The employment related Private Members’ Bills we have been tracking are continuing to make their way through Parliament.
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Name of Bill |
Intention |
Timing |
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Worker Protection (Amendment of Equality Act 2010) Bill
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Introduces a duty to take reasonable steps to prevent sexual harassment of employees, and an uplift to compensation where this duty has been breached. Re-introduces protection from harassment by third parties but at the first offence. See more detail here. |
Second reading (House of Lords) passed on 24 March 2023, now at Committee stage.
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Protection from Redundancy (Pregnancy and Family Leave) Bill |
The extension of protection from redundancy for employees returning from family leave to apply from the point that the employee tells their employer that they are pregnant until six months after returning from maternity, adoption or shared parental leave. See more detail here. |
Third reading (House of Lords) is scheduled for 19 May 2023.
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Giving workers the right to request more predictable work pattern. See more detail here. |
Second reading (House of Lords) date to be announced. |
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Amendments to the current right to request flexible working. In particular, this will make the right to request flexible working a day one right. See more detail here. |
The second reading is scheduled for 19 May 2023.
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Gives employees who are carers the right to take one week’s unpaid leave. See more detail here. |
Third reading (House of Lords) is scheduled for 19 May 2023. |
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This places obligations on employers to deal with tips, gratuities and service charges |
Royal Assent was received on 2 May 2023. |
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This gives the right to paid leave to employees who are caring for a child receiving neonatal care. See more detail here. |
Second reading (House of Lords) passed on 24 March 2023, now at Committee stage. |
What does this mean for employers?
The allocation of tips bill has received royal assent and is now an Act. Employers in the hospitality sector who operate tips need to ensure they are compliant with the Acts requirements when it comes into force.
As these Bills progress through Parliament it becomes more likely they will become law, and receive Royal Assent ahead of the summer recess. Employers need to keep these changes on their radars, and be prepared to make the relevant policy changes as well as deliver training to managers on the new rights and their implications.
