team to discuss compliance with the upcoming legislation and to ensure that your harassment policies are compliant.

Preparing for the Changes

With these significant changes due this month, it’s crucial for both employers and employees to stay informed and prepared. Here are some steps to consider:

• Review and Update Policies: Employers should review their existing policies and procedures to ensure they comply with the new laws. This includes updating employee handbooks, training materials, and internal guidelines.

Sapphire HR has updated policies available for clients to comply with both changes to employment law, ready to roll out this month. Simply contact the HR Helpdesk in the usual way for your organisation to receive an updated version.

• Conduct Training Sessions: Regular training sessions can help employees understand their rights and responsibilities under the new laws. This is particularly important for line managers who will be responsible for implementing these changes.

Sapphire HR will be organising training sessions on the Worker Protection (Amendment of Equality Act 2010) from mid-October. Existing clients can contact the HR Helpdesk in the usual way. For those reading this on our blog at a later date and not currently subscribing to Sapphire HR, you can contact info@sapphire-hr.co.uk to register your interest.

• Seek HR Advice: Given the complexity of some of these changes, seeking specialist HR advice can help ensure that your organisation is fully compliant. HR and employment law specialists can provide tailored guidance and support.
• Communicate with Employees: Open communication is key to a smooth transition. Employers should keep their employees informed about the upcoming changes and how they will be affected. This can help alleviate concerns and foster a positive workplace environment.

Conclusion

October 2024 marks a pivotal moment in UK employment law, with several key changes set to enhance worker protections and improve workplace conditions. By staying informed and proactive, employers can ensure compliance and create a fairer, more supportive environment for their employees.