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
More and more businesses recognise events throughout the year that are an important way of celebrating and raising awareness of issues which may affect any of its employees at any time. Whilst as a business you cannot commit to recognising all of them, it may be an idea (as part of your engagement strategy!) to
From 26th October 2024 all employers will be required to do what they can to take reasonable steps to prevent sexual harassment in the workplace of employees in the course of their employment. Current legislation Sexual harassment in the workplace is already prohibited under the Equality Act 2010. Conduct is regarded as harassment if it has
A sometimes overlooked but often very important aspect of running a business is acknowledging when things are going right… and then acting accordingly. Having procedures and policies in place to counteract any problematic situation that may arise is crucial for any company. However, so is reward and recognition… so how do you reward and recognise
With Labour having won the election last week, it is inevitable that this will mean upcoming changes to employment law. Having reviewed Labour’s manifesto, the below is what we can possibly expect from the election results 2024: A ban on ‘exploitative’ zero hours contracts although it is unclear on how exploitative will be defined. Introducing
As you may have seen, the rules on flexible working changed in April 2024. We have had a number of queries on what these changes entail. Whilst dealing with flexible working requests can be daunting, this type of working may have benefits to your business. Some of these include helping to create a work-life balance
Coming up to April is always a busy time as we see changes to statutory rates, including the National Minimum and National Living wages. This April, we will also see: An increase to paternity rights A new type of leave being introduced for employees caring for dependents with long-term medical needs An increase to the
Many of us will likely be guilty at one point or another of having expectations that are too high. As a result, we need to better manage and understand the difference between our expectations and what is reasonable to expect from any given situation. The same can be said when it comes to our employees
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