Welcome December!
What a year it has been for F&B HR! Our business has grown and developed so much over the last 12 months. Not only have we continued to support our existing clients, but we welcome more – we continue to be ever grateful and thankful.
We have assisted with many challenges in 2024, and I am sure that won’t change anytime soon!
Welcome December!
What a year it has been for F&B HR! Our business has grown and developed so much over the last 12 months. Not only have we continued to support our existing clients, but we welcome more – we continue to be ever grateful and thankful.
We have assisted with many challenges in 2024, and I am sure that won’t change anytime soon!
Employment Law changes in 2024
The year has been busy with a General Election and a new government coming into power in July. This ultimately brought some changes to Employment Law. We have highlighted a few changes for you below:
Flexible working – 6th April 2024 the law changed to give employees the right to request flexible working from their first day of employment.
Holiday accrual – for leave years starting on or after 1st April 2024, irregular hours and part-year workers accrue holiday at a rate of 12.07% of their hours worked in a pay period.
National minimum wage and National Living Wage – As of 1st April 2024, the National Living Wage increased to £11.44 per hour for those aged 21 and over, £8.60 per hour for workers aged 18-20 and £6.40 per hour for workers under 18 and apprentices.
Fire and Rehire – the UK’s first statutory Code of Practice on this came into force in July 2024. The code demonstrated that ‘fire and rehire’ should be a last resort following meaningful consultation with employees and their representatives.
The Employment (allocation of Tips) Act 2023 – from 1st October 2024 it was made illegal for employers to withhold tips from staff and all qualifying tips must be allocated fairly between workers.
Employment Rights Bill October 2024 – this includes changes which include (but not limited to):
- Day-one rights for unfair dismissal
- Ending fire and re-hire in most cases
- Extending collective consultation obligations
- Measures on “exploitative” zero-hours contracts
- Entitlement to sick pay and parental leave rights from day one of employment
Sexual Harassment legislation – from 26th October 2024, new legislation was introduced that imposes a duty on employers to take ‘all reasonable steps’ to prevent sexual harassment of employees in the workplace. This is a huge change and your obligations as an employer need to be fulfilled and demonstrated to avoid a claim.
There has been a lot of employment law updates this year, and we have kept you updated with them all. Watch this space for more information from us as there will be more announced in 2025.
It’s a good use of time to make sure you are compliant, which we know takes time. We are on hand to make that all a lot easier for you so get in touch and let us help you save your time and energy on what you do best – running your business.
Employment Law changes in 2024
The year has been busy with a General Election and a new government coming into power in July. This ultimately brought some changes to Employment Law. We have highlighted a few changes for you below:
Flexible working – 6th April 2024 the law changed to give employees the right to request flexible working from their first day of employment.
Holiday accrual – for leave years starting on or after 1st April 2024, irregular hours and part-year workers accrue holiday at a rate of 12.07% of their hours worked in a pay period.
National minimum wage and National Living Wage – As of 1st April 2024, the National Living Wage increased to £11.44 per hour for those aged 21 and over, £8.60 per hour for workers aged 18-20 and £6.40 per hour for workers under 18 and apprentices.
Fire and Rehire – the UK’s first statutory Code of Practice on this came into force in July 2024. The code demonstrated that ‘fire and rehire’ should be a last resort following meaningful consultation with employees and their representatives.
The Employment (allocation of Tips) Act 2023 – from 1st October 2024 it was made illegal for employers to withhold tips from staff and all qualifying tips must be allocated fairly between workers.
Employment Rights Bill October 2024 – this includes changes which include (but not limited to):
- Day-one rights for unfair dismissal
- Ending fire and re-hire in most cases
- Extending collective consultation obligations
- Measures on “exploitative” zero-hours contracts
- Entitlement to sick pay and parental leave rights from day one of employment
Sexual Harassment legislation – from 26th October 2024, new legislation was introduced that imposes a duty on employers to take ‘all reasonable steps’ to prevent sexual harassment of employees in the workplace. This is a huge change and your obligations as an employer need to be fulfilled and demonstrated to avoid a claim.
There has been a lot of employment law updates this year, and we have kept you updated with them all. Watch this space for more information from us as there will be more announced in 2025.
It’s a good use of time to make sure you are compliant, which we know takes time. We are on hand to make that all a lot easier for you so get in touch and let us help you save your time and energy on what you do best – running your business.
As we approach one of the busiest Fridays in hospitality, we want to highlight how you can avoid the HR headaches at your Christmas parties/after work drinks.
Inappropriate behaviour, safety issues, and legal liabilities can arise when the festive spirit combines with alcohol, turning a joyful occasion into an HR nightmare!
We get asked a lot, can an employee get in trouble for something they have done or said, even when they aren’t onsite or at work. The answer is a very big Santa sized YES!
Off-site events held outside working hours can still be classified as “in the course of employment,” which makes the employer vicariously liable for employees’ actions. The thought of being responsible for employee behaviour after a few drinks can be concerning, but implementing reasonable measures to prevent misconduct can help alleviate this risk.
With the new statutory duty to prevent sexual harassment which came into force on 26th October 2024, HR teams and employers must adopt a proactive approach to protect both employees and the organisation from any potential harassment claims.
To keep the celebrations enjoyable and ensure the party remains stress-free, here some tips to help you steer clear of HR headaches at your upcoming Christmas event.
- Ensure everyone feels included at the event and has a sense of belonging during the celebrations. Send out invitations to all employees and don’t forget the employees on sick leave, maternity or paternity leave, and your remote workers.
- Consider accommodation – not every employee celebrates Christmas or enjoys late night socialising so why not consider a lunchtime event that accommodates dietary restrictions, providing non-alcoholic drinks and ensure that venue of choice is accessible. These considerations can sure that everyone feels included.
- Chose the right venue – selecting a venue can be tricky but make sure that the venue is accessible, caters for different dietary requirements and if necessary is suitable for workers under the age of 18
- Set clear expectations on standards of behaviour – send out an email to team clearly outlining the expected behaviour of employees at your Christmas party and if there is any misconduct this may lead to disciplinary action. Remind employees of your policies on sexual harassment, bullying and social media and your drugs and alcohol policy.
- Control alcohol assumption – offering a free bar will probably go down a treat with your employees but what message is that giving them? Consider instead limiting the number of free drinks to reduce the risk of overconsumption.
- Keep an eye out for your employees – Christmas parties can blur the line between professional and personal behaviour. During the event keep an eye on your employees to make sure they are safe and comfortable.
- Ensure everyone gets home safely – Remind employees not to drive under the influence of alcohol or substances, when leaving the party. Provide transport and make sure you send employees home from the party safely. You can address the concerns when they are back at work.
We do hope you have an enjoyable Christmas party and if there are any problems that arise during the event give us a call and we will help and support you through the process when you’re back at work.
As we approach one of the busiest Fridays in hospitality, we want to highlight how you can avoid the HR headaches at your Christmas parties/after work drinks.
Inappropriate behaviour, safety issues, and legal liabilities can arise when the festive spirit combines with alcohol, turning a joyful occasion into an HR nightmare!
We get asked a lot, can an employee get in trouble for something they have done or said, even when they aren’t onsite or at work. The answer is a very big Santa sized YES!
Off-site events held outside working hours can still be classified as “in the course of employment,” which makes the employer vicariously liable for employees’ actions. The thought of being responsible for employee behaviour after a few drinks can be concerning, but implementing reasonable measures to prevent misconduct can help alleviate this risk.
With the new statutory duty to prevent sexual harassment which came into force on 26th October 2024, HR teams and employers must adopt a proactive approach to protect both employees and the organisation from any potential harassment claims.
To keep the celebrations enjoyable and ensure the party remains stress-free, here some tips to help you steer clear of HR headaches at your upcoming Christmas event.
- Ensure everyone feels included at the event and has a sense of belonging during the celebrations. Send out invitations to all employees and don’t forget the employees on sick leave, maternity or paternity leave, and your remote workers.
- Consider accommodation – not every employee celebrates Christmas or enjoys late night socialising so why not consider a lunchtime event that accommodates dietary restrictions, providing non-alcoholic drinks and ensure that venue of choice is accessible. These considerations can sure that everyone feels included.
- Chose the right venue – selecting a venue can be tricky but make sure that the venue is accessible, caters for different dietary requirements and if necessary is suitable for workers under the age of 18
- Set clear expectations on standards of behaviour – send out an email to team clearly outlining the expected behaviour of employees at your Christmas party and if there is any misconduct this may lead to disciplinary action. Remind employees of your policies on sexual harassment, bullying and social media and your drugs and alcohol policy.
- Control alcohol assumption – offering a free bar will probably go down a treat with your employees but what message is that giving them? Consider instead limiting the number of free drinks to reduce the risk of overconsumption.
- Keep an eye out for your employees – Christmas parties can blur the line between professional and personal behaviour. During the event keep an eye on your employees to make sure they are safe and comfortable.
- Ensure everyone gets home safely – Remind employees not to drive under the influence of alcohol or substances, when leaving the party. Provide transport and make sure you send employees home from the party safely. You can address the concerns when they are back at work.
We do hope you have an enjoyable Christmas party and if there are any problems that arise during the event give us a call and we will help and support you through the process when you’re back at work.
Christmas opening hours
We are here to help with any emergencies over Christmas and New Year and our opening hours are:
24th December: 10am to 2pm
25th and 26th December: Closed
27th December: 10am to 3pm
30th December: 10am to 4pm
31st December and 1st December: Closed
2nd January onwards: 9am to 5:30pm
Please note that during any closures, we will still be on hand to talk through any people related emergencies so do contact us on 0785 2268236.
Christmas opening times
We are here to help with any emergencies over Christmas and New Year and our opening hours are:
24th December: 10am to 2pm
25th and 26th December: Closed
27th December: 10am to 3pm
30th December: 10am to 4pm
31st December and 1st December: Closed
2nd January onwards: 9am to 5:30pm
Please note that during any closures, we will still be on hand to talk through any people related emergencies so do contact us on 0785 2268236.
Blogs
We are writing blogs on a variety of topics which you can find here: Our Latest Blogs
If you would like us to cover a specific topic then do let us know.
Connect with Us
Follow us on social media for the latest updates, tips, and industry news. We’re here to help you navigate the dynamic world of HR with confidence and success.
Get in Touch
If you need any people advice please do get in touch with us!
Finally, we would like to thank you for your continued custom this year we would not be here without you!
F&B HR would like to wish you a very Happy Christmas. Here’s to a successful 2025!
