When was the last time that you reviewed and updated your workplace policies? If it’s been a while, I’d recommend scheduling in time to do so. That’s because the new Employee Rights Bill was announced on 10 October, which includes 28 employment reforms. As a result, there is a fair chance that some of your existing policies will soon be out of date and no longer compliant.

What is the Employee Rights Bill?

The Employee Rights Bill updates working practices in line with the needs of employers and employees. Firstly, it is designed to encourage people to work, fill skill gaps and boost employee retention. Secondly, it prevents fair employers from being undercut by less scrupulous competitors.

Fortunately, you have time to put things in place, as it is 2 years before the Bill is enforced. However, there are clear advantages to implementing the measures sooner. Not least, it’s an opportunity to boost employee morale and make your organisation an attractive proposition for future employees.

Flexible Working Policies

One of the major changes is the right for all employees to request flexible working contracts from their first day of employment. This includes offering alternative start or finish times, condensed hours or reduced hours. Do you feel this is a disadvantage to employers, however, I urge you to consider the benefits to your business.

There are currently tens of thousands of educated and experienced parents at the school gate who are not applying their talents. They are held back by the logistics and cost of childcare. However, with a later start or a 4-day week, they could be contributing to the success of British companies.

Equally, there are skilled individuals with a disability or carer responsibilities who could be great additions to the workforce, yet cannot commit to full-time hours. However, with some flexibility they could be empowered to find a role that harnesses their abilities and fills skill gaps. For information, the Bill makes flexibility the default position, unless you provide evidence that their request is unreasonable. So, let’s focus on productivity and output rather than the number of hours an employee is physically present in the office, factory, lab etc.

Fair Practices

Another major change in the Employee Rights Bill is a ban on ‘fire and rehire’ practices. In addition, zero-hour contracts must now provide guaranteed hours. These two changes end practices where employers have avoided paying fair wages and associated employee benefits. It’s about recognising that without employees there is no business, so they need to be treated with respect.

In addition, gender, ethnicity and disability pay gaps are coming under scrutiny. The salaries you pay must reflect the role and performance rather than who is undertaking the work. Embedding fair practices is fundamental in building a positive work culture, retaining staff and avoiding recruitment costs. Do you agree?

Employment Reforms & Workplace Policies

Flexible working and fair practices are just a sample of the employment reforms that impact your HR policies, procedures and recruitment processes. So, it is important to become familiar with the new Bill and review all related paperwork to ensure compliance. Additionally, I recommend training and upskilling managers, so they are aware of any changes.

Fortunately, if your organisation has a positive company culture, which values employees, the changes are likely to be minimal. I’ve been fortunate to work with many teams where the diverse potential of individuals is recognised, developed and rewarded.

Employment Law Changes

Before you sit back and think that no action is needed now, I need to make you aware that a separate law is coming into force this month. That’s the Workers Protection Act. It requires employers to take reasonable steps to reduce the risk of employees being sexually harassed by colleagues or customers at work.

An 8-Step Guide has been issued to help you understand your responsibilities. This includes having:

 – An Anti-harassment Policy

 – Providing a fair and sensitive process for reporting and investigating cases

 – Outlining the action that will be taken if sexual harassment has occurred

We all deserve to feel safe at work and know what to do if our safety is threatened. So, do your employees feel protected? Do they feel able to report an issue to you and confident that it will be handled effectively?

Help To Write & Review Workplace Policies

This article highlights that we can expect a series of updates to employment law in the coming years. As a result, we need to proactively embrace positive action. This will ensure your organisation is set for the future.

If you need to update your workplace policies, I can help. My experience in policy writing & reviewing ensures a good policy which is personalised to your organisation.

I define a ‘good policy’ as one which:

 – Clarifies internal processes and expectations

 – Reflects company values and the working environment

 – Is inclusive, easy to read, comprehend and revise

 – Complies with legal requirements

To find out more about our policy writing service, please contact us