Jill Evans, Law Content Analyst, CIPD, looks at employment law developments in July and August 2022 for England, Scotland, and Wales.

A handful of new employment laws appeared before Parliament’s summer shutdown. In mid-July, draft regulations emerged banning contractual exclusivity clauses for those paid at or below the lower earnings limit (currently 123 a week). In the same week, two private members bills – on neonatal leave and handling tips at work – received government backing (which greatly improves their chances of becoming law):

• The exclusivity ban, expected to come into force later in 2022, adds low-pay workers to provisions permitting zero-hours workers to work for more than one employer.
• The Neonatal Care (Leave and Pay) Billgives parents of babies needing hospital care in their first weeks an additional 12 weeks of paid leave on top of their statutory maternity or paternity leave and pay.

• The Employment (Allocation of Tips) Bill makes it unlawful for employers to withhold tips from staff. It also enables staff to make an information request on employers’ tipping records and paves the way for a new statutory Code of Practice on how tips should be distributed.

On 18 July, the government’s own Data Protection and Digital Information Bill was introduced. Announced in the Queen’s Speech, this bill includes measures that will:

• allow ‘senior responsible individuals’ to replace data protection officers
• create a list of ‘legitimate interests’ for processing...

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