Access the essential HR resources you need to help you understand the impact and plan your response to the changes to tipping
From the end of 2026, it will be mandatory for employers to consult with workers when developing their tipping policies. Employers will also need to review their tipping policy at least once every three years and share an anonymised summary of the views expressed in the consultation.
This page brings together the resources and information you need to understand this change, when it's happening and how to comply.
 |
This content is exclusive to CIPD members Log in below to gain access to essential resources and practical advice |
Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.
Already a member? Login here.
Explore resources relating to tipping, pay and reward
Please note, these resources outline the current legislation that governs these areas and should still be followed until any changes come into force (expected dates are outlined on the Employment Rights Act 2025 tracker). We will update the content once any changes are enforced.
Understand the essentials and the current law on reward and pay
Factsheet on essentials of reward and pay
Get the facts on bonuses and incentives, the trends in their application, and how to design and operate schemes effectively and ethically
Factsheet on bonus and incentives schemes
This guide provides practical advice on how to take action to promote and support employees’ financial wellbeing
Guidance on financial wellbeingPlease note: While every care has been taken in compiling this content, CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice.
Use the tracker to keep up to date with latest timeline and developments
Keep up to date with what is changing under the Employment Rights Act 2025, the Equality (Race and Disability) Bill and the plan to Make Work Pay
Keep up to date with the latest employment law developments and proposed future changes
Outlines the main characteristics of strategic and total reward, and looks at designing and implementing a reward strategy across the organisation
The Employment Rights Act 2025 will reduce the unfair dismissal qualifying period from two years to six months. Find out what this means for people professionals and employers. This webinar is available on-demand to CIPD Members.
Keep up to date with what is changing under the Employment Rights Act 2025, the Equality (Race and Disability) Bill and the plan to Make Work Pay
Keep up to date with the latest employment law developments and proposed future changes
Explore our collection of resources on fair and unfair dismissal and laws around wrongful dismissal. This resource includes common questions and answers plus relevant case law
Understand the impact the changes to public sector outsourcing will have on your TUPE processes
