As many may be aware, the Employment (Allocation of Tips) Act 2023 has now received Royal Assent, following its third reading in the House of Commons in January earlier this year. This means that UK employers will now no longer be able to lawfully withhold workers’ tips. This change is predicted to benefit more than 2 million UK workers and means an estimated £200 million a year will be distributed amongst service staff.
Whilst many employees may be looking forward to planning three long weekends in May this year, many employers may be left questioning whether their workforce is in fact entitled to all three upcoming bank holidays.
2021 has been a year of widespread rollout of the COVID-19 vaccine (and most recently the Covid Booster Jab). However, the new Omicron variant has many concerned about the efficiency of the original Covid vaccine and it is now looking increasingly likely that Covid Vaccinations and Booster Jabs will continue well into 2022. With more employees being asked to return to the workplace, we look at the issues for employers going forward regarding vaccinations and what happens where some employees are vaccinated and others are not.
With the inflation rate at the highest level in forty years, and employers struggling to keep wages in line, the UK is currently facing the largest number of strikes since 1989. There is no positive legal right to strike within the UK, however, the law does provide a defence (statutory immunity) for those who take part in any lawful industrial action. As the discontent continues amongst workers in 2023, and further strikes are scheduled, employees and employers should be aware of the procedures which must be followed for a strike to be consider lawful.
