Navigating the latest employment law changes is crucial for food and drink businesses aiming to safeguard their workforce and stay compliant.
This month I presented at the Nockolds ‘Navigating the Law in the Food and Drink Sector’ seminar. The purpose of the seminar was to communicate the employment legislation changes, and to advise businesses within this sector on what they need to do to ensure that their HR processes are compliant.
The communication included topics on the new duty to prevent sexual harassment in the workplace – explaining that employers can be liable for their employees’ actions, this includes third parties. Our guidance to employers includes providing a policy to;
- create a safe working environment
- define what constitutes sexual harassment
- and the process to raise a complaint.
Employers should also carry out risk assessments to identify and address potential issues, alongside providing training for both employees and line managers.
Additionally, new legislation requires employers to clearly outline how gratuities and service charges are handled.
Finally, although not yet in force, the government is proposing a bill to ban ‘exploitative’ zero-hours contracts, aiming to end the one-sided flexibility these contracts currently allow and provide workers with greater security and predictability
It was great to see so many Nockolds clients and local food and drink businesses attend the event.
If you need expert advice or guidance on updating your HR processes to stay compliant with the latest employment legislation, our dedicated team of HR Consultants are here to help. Whether you’re looking to review your workplace policies, implement new training programs, or navigate complex employment law changes, we offer tailored support. Reach out to our HR Consultants on 0345 646 0406 or fill in our online enquiry form and we will be in touch.