Do you know about the proposed Employment Law changes?

How have you been since our last newsletter?

Yes, this one is a little late... but it’s only because so much has been happening! ??

You’ll no doubt know that the Labour Party won the general election, which means there are an abundance of law changes coming our way (including employment law changes). We will uncover what some of these employment law changes are and how we can help you.??

In this newsletter, we’ll also share our tips on how to ensure your employees feel supported and discuss several ways you can boost employee wellbeing.??Want to discuss in more detail anything we’ve covered in this newsletter or other HR concerns? We’re always happy to support you; simply get in touch with us.?

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You may be aware that Labour campaigned on a ‘Plan to make work pay’, bringing with it significant changes to employment legislation that will impact your workplace and strengthen employee rights. Here are some of the key changes:?

1. Minimum Wage Increase: The Labour government has committed to raising the national minimum wage. This change aims to support living standards and reduce income inequality.???
2. Statutory Sick Pay (SSP): This is anticipated to become available to workers without the current ‘waiting’ period. The pay rate may increase to represent fairer earnings.???
3. Enhanced Workers' Rights: Greater protections are being introduced to ensure fair treatment at work, including stricter regulations on zero-hour contracts and enhanced support for part-time and gig economy workers.??
4. Family Friendly Policies: Making parental leave a right from day one and the introduction of a new right to bereavement leave. It will also become unlawful to dismiss pregnant employees six months after their return from maternity leave, except under specific circumstances.???
5. Right to Disconnect: You will need polices in place and demonstrate proactive working practices to support your employees to achieve this balance.???
6. Trade Unions: The process of union recognition will be simplified with a new duty on employers to inform the workplace of their right to join a union in their contract of employment. You need to be reminded of this on a regular basis.??
7. Fire and Rehire: Updated code of practice to prevent workers being dismissed for not agreeing to different terms in their contract.?
8. Harassment: Employers will be under a duty to take all reasonable steps to prevent sexual harassment in the workplace.???

At Positive People HR, we are committed to aligning your policies with these legislative changes to ensure legal compliance and uphold the values of fairness and equality. ??

The above Employment Laws have only been proposed so far, but as soon as the changes are announced, our HR team will provide detailed updates and help you navigate these changes smoothly to update your paperwork and communicate effectively with your workforce.

These Employment Laws are expected to be passed within the next 6-12 months, so if you need help with your company’s policies and procedures or want to know what you need to do to stay compliant, feel free to get in touch with us!?

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As an SME, it can be difficult for employees to voice their concerns directly. This could potentially lead to unresolved issues, which, over time, can create a negative culture.? ? ?

In our recent newsletter, we introduced the? SpeakUp Portal, our innovative service designed to provide employees with a neutral platform to express their concerns. This impartial space allows them to communicate openly without the fear of being labelled troublemakers or having to confront the managing director.?? ? ?

The SpeakUp Portal fosters a transparent and supportive environment, ensuring issues are addressed promptly and constructively. ? ?

It also allows you to demonstrate to your workforce that you are genuinely committed to addressing critical workplace issues such as discrimination, ethics and integrity, and malpractice. ? ?

By providing a confidential and secure platform like the?SpeakUp Portal, employees can feel safe and supported. ? ?

Do you want to learn more about the SpeakUp Portal? Email us now to discover how this innovative service can help your business.?

Email us now: [email protected]

Wellbeing days at work are dedicated days or activities designed to promote and support the overall wellbeing of employees. These days focus specifically on activities and health checks that can contribute to employees' physical, mental, and emotional health. ?

Employee wellbeing has become increasingly important in today’s fast-paced and stressful work environment. Employers are realising the direct?correlation between their employees' wellbeing and their organisation's overall success. Healthy and happy employees are more engaged, productive, and less likely to experience burnout, resulting in a positive work environment and increased profitability.? ?

Wellbeing days offer employees a chance to prioritise their health, which often takes a backseat due to work demands. When employees neglect their wellbeing, they may struggle to see their GP when issues arise, leading to increased absenteeism.

With cold and flu season approaching, wellbeing days can serve as a timely reminder that maintaining good health is a top priority and demonstrate that you care about your staff.??? ? ?

Giving employees a say in what they participate in also enhances their experience. ? ?

Here are some of our recommended activities that you could include in your wellbeing days:??

• Yoga/Pilates??

• Mini Health Checks??

• Mental Health workshops??

• Meditation??

• Stress Management/mental health workshops??

• Financial wellness??

• Educational sessions on wellbeing.?

When employees feel cared for, they are more likely to speak positively about their workplace, enhancing the company's reputation and making it an attractive place for top talent. The key is to balance fun and informative activities so employees feel rejuvenated and empowered by the end of the day.? ?

Please contact us to discover more about effectively planning health and wellbeing days at work and ensuring they are meaningful.?

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As the leaves turn and we settle into autumn, the conversation in the office invariably shifts to our festive plans for the Christmas get-together. While this is a season of joy and celebration, there are a few crucial points to navigate as a business owner to ensure everyone has a fantastic and inclusive experience. ? ?

We certainly don’t want to be the fun police, but there is important case law highlighting the pitfalls companies face when things go awry. ? ?

To create a memorable and enjoyable event for all, it's essential to consider two main factors:?inclusion? and? vicarious liability. ? ?

Inclusion:?When planning your event, consider your team's diverse makeup. This means considering these factors:???

• Religious and cultural sensitivities??

• Dietary restrictions and preferences??

• Accessibility needs??

• Diverse interests and activity preferences.?

By considering these factors, you can ensure the event is welcoming and enjoyable for everyone, fostering a sense of belonging and appreciation throughout your workforce.? ? ?

Vicarious Liability:?It's crucial to remember that such events are considered extensions of the workplace. This means that, as an employer, you hold certain liabilities for your employees' behaviour, even outside regular working hours. ? ?

To mitigate risks and ensure a safe environment, you need to consider:??

• Clear updates on company policies (code of conduct, anti-harassment) regarding behaviour at events??

• Providing non-alcoholic beverage options??

• Arrangements for safe transportation home.?

By addressing these elements proactively, you can maintain a fun and inclusive atmosphere while safeguarding your employees and company. ? ?

Should you need any further information or support navigating this subject, please get in touch to make your end-of-year celebrations one to remember for all the right reasons!!?

Make your Christmas party the best one yet