These new laws and legislation will impact your business in 2024

Several new UK laws have passed and soon will take effect. What exactly are these laws, and what could they mean for your business? We’ll explain it!

Customs Declaration Service

From June 4, 2024, all export declarations in the UK must be made through the new Customs Declaration Service (CDS), replacing the old Customs Handling of Import and Export Freight (CHIEF) system. The CDS supports making import and export declarations when moving goods into and out of the UK. All import declarations must now be made through the CDS. This is a significant shift for exporting SMEs, as they are now required to use the new CDS for their customs declarations. If you are a business exporting or importing to or from the UK, you must change from the old CHIEF system to the new CDS system. So, ensure your software is current and compatible with CDS and prevent disruptions in your operations. For an explanation of the differences between CDS and CHIEF visit this link.

Workers' right to request predictable working pattern

The law on an employee's right to request a predictable working pattern is enacted in September 2024. This regulation means that if an employee's working pattern is unpredictable, they have a legal right to ask their employer for a more predictable work schedule. This includes the hours worked, the days and times worked, and the duration of contracts. As a small business owner with a workforce, you must be prepared for potential employee requests for more predictable work hours. Ensure you are familiar with this new legislation and consider how flexible you can meet these requests while balancing your company's needs. Doing so will create a pleasant work atmosphere that can only enhance your company's success.

Employer's duty to Prevent Sexual Harassment

This Sexual Harassment Prevention Act will go into effect in October 2024. The regulation makes employers responsible for preventing sexual harassment of employees. The recent legislation aims to hold organisations accountable for harassment of their employees by outside parties (such as clients or customers) and to prevent and protect their employees from sexual harassment. It requires you to take proactive measures to prevent sexual harassment in the workplace. This may include:

  • Creating and implementing clear policies against sexual harassment;
  • Educating employees about what sexual harassment is and how to prevent it;
  • Establishing a confidential person or helpline to prevent, report and/or investigate sexual harassment in this way;
  • Provide support and protection to employees who have been victims of sexual harassment.

These measures will create a pleasant and respectful work environment, ensuring employees remain happy and productive. Clear measures against sexual harassment also make your company more attractive to potential employees and minimise the risk of any legal breaches.

Eevery's sustainability and improvement platform is always up-to-date with the latest laws and regulations. Thus, we help your company map environmental, governance, and social aspects. Wondering what exactly we can do for you? Then get in touch with us.

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