HR Updates – Get ready for the start of the academic year!

As the summer holiday flies by and we approach the commencement of the 2023/24 academic year, there are numerous changes happening in the HR World, as well as hot topics and trends you will need to be aware of.

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ACAS consulting to update the Code of Practice – Flexible Working Requests, how to handle them?

The ACAS Code of Practice underpins all elements of HR, including the right to request flexible working and how these requests are managed. There is a live draft available, which will be open for consultation and responses until 11:59pm on 6 September 2023. A link to the draft guidance is here , and the consultation response here .

So why is this important for you?

The COP is being updated to reflect the recent change in legislation, making requests for flexible working a day one right – this does not mean you have to approve the request, but you have to fairly consider the request. The legislation recognises the significant move towards flexible working. This doesn’t just mean decreasing or increasing your working hours, but changing your place of work to support hybrid or home working. There is additional non-statutory guidance that accompanies the Code of Practice, which will be updated in parallel with the consultation.

Want to learn more about Flexible Working? Our HR team are delivering a webinar on Flexible Working requests on the 14th September 2023 – click here to book your place now .

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Gender Pay Gap Reporting and now possibly Ethnicity Pay Gap Reporting?

In 2018, the UK Government launched consultation on whether there should be mandatory ethnicity pay reporting, similar to the Gender Pay Gap Reporting. The consultation found that mandatory reporting will not be introduced “at this stage”. This does not stop organisations from reporting on this, however it is not a PSED (Public Sector Equality Duty) requirement. You can view guidance on the voluntary reporting scheme and how to do this. ? Should you wish to review the responses, these can be found here . This could be introduced in the coming years.

So why is this important for you?

Best practice and good habits are key in HR, when you build a reporting deadline or requirement into your yearly plan, it means resources can be allocated correctly and efficiently to meet these deadlines. It also supports with your HR strategy, recruitment and retention models, as well as complying with your PSED. Additionally, you should start thinking about getting ready for the next round of Gender Pay Gap Reporting due in March 2024 – this is no easy task and does take a significant amount of time. Have a look at our webinar on the Gender Pay Reporting, plus our other webinars here (Scroll to access our Gender Pay reporting webinar from last year).

Should you wish to discuss how we can help with your Gender Pay Gap Reporting, please get in touch.

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Menopause – The Silence.

There has been a significant increase in the coverage of this hot topic in HR, with many consulting on menopause policies, directing staff to attend mandatory training and organisations offering more support for staff who may be or are going through menopause (regardless of the phase). Whilst this has been incredible to see, a recent study has identified that 44% of individuals experiencing menopausal symptoms are remaining silent due to fear of the impact this may have on their career. Nearly half of those who responded to the survey admitted they would lie about their reasons for medical appointment or leave requests, rather than tell the truth.

So why is this important for you?

At present there is no statutory requirement to have a Menopause Policy, however Menopause is potentially covered under the Equality Act by 3 of the 9 protected characteristics. Staff should be trained on menopause and supporting colleagues in the workplace. Managers should be aware of the support available for their employees and how to signpost them to the correct support or make the required referrals. The duty to make reasonable adjustments for employees remains in place. You may wish to consider Occupational Health Referrals for your employees to understand how best you can support them in the workplace. Have a look at our Occupational Health Services for more information.

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CIPD – Employers guidance for supporting employees facing fertility issues:

The CIPD offer employers with comprehensive, easy to follow guidance, they’re also the accredited body all our HR professionals are trained through. The new guidance utilises industry findings to provide practical recommendations and advice for developing workplace support mechanisms for employees experiencing fertility difficulties. The five principles of good practice are:

• Raising awareness of fertility challenges as a workplace wellbeing issue
• Creating an open, inclusive and supportive culture
• Developing an organisational framework to support employees
• Managing absence and leave with compassion and flexibility
• Equipping line managers to support employees with empathy and understanding

So why is this important for you?

You may wish to consider taking advantage of this free resource to update your Leave of Absence Policy or create an appendix relating to fertility support in your organisation. Additionally, this is useful for managers to understand how to best support employees experiencing these difficulties.

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Mental Health v Cost of Living Crisis.

A recent study conducted by ACAS has revealed that 47% of respondents find their mental health to be detrimentally impacted by the cost of living crisis. They perceive this to impact them to a moderate or significant degree – everyone’s perception is different, however these findings still demonstrate an impact and correlation between the cost of living crisis and employee mental health.

So why is this important for you?

Employers have a duty of care to employees, therefore as the employer you should be signposting your staff to the relevant services where they can access support if necessary. Unfortunately, due to collective agreements which underpin contracts of employment, there is no facility to offer additional payments to support these individuals. On the other hand, schools are limited with their financial flexibility due to the strain on budgets – so what can be done? Signpost your staff to your Employee Assistance Programme (EAP) for support. Focus on early intervention and discuss this with your staff, don’t let the subject become taboo, support staff to appropriately discuss the matter. Financial wellbeing is a huge concern for all – incorporating the guidance from organisations such as ACAS or the CIPD can be really beneficial – Take a look at this guidance: How can employers help with the cost of living crisis?

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Whistleblowing – ACAS New Guidance.

Finally, be aware of the changes in guidance from ACAS regarding whistleblowing in the workplace. An easy summary of the essential information is below:

• Who is protected by law when making a whistleblowing disclosure
• What someone can blow the whistle about
• How to make a whistleblowing disclosure
• How to respond to a whistleblowing disclosure
• The benefits of having a whistleblowing policy and what it should include

So why is this important for you?

Make sure your policy is updated in line with the new guidance. As a minimum, your policy should comply with the ACAS guidance. One of our Consultants can support you in updating your policy. Get in touch here.

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If there is anything in this article you feel you need further support with, please leave your details here and our HR Consultants will be in touch shortly.