Author: Editorial Team

It’s crucial to adopt proactive strategies to minimise the impact on your business.

The Bill includes a suite of worker-friendly changes

All businesses must have an appropriate policy and reporting procedures in place to comply with the new mandatory sexual harassment law due to come into force on 26 October.

The wait is over for the publication of the new Employment Rights Bill 

To ensure the longevity and success of your business, it is vital that you delegate.

Are you ready to inform and guide your readers on the Worker Protection Act 2023, which introduces a new duty on employers to take “reasonable steps” to prevent sexual harassment of their employees?

Employers will soon be under a new mandatory duty to take ‘reasonable steps’ to prevent sexual harassment

iReport launched this week. It is an innovative 24/7 Incident Reporting and Investigation Service, designed to help employers comply with incoming legislation.  The Worker Protection Act soon comes into effect, with a compliance deadline of 26 October 2024.  It is a long-awaited and significant amendment to the Equality Act 2010. All employers, regardless of size, will have a…

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Can things only get better with Labour’s proposed changes to employment law? The Labour Party has pledged to introduce its ‘new deal for working people’ within its first 100 days in government. The party’s election manifesto stated that current employment law was “not fit for purpose” before promising that Labour would introduce new legislation. Below are…

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A guide to the Employment (Allocation of Tips) Act 2023 and accompanying statutory Code of Practice on the fair and transparent distribution of tips. On 1 October 2024, new legal requirements are coming into force to prevent employers keeping tips left by customers in recognition of good service. The new legislation, the Employment (Allocation of…

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HR’s impact on businesses is much underestimated in ourHRpeople’s opinion. HR doesn’t just keep a business in check, it can actively help it grow. Our team of HR consultants have all been personally responsible for ideating, researching and implementing bespoke strategies for their clients which have directly boosted profits and efficiency. Here’s six ways in…

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Adjustments and practices for employers to consider

Support your team! The UEFA Euro 2024 starts on 14 June and lasts until 14 July. This is good news for football fans but could cause difficulties for employers. Employers could be facing a serious loss of productivity if staff phone in sick or do not turn up for work. Our guidance below should help…

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Welcome to the May issue of the ourHRpeople Newsletter! This month we are looking at the benefits of executive coaching, with a useful case study. The Power of Executive Coaching: Driving Success for Leaders and Businesses In today’s fast-paced and competitive business landscape, companies of all sizes are constantly seeking ways to gain a strategic…

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There are numerous changes to employee’s rights (mainly) from April 2024. The effects are wide ranging.

The year ahead is set to be one of considerable change in the world of Employment Law. Much of the legislative change is being driven by post-Brexit reforms which are only now starting to come into effect.

 The Workers (Predictable Terms and Conditions) Act 2023 is expected to come into force in September 2024, and will implement a new statutory right for workers to request a more predictable working pattern. 

 A geophysicist has been awarded £340,000 for unfair dismissal, age discrimination, victimisation, and breach of contract after his boss referred to him as a “pensioner” and added: “We need to find a way to take him out,” an employment tribunal has ruled.