As we are coming to the end of 2024, our minds start shifting to planning for next year and including planning for our people is a large part of that. With the recent announcement of significant employment law changes expected in the next 18-14 months, it is imperative that all businesses start to consider these and implement positive changes now which provides the agility to prepare for what is to come. Here are some HR considerations you may wish to look at for 2025 and beyond.
What to consider
We would therefore recommend taking the following into consideration as we look to the next 12 months:
- Ensure your compliance and that all employees have up to date contracts of employment in place. If you don’t already have a probation period clause in your contracts for new employees, consider adding in a probationary period now – you will thank us for this later!
- Ensure that there are no clauses contained in your current contract which you no longer need or want. If you want to change anything, now is the time to do it and begin consulting with employees over any proposed changes.
- Ensure that you have an up to date Employee Handbook. There have been a number of significant changes already this year and so keeping this up to date regularly is a must.
- Be prepared for the increases to the National Living Wage and National Minimum Wage which will take effect from 1st April 2025 as follows: 21 years and over – will rise from £11.44 to £12.21 an hour, 18-20 years – will rise from £8.60 to £10 an hour, Apprentices – will rise from £6.40 to £7.55 an hour.
Please make sure that you plan ahead and manage your budget, particularly with the increase in NICs that have been announced.
- Consider how you manage employees during their probationary periods and, if you don’t already have one in place, put a robust procedure in place allowing for regular reviews. Make sure you document these reviews – get into good habits now. Evidence is key!
- Ensure that you have processes and procedures in place to manage appraisals, absence and performance concerns as there will be a focus on these into 2025 and 2026 with the removal of the two-year qualifying service for unfair dismissal being removed.
- Train your managers on your processes and procedures to ensure that they understand their part in managing their own teams. Again, this is going to become vital as we approach 2026.
- Consider any flexible and hybrid working arrangements which are in place and how agile your business is to respond to them.
Additional factors to take into account
In addition to this, there has been a focus on menopause awareness, neurodiversity and a continuation of mental health support this year. We envisage that this will again continue into 2025 and 2026 and all businesses need to have strategies in place to respond to the growing needs of employees.
As always, we are here to help. Whether it is updating your contracts of employment and Employee Handbooks, providing day-to-day advice or supporting with your HR strategy and training, please get in touch to let us know what support you require. For further information on the services we provide, please feel free to get in touch.
