Tipping Code of Practice – October 2024

 What are the fundamental principles of the Code

• The factors in which the way allocations of relevant tips are made must be clear, objective, fair and reasonable to all workers;
• For the purposes of the allocations, you are permitted to distinguish between workers based on a "clear and objective set of factors" and are not obligated to "allocate the same proportion of tips to all workers". This may be determined by seniority, job roles, or duration of service. However, any allocation process must be equitable and ensure that workers understand how the tipping process operates; 
• A written policy on how relevant tips are dealt with must be made available to all workers, including agency workers;
• Workers have the right to request information about the amount of relevant tips generated and their own award value, however, they are unable to request knowledge of the relevant tip amounts their fellow workers are allocated. Each worker may only submit one request in any three-month period; and
• The Code confirms the Tipping Act requirement that all relevant tips must be passed on at the latest by the end of the following month in which those relevant tips are received. For example, relevant tips received on 23rd June must be distributed by 31st July.

How can we help

Comply with the new tipping legislative requirements

Importantly, where the employer makes arrangements for the total amount of the relevant tips to be allocated between workers of the employer at the place of business by an independent tronc operator, such as Buzzacott, and it is fair for the employer to make those arrangements, regard being had to the relevant provisions of the Code, then the employer is treated as having complied both with the Tipping Act and the Code.

Save time and money

Choosing Buzzacott as your external troncmaster relieves your staff of the administrative burden of dealing with all relevant tips and lets them focus solely on their daily tasks at hand.

Reduce exposure

Are you or your staff best placed to keep up-to-date with all the requirements of the Tipping Act and the Code plus meet HMRC requirements for NIC exemption? Choosing Buzzacott reduces your exposure. Our independent tronc schemes conform fully to the Tipping Act and the Code.

Transparency

Buzzacott are not influenced by employers, nor by bias or favouritism, and represents what’s in the best interest of all workers. We are completely transparent with our services and the way in which we operate any tronc arrangement, making your staff feel valued.

Improve staff retention

We understand the struggles that many businesses go through with recruiting and retaining staff, and the labour shortage in the hospitality industry only amplifies the matter. Our independent troncs are bespoke and tailored to assist you in recruiting, retaining and incentivising employees, giving you one less thing to worry about.

Reduce NIC and keep HMRC at bay

Our independent tronc schemes are completely transparent, conform fully to HMRC requirements and provide NIC exemption thus offering significant savings to employers and staff. Having Buzzacott as your independent troncmaster safeguards you from any HMRC challenge.

Download our Tipping Act and Code of Practice Checklist

With the Employment Allocation of Tips Bill (Tipping Act) and Code of Practice coming into force on 1 October 2024, it's crucial for your business to be prepared for compliance reasons. Download our free checklist today to ensure you're ready for the upcoming changes.

Download our checklist now

Call us today on +44 (0)20 7710 3389 or email troncmaster@buzzacott.co.uk. Alternatively, fill in the form below and a member of our team will be in touch.