Search our HR advice and news
Get Ready for October: Join the Waitlist for Employment Law Solution’s Sexual Harassment Training!
Important Changes: employer's duty to prevent sexual harassment in the workplace As of 26 October 2024, business owners have a positive duty to take reasonable steps to prevent sexual harassment in the workplace. These new regulations aim to create safer, more...
October 2024 HR Newsletter
October is here and, while Halloween is just around the corner, there’s nothing scary about our latest HR newsletter! 👻
The ultimate guide to employer branding
Access our document below “The ultimate guide to employer branding”
Fire and Rehire, a new Code of Practice
In one of the final Acts of the Conservative government, a Code of Practice on dismissal and re-engagement (the Code) more commonly known as “fire and rehire” was passed through Parliament and came into effect on 18 July 2024. This is a statutory code which must be taken into account but it is nowhere near as robust as the Labour Party would like (see our review of the 2024 manifesto here), we can therefore, expect to see further changes to the fire and rehire rules.
Law Change – the Employment (Allocation of Tips) Act 2023
In March 2022, the Government announced plans to introduce a law to manage tipping and ensure that workers are receiving the fruits of their labour. The Employment (Allocation of Tips) Act 2023 and its supporting Statutory Code of Practice (the Code) will come into force on 1 October 2024. So what does the new law say and how will employers be affected?
Read our guide on April’s Employment Law updates that your business needs to consider
Read our guide to the Four BIG employment law changes coming in effect April 2024.
Read our guide on the Labour Party plan for employment law and HR
Access our document below “The Labour Party plan for employment law and HR” based upon their Green Paper entitled A new deal for working people.
An update to family friendly rights
Flexible working became a priority during the pandemic, the necessity to work from home to help prevent the spread of coronavirus was a preventative measure but it demonstrated the fact that we do have the ability to work remotely and flexibly.
Although we are seeing employers trying to persuade staff back to the office because of the social, knowledge sharing and team building benefits the government have implemented some significant changes to the flexible working practices.
A change to flexible working requests and a right to ask for predicability over hours
Flexible working became a priority during the pandemic, the necessity to work from home to help prevent the spread of coronavirus was a preventative measure but it demonstrated the fact that we do have the ability to work remotely and flexibly.
Although we are seeing employers trying to persuade staff back to the office because of the social, knowledge sharing and team building benefits the government have implemented some significant changes to the flexible working practices.