A Year of Change in Employment Law: 2023 Update

A Year of Change in Employment Law: 2023 Update

2023 has been a significant year for employment law in the UK, with several new laws gaining Royal Assent. Although many of these changes won’t come into force until 2024 or beyond, it’s crucial for employers to become acquainted with these new requirements and prepare for their implementation. Let’s explore the key updates in employment law for 2023.

Employment (Allocation of Tips) Act 2023

This Act, which received Royal Assent on 2 May 2023, will require employers to distribute 100% of tips, gratuities, and service charges fairly among their employees. Although the commencement date hasn’t been announced, it’s expected to be around a year after Royal Assent to allow time for secondary legislation and a new statutory Code of Practice.

Carer’s Leave Act 2023

Effective from 24 May 2023, the Carer’s Leave Act grants unpaid carers up to five days of leave per year to provide care or make arrangements for someone with long-term care needs. Employers can expect this law to be enforceable from April 2024, giving them time to adapt their processes and staffing levels.

Protection from Redundancy (Pregnancy and Family Leave) Act 2023

This Act, also effective from 24 May 2023, extends protection from redundancy to pregnancy, adoption, shared parental leave, and six months after. Detailed regulations are expected to follow “in due course.”

Strikes (Minimum Service Levels) Act 2023

Effective from 20 July 2023, this Act mandates minimum service levels for certain industries for lawful strike action. Specific minimum service levels will be determined through secondary legislation.

Neonatal Care (Leave and Pay) Act 2023

This Bill received Royal Assent on 24 May 2023. While the full implementation is expected by April 2025, some provisions may commence earlier. This Act allows new parents to take up to 12 weeks of paid leave to be with their hospitalised baby.

Workers (Predictable Terms and Conditions) Act 2023

This Act, effective from 18 September 2023, grants all workers, including those on zero-hours contracts, the right to request a predictable working pattern. Regulations are forthcoming, and a request can typically be made after 26 weeks of service.

Pensions (Extension of Automatic Enrolment) Act 2023

Effective from 18 September 2023, this Act lowers the age for automatic enrollment in pension schemes from 22 to 18. The Department for Work and Pensions will launch a consultation on implementing these changes.

Covid and Employment Law

While most Covid-related employment laws have been lifted, annual leave carryover for up to two years due to Covid impact remains in effect. However, it’s unlikely to apply now that restrictions have eased, and the government may appeal this.

Limiting the Spread of Viruses

As we head into autumn and flu season, it’s essential for employers to maintain virus prevention measures in the workplace. This includes hygiene practices, good ventilation, social distancing, encouraging vaccination, and remote working when necessary. Hybrid working arrangements can ease the transition to temporary remote work in case of illness.

What’s Next?

Covid remains a concern, and businesses must remain prepared to respond swiftly to prevent its spread within the workforce. Having clear policies, raising employee awareness, and educating line managers are crucial steps in managing contagious illnesses in the workplace.

Stay informed and proactive to ensure your organisation complies with these new employment laws and effectively manages health concerns in the evolving work environment.

If you need support or advice when it comes to understanding these Employment Law changes, contact us here at Spectrum HR Solutions today. We would be more than happy to help your business.
Tel: 01903 530966
Email: naomi.cane@spectrumhr-solutions.co.uk