The obligations for organisations is set to increase in terms of preventing sexual harassment, with employers having a legal duty to take reasonable steps to prevent any such harassment – just having a policy would not be considered sufficient. Tribunals will be able to uplift compensation payments by up to 25% when breaches occur. This legislation is due in October 2024 when the Worker Protection (Amendment of Equality Act 2010) Act 2023 comes into force.
AI (Artificial Intelligence) is a hot topic across all industries – in Sept 2023 the TUC created an AI Taskforce. The likelihood is that an AI & Employment Bill will follow with a view to possible further legislation in this complex area.
The Workers (Predictable Terms and Conditions) Act 2023 is expected to come into force later in 2024 (probably September) with the objective of giving workers and agency workers have a statutory right to request more predictable work patterns.
It is likely that the final version of the Code of Practice on the Practice of Dismissal and Reengagement (known as ’fire and rehire’) will soon become published – the planned publication date is Spring 2024.
After the recent(ish) abolition of tribunal fees, there are discussions taking place about whether the re-introduction of a “small fee” might be implemented for those bringing claims to the Employment Tribunal or Employment Appeal Tribunal to “reduce the cost to the taxpayer”.