As an employer, you have a number of responsibilities towards your employees. Many of these are obvious, including areas such as management of working hours, wages and health and safety. However, employers also have what is classed as a “duty of care”. In other words, as an employer, you should be taking employee well-being into
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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
We have a question for you… what is your HR strategy? Businesses need a strategy that includes their people. The one you choose should be the one that is best suited for both the business and those working within it. Getting this right should allow for success, working alongside employees to enable business objectives to
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
Recent years have shone a light on the importance of mental health awareness in the workplace. As a business, you have a responsibility towards your employees when it comes to health, safety and wellbeing. This responsibility is your “duty of care.” What happens if you suspect an employee is struggling If you suspect that an