 Hello and welcome to the latest edition of our newsletter! As always, we're committed to keeping you informed about the latest updates that impact your business. In this edition, we’ll explore recent legislative changes, including developments to the Employment Rights Bill, a new law on neonatal leave and what employers need to know about the UK government’s latest stance on transgender toilet use. We also include key upcoming dates you’ll want to mark in your calendars. Employment Rights Bill What’s happening next? The Employment Rights Bill has now completed its passage through the House of Commons and is currently under review in the House of Lords. The government has responded to consultations on zero-hour contracts, collective redundancy consultations, "fire and rehire" practices, trade union legislation and statutory sick pay, leading to a series of amendments to the Bill. These amendments were debated in Parliament on 11th and 12th March 2025. Key updates include:
The Bill is expected to be finalised this summer, with a staged implementation during 2025 and 2026. Employers should start preparing by reviewing their current policies to ensure compliance with these upcoming changes. HayesHR can assist in updating your contracts and policies to align with the new law. Neonatal Leave: What Employers Need to Know One of the most significant recent legislative changes is the Neonatal Leave and Pay Act. This law entitles parents to up to 12 weeks of paid leave if their newborn child is required to stay in neonatal care for an extended period after birth. This change will likely affect a large portion of employees and means that companies will need to:
By taking these steps, businesses will not only ensure compliance but also position themselves as employers who genuinely care about the wellbeing of their employees and their families. Offering this support can significantly contribute to higher employee satisfaction, loyalty and retention, which ultimately benefits your Company in the long run. Walking Meetings & Stand-Up Chats – Small Changes, Big Impact As we recognise Mental Health Awareness Week this May, it’s a great time to reflect on the small habits that can make a big difference to how we feel day-to-day. One of the simplest but most effective? Moving a little more throughout the working day. At HayesHR, we know that physical activity is closely tied to mental wellbeing. That doesn’t have to mean a full gym session or a 10k run — it could be as simple as swapping one seated meeting a week for a walking 1:1 or catching up over a stroll outdoors. These moments not only get us moving, but also allow for more open, relaxed conversation and a change of perspective — literally and mentally. Even small shifts like standing up during a video call, stretching between meetings, or taking your lunch break outside can break up long periods of sitting and help reset your focus. Research shows that regular movement boosts energy levels, reduces stress, and improves concentration — all key ingredients for maintaining a healthy mind at work. So, during Mental Health Awareness Week, why not schedule a walking catch-up with a colleague or try a ‘stand-up’ check-in? Sometimes, stepping away from the screen is the best way to reconnect — with ourselves and each other. NEWSTransgender Toilet Usage: What Employers Need to Know The Equality and Human Rights Commission (EHRC) has issued interim guidance stating that access to men's and women's toilets in workplaces and public services should be based on biological sex. This means that, legally, trans women (assigned male at birth) may be excluded from women's facilities, and trans men (assigned female at birth) from men's facilities. However, the guidance also emphasises that employers must ensure there are alternative facilities available for transgender employees, such as unisex or gender-neutral toilets, to prevent discrimination and uphold dignity and privacy Implications for Employers Employers should:
It's crucial for businesses to act promptly to comply with these legal requirements and to foster an inclusive and respectful workplace environment. If you need assistance in reviewing or updating your workplace policies to align with these changes, please don't hesitate to contact us. KEY DATES FOR DIARY:8th May – Ovarian Cancer Day
12th May – Mental Health Awareness Week 17th May – International Day Against Homophobia, Transphobia, and Biphobia: A day to promote diversity, inclusion, and workplace equality for all employees, regardless of sexual orientation or gender identity. June – Pride Month I hope you found this edition helpful — as always, we’re here to support you in navigating these changes and creating a workplace where everyone can thrive. I look forward to hearing from you soon. Jo
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 Happy New Year and welcome to the latest edition of our newsletter! I hope the New Year is off to a positive start. Coming up in this edition, we will be looking at the latest news and exploring how to build an attractive benefits package, with minimal financial implications to the business and more importantly, why they matter. Employee benefits and salary sacrifice schemes: Boosting retention and satisfaction As we enter a new year, business owners are focused on new challenges and staying competitive, retaining top talent and fostering a positive workplace culture are high on the agenda. A powerful tool to achieve this is a strong employee benefits package, especially with salary sacrifice schemes. What are salary sacrifice schemes? Salary sacrifice schemes allow employees to exchange a portion of their salary for non-cash benefits, which are often tax-efficient. Popular options include:
Why salary sacrifice matters Salary sacrifice schemes offer clear advantages for both employees and employers:
Research highlights the importance of offering meaningful benefits year-round to keep employees motivated and engaged. For instance, a recent study found that a significant portion of employees feel unmotivated throughout the year, not just on Blue Monday (HR Magazine). Moreover, with rising fears of burnout, offering benefits that support mental health and well-being can help prevent dissatisfaction and disengagement, which can lead to increased productivity (HR Magazine). While initial setup might seem administratively intensive, the financial and strategic benefits far outweigh the effort. Reduced payroll tax burdens and improved employee satisfaction translate into long-term savings, productivity gains and a more loyal workforce. Additional employee benefits to consider Beyond salary sacrifice schemes, offering a range of benefits can further enhance retention and satisfaction. Flexible working arrangements, such as hybrid or remote options, are highly valued by employees seeking better work-life balance. Wellness programs—ranging from mental health support to gym memberships demonstrate your commitment to employee wellbeing and create a healthier, happier workforce. Career development opportunities, including training and upskilling, help retain ambitious employees who are eager to grow within your organisation. Regular recognition of achievements also fosters loyalty, ensuring staff feel appreciated and motivated. Together, these benefits cultivate a supportive environment where employees are inspired to commit long-term. Final thoughts A robust employee benefits package, featuring salary sacrifice schemes and additional perks, is a powerful way to enhance satisfaction, retention, and overall workplace culture. By investing in benefits that support your team’s financial, personal, and professional wellbeing, you’ll not only create a more engaged and loyal workforce but also strengthen your business’s reputation as an employer of choice. If you’re looking to enhance your benefits strategy or implement salary sacrifice schemes, HayesHR is here to help. Contact us today to build a benefits package that works for your business and your employees. NEWSA tribunal recently found that a white employee, who had complained of race discrimination, was subjected to victimisation and was awarded more than £40,000 compensation. The employee was subjected to offensive remarks, with colleagues speaking about her in Hindi in a manner intended to alienate her. After raising the grievance, the employee claimed exclusion from key meetings and unfair treatment, such as increasing workload and was later dismissed due to ‘lack of care and attention in her work’. The tribunal determined that the employee’s dismissal was directly related to the grievance and awarded compensation for loss and emotional distress. This case highlights the importance for employers to implement clear grievance policies and procedures, prevent retaliation, and provide comprehensive training on handling complaints, diversity, inclusion and maintaining a respectful work environment. KEY DATES FOR DIARY:4th February – World Cancer Day 6th February - Time to Talk Day 8th March – International Women's Day 20th March – International Day of Happiness 1st April 2025: Minimum Wage and National Living Wage changes come into effect. Make sure your pay rates are up-to-date with the new statutory minimum wage increases. 6th April 2025: The rate of employer National Insurance Contributions will be increased from 13.8% to 15%; and the threshold on employee earnings for employer NICs to become payable will decrease from £9,100 to £5,000, effective until April 6, 2028. WHAT'S NEXT:I will be competing in Hyrox Turin on the 1st and 2nd February – wish me luck and I’ll let you know how I get on!  I look forward to hearing from you soon.
Jo  Welcome to the latest edition of our newsletter. Coming up we will explore some of the latest changes resulting from the government's Autumn Budget and how these will impact Companies, along with how diversity initiatives can enhance team building and how companies can effectively foster an inclusive environment. Additionally, we highlight key dates for your diaries and some of the latest news. Autumn Budget 2024: Key Takeaways for Employers The recent Autumn Budget includes several important updates that will impact employers and employees across the UK. Here’s a concise summary of the most relevant announcements: Enhanced Employment Rights and Worker Protections
Workplace Health and Fair Work Initiatives
Mental Health and Wellbeing
Adjustments to the Minimum Wage, National Insurance Contributions and Tax Implications.
Preparing for Change Although the Employment Bill changes are not expected until 2026, they will introduce significant shifts in how employers need to operate. These measures reflect the government’s commitment to strengthening worker protections, supporting mental health, and ensuring fair wages. Employers are encouraged to review their policies and benefits in advance to align with these changes and foster a supportive workplace environment. For more information, please refer to the official government publications on the Autumn Budget and proposed employment law changes. Don’t hesitate to reach out to HayesHR for guidance on preparing for these updates—whether in policies, employee contracts, or potential new leave entitlements—to ensure you stay compliant. NEWS: A recent article in HR Magazine highlighted a report published by The Female Lead on 4th November 2024 revealing that 52% of working mothers in the UK who returned to work after having a baby are dissatisfied with the support they received. The findings also noted that 72% of mothers struggled to balance childcare with work, 25% felt overlooked for promotion or professional development and 32% felt underestimated in their roles. Over a third of these employees felt that their work setup was unsustainable and 47% of them planned to leave their jobs in the next year. Additionally, more than half of the respondents stated that employers could improve satisfaction simply by asking them what support they needed, with a strong request for flexibility around unexpected childcare responsibilities and working hours. These statistics highlight significant gaps in the support provided to working mothers, which can lead to increased turnover, low morale, and disengagement. To address this, employers can take proactive steps to improve retention and satisfaction for working mothers, such as fostering open communication by regularly checking in with employees about their support needs, and offer flexible working arrangements such as adjusted hours or remote options to help balance childcare duties. Enhanced parental leave policies and structured return-to-work programs, including part-time options, can also ease transitions back to work. Addressing the ‘motherhood penalty’ by providing equal career development opportunities and training to reduce unconscious bias is crucial, as well as ensuring manageable workloads and offering additional support like childcare assistance or wellness programs. Creating a supportive, inclusive culture with training for managers and mental health resources ensures that all employees, including working mothers, feel valued and able to thrive. Building Stronger Teams Through Diversity Initiatives Diversity in the workplace isn’t just a “nice to have”—it’s crucial to building strong, innovative, and resilient teams. Studies consistently show that diverse teams outperform homogeneous ones in creativity, decision-making, and problem-solving. This is because varied perspectives offer a broader range of ideas, critical for overcoming challenges and driving success. However, meaningful diversity requires more than just numbers; it calls for intentional strategies that foster inclusivity and strengthen team dynamics by creating an environment that actively supports diverse viewpoints and backgrounds. How Diversity Initiatives Strengthen Teams Effective diversity initiatives go beyond just bringing in people from different backgrounds—they cultivate a sense of belonging where everyone feels valued, empowered, and safe. This encourages team members to speak up without fear of judgment, creating an open environment that enhances collaboration and creativity. The diverse strengths within teams lead to better decision-making and problem-solving, resulting in more dynamic and successful organisations. One powerful way diversity initiatives build stronger teams is through Corporate Social Responsibility (CSR) programs and volunteering. When employees volunteer together—whether partnering with non-profits, schools, or shelters—these shared experiences create empathy, unity, and a sense of purpose. They deepen connections among team members, who report higher job satisfaction and fulfilment by contributing to societal impact. These shared efforts also strengthen trust and collaboration within teams. By engaging with diverse communities, employees are exposed to new perspectives, which they can bring back to the workplace, fostering innovation and fresh approaches to problem-solving. Fostering Diversity in the Workplace Building stronger teams through diversity requires more than just CSR initiatives. Companies can implement a variety of strategies, including: Diversity and Inclusion Training: Regular training on unconscious bias and inclusive communication fosters awareness and helps employees understand their role in promoting an inclusive environment. Inclusive Recruitment Practices: Tailoring recruitment to attract diverse talent by expanding outreach to underrepresented groups and reviewing job descriptions for bias. Employee Resource Groups (ERGs): ERGs provide employees a space to connect, share experiences, and advocate for change, building community and collaboration across the workplace. Mentorship Programs: Establishing mentorship between diverse employees and leadership ensures access to career growth and equal opportunities. Celebrating Diversity: Acknowledging cultural and religious events highlights diversity and promotes respect within the team. Creating a Safe Environment: Encouraging open dialogue through forums and leadership support helps employees feel safe sharing their experiences. Why It Matters Investing in diversity isn’t just about meeting quotas—it’s about building a workplace where every employee feels they belong and can contribute their best work. Diverse teams leverage a wide spectrum of talents and perspectives, leading to more effective teamwork, innovation, and long-term success. Companies that foster diversity also gain insights into different markets and consumer bases, keeping them competitive in a globalised world. Promoting diversity is an ongoing journey that requires active commitment at every level of the organisation. Embracing diversity as a driver for innovation helps build stronger, more cohesive teams that are ready for success. If you’re seeking to enhance your diversity and inclusion strategy, reach out to us—we can help you create a more inclusive and forward-thinking workplace that truly thrives on diversity. KEY DATES FOR DIARY: November – also known as ‘Movember’ - a month dedicated to men’s health, to raise awareness and funds. 19th November – International Men's Day 10th December – Human Rights Day WHAT’S NEXT: I will be competing in Hyrox, Marseille in the ladies doubles on the 8th December. I’ll let you know how we get on!  I look forward to hearing from you soon.
Jo Welcome to the latest edition of our newsletter.
In this edition we are going to explore some of the potential business changes that could be on the horizon following the recent UK general election outcome. The 2024 general election outcome means that major employment law changes could be on the way. The new Labour government proposed a plan to make new laws within the first 100 days in parliament with changes to contracts, pay, day one employment rights, time off and lots more. Statutory Sick Pay One of the first likely changes to be made is to statutory sick pay (SSP) with a plan to increase it, remove the lower earnings limit and remove the waiting period. Currently SSP is £116.75 per week and employees must have been sick for more than 3 days in a row and earn an average of at least £123 per week to be eligible. Flexible Working 2024 has already been a huge year for employment law changes with the new Flexible Working, Carer’s Leave, and the Protection from Redundancy (Pregnancy and Family Leave) laws coming into force. The flexible working changes made in April meant that employees have the right to request flexible working from day one of employment rather than having to be employed for at least 26 weeks before making a request. Labour plan to take this a step further by making flexible working a right from day one of employment, except where it is not reasonably feasible. Labour will also review the unpaid Carer’s Leave law that came into effect in April 2024 and examine the benefits of introducing paid carer’s leave. Removal of Qualifying Period for Unfair Dismissal Labour have proposed to remove qualifying periods for unfair dismissal and parental leave, making them a day one right. Currently you must have worked for your employer for a minimum of 2 years before qualifying for the right to claim unfair dismissal at a tribunal. As for parental leave, you must have worked for your employer for a minimum of 1 year to be eligible. Zero Hours Contracts The final topic is the potential ban on zero-hour contracts. The proposal is to ensure that everyone has the right to a contract reflecting the number of hours they regularly work (basing on a twelve-week reference period). This decision could impact businesses nationwide, requiring them to revise their employees’ contracts to comply with new regulations. If and when these changes come into effect, employers will need to ensure they are aware of the changes impacting their business. Adjustments to any policies, employment contracts and handbooks with the changes will need to be actioned quickly after new laws come into force. Please get in touch if you wish to discuss how to manage any of these changes within your business, or any other matters relating to employment legislation.   Welcome to the latest edition of our newsletter. Coming up, we are going to be looking at ageism in the recruitment process and changes to the Dismissal and Re-engagement code of practice. The importance of addressing age discrimination and implementing non-discriminatory recruitment processes Age discrimination in the workplace remains an issue that affects individuals and businesses alike, manifesting in various ways, from hiring practices to training and advancement opportunities. Addressing age discrimination is not only a legal obligation, but imperative for Companies that are seeking to harness the full potential of a diverse workforce. A recent article in HR Magazine highlighted how the charity, Age UK were fined £4,000 for age harassment after a representative ‘harassed a job applicant on the basis of age, a tribunal has found’. This demonstrates that non-discriminatory recruitment processes are essential in creating an inclusive work environment. This involves using age-neutral language in job advertisements, focusing on skills and experience rather than age-related criteria and training recruitment panels to recognise and avoid implicit biases. Other processes include using anonymous CV’s where candidates date of birth or graduation dates are removed; having structured interviews which comprise of a standardised set of questions for all candidates, and the use of practical tests or assessments that are directly relevant to the job tasks. By promoting a culture of inclusivity and fairness, Companies can attract a broader range of candidates, enhance employee morale and benefit from the varied perspectives and experiences that come with a diverse age demographic. In turn, this can lead to greater innovation, improved problem-solving and a more dynamic, resilient workforce. Furthermore, fostering an age-diverse workforce can significantly enhance a Company’s adaptability and competitiveness. Older employees bring a wealth of experience, institutional knowledge and mentorship capabilities that can be invaluable to younger team members. Conversely, younger employees often introduce fresh perspectives, tech-savviness and new approaches to problem-solving. By integrating these complementary strengths, Companies can build more cohesive and versatile teams, drive business growth and innovation, ensuring that the Company is well-equipped to meet the challenges of a rapidly evolving market. NEWS:
What is fire and re-hire? ‘Fire and re-hire’ is a term referring to the process where an employer needs to make contractual changes to an employee’s terms and conditions. Essentially, firing the employee and re-hiring them on new terms and conditions, for example a change of shift patterns, reducing holiday allowance or pay and is often an exercise conducted to cut costs, as the terms are often less favorable. It is a highly controversial approach and has drawn criticism for its potential to undermine job security and employment rights, and notably made the headlines with P&O ferries in 2022 firing over 800 staff and prompted calls from trade unions and politicians to strengthen employment laws. Where changes need to be made to an employee’s contract of employment, it is best practice to approach this through consultation and agreement with the employee and ‘fire and re-hire' should be the last resort when extensive consultation and all alternatives have been considered. The new Statutory Code of Practice on ‘Dismissal and Re-engagement' coming into force in July 2024 outlines the legal expectations of a business and what must be considered regarding whether to use dismissal and re-engagement. These include:
The code also outlines other considerations that should be followed. Please do not hesitate to get in touch if you wish to discuss how to manage any of these changes within your business, or any other matters relating to employment contracts and legislation. KEY DATES FOR DIARY: 1st August – Cycle to Work Day 5th September – International Day of Charity 15th September – National Pension Awareness Day 18th September – International Equal Pay Day 23rd – 29th September - National Inclusion Week WHAT'S NEXT: A team of VIPR Solutions employees and I will be completing the National 3 Peaks Challenge to raise money for their charity partner, Cancer Research UK. We are setting off in the early hours on Friday 28th June, enroute to Scotland to tackle Ben Nevis on Saturday morning, before driving onto climb Scafell Pike on the same day! Finally, in the early hours of Sunday morning we will climb Snowdon to watch the sunrise. In total, we will be walking c.30-40km with est 2900 metres of elevation! Pictures to follow!  If you’d like to donate to support this incredible charity, our QR code is below and any donations are gratefully received.  I look forward to hearing from you soon.
Jo  Apprenticeship UpdateI wanted to share some interesting news regarding apprenticeships.
If you have an employee who is over the age of 21, apprenticeships are still 95% covered by the government. This makes them an exceptionally cost-effective method to train your workforce.
Education secretary Gillian Keegan said: “Apprenticeships are a fantastic way for businesses to develop the skills they need, and these new measures will help more businesses and young people benefit from them. Our plan to deliver a high-growth, high-skilled economy is working, with more opportunities available to young people than ever before.” This is great news for growing businesses who are looking to develop and nurture their talent pipeline, as it reduces costs and burdens for businesses. From saving on recruitment costs, diversification and inclusion across teams, increased retention rates, building a culture of learning and development, to fixing skills shortages there are numerous advantages to investing in apprenticeships. By offering an apprenticeship you can ensure that you are investing in the right skills for your business, that are aligned to your current and future needs. Please don’t hesitate to get in touch, if you wish to discuss if an apprenticeship is right for you and how we can help.  Welcome to the latest edition of our newsletter. Coming up, we are going to be looking at Social media policies and an update on HR news. Is your social media policy clear? Following an employment tribunal that ruled that an employee was unfairly dismissed for a Facebook post that bosses wrongly claimed was an attack on their business, found the employer did not act reasonably. In this instance an employee reposted a meme, without commenting, regarding management styles and workplace cultures, which the employer claimed was an attack on their business. However, the tribunal ruled that “it was difficult to say whether anybody looking at this meme would link it directly to the claimant’s working environment” and a discussion with either a reminder of their social media policies, or a warning would have been merited to avoid this happening again in the future. No notes from the meetings with the employee were kept throughout this process, including notes following their right to appeal meeting, where the decision to dismiss the employee was upheld. They also noted the employer could have given the employee “further guidance about social media use or a verbal or written warning before dismissing her” and that the disciplinary procedure and process was unfair. By having a clear social media policy in place, employees understand the expectations on what content is appropriate for them to share online and the accepted standards for employee behaviour in terms of usage in the workplace, so it doesn't detrimentally affect productivity. It also takes steps to mitigate risks such as confidentiality, intellectual property, defamation and compliance of regulations such as GDPR, in addition to taking steps to protect the Company’s brand and reputation. By ensuring your policies are clear, up to date and communicated to employees, you can help prevent potential misunderstandings and the likelihood of disciplinary issues arising and if they do, there is a process in place to ensure they are dealt with fairly, consistently and in adherence to the Company grievance and disciplinary procedures. Please contact us if you need help creating or updating your social media or any other Company policies. NEWS As from 6th April 2024 the new Flexible Working Act comes into effect. The key changes to be aware of are:
Flexible working is a broad term that relates to an employee's working arrangement, regarding when, how and where they work. A statutory request is a request to change an employee’s terms and conditions relating to their hours, times or place of work. This could include the number of hours and days they work, for example part-time, term-time, compressed hours; adjusting their start/finish times; their working location such as hybrid/homeworking etc. What are the benefits of flexible working? By offering flexibility in work arrangements, Companies can demonstrate their commitment to accommodating employee’s individual needs and preferences. It enables employees to balance work and personal commitments, which contributes to improved mental well-being and increased job satisfaction, ultimately leading to higher productivity and employee retention. Flexible working also facilitates increased diversity and inclusion within a Company, by providing ways and means to accommodate diverse needs and circumstances in which people can work, this in turn helps attract a more diverse mix of talent. It also fosters a culture of respect, trust and inclusion, where employees feel supported and valued regardless of their circumstances. By embracing flexible working practices, a Company can attract and retain top talent, become more adaptable to change and cultivate a positive culture that enriches collaboration, creativity, problem-solving, all of which can help a Company achieve their overall objectives. Please do not hesitate to get in touch if you wish to discuss how to manage any of these changes within your business, or any other matters relating to flexible working. Statutory paternity leave changes As from 6th April changes to the way Paternity Leave and Pay can be claimed and taken will come into effect, which will make it more flexible for fathers and partners to access. Currently, only one block of leave can be taken, which can be either one or two weeks, however the changes mean that fathers will now be able to take two non-consecutive weeks of leave. They can take their leave and pay at any point in the first year following the birth or adoption of their child and they are now only required to give their employer four weeks’ notice, prior to each period of leave. KEY DATES FOR DIARY: April – Stress Awareness Month 1st April – National Minimum Wage rate increase comes into effect, increasing from £10.42 per hour to £11.44 per hour 6th April – Changes to Flexible Working Act and The Paternity Leave Amendment Regulations 2024, come into effect 13th – 17th May - Mental Health Awareness Week …and finally Last weekend I went to Copenhagen to a Hyrox gym competition and competed in the ladies pair event. The format was  Our target was sub 1.10.We completed it in 1.07 and came 21st out of 247 teams.   I look forward to hearing from you soon.
Jo Welcome to the latest edition of our newsletter. Coming up we are going to be looking internal career development and the impact on staff retention and the latest HR news. Promoting internal career development opportunities With the current skills gap in the UK and two-thirds (66%) of large UK businesses saying they struggle to recruit employees with the skills they need, investing in learning and development has never been more crucial. Recent studies also show that employees are more likely to stay loyal to your organisation if they can explore internal jobs. It’s no surprise that investing in employee growth has multiple benefits and internal career development and talent mobility can play a vital role in staff retention. According to the 2023 Global Talent Mobility Study, employees prefer using internal job boards or intranet to explore internal career opportunities, rather than having a direct conversation with their manager.   By creating a culture that focuses on workplace belonging, employees are more likely to feel comfortable having a conversation with their manager about career opportunities, without fear of managers unconsciously thinking they are planning to leave. This level of engagement is crucial to the success of the overall Company and fostering a positive workplace culture. Internal career development provides employees with opportunities to enhance skills, acquire knowledge and contribute to their professional growth, making their contributions more valuable to the Company, in addition to growing your internal talent pipeline of skilled, knowledgeable employees. By establishing clear career paths, outlining potential roles and progression opportunities that are supported by creating a learning culture which embraces training and innovation, setting SMART goals and ensuring internal job opportunities are made visible to employees, Companies can create a culture that values and supports career development and the growth of employees. In addition, by introducing an internal employee referral scheme you can unlock your employees' network, by leveraging their connections and industry knowledge to identify potential new candidates. The benefits of this include reducing recruitment costs, increases the likelihood of finding candidates that are the right cultural fit and employees are more likely to refer people they believe would positively contribute to the team, whilst fostering a sense of engagement and ownership among existing employees. All of which contributes to strengthening the team and the overall success and growth of the Company. NEWS National Insurance Changes from January 2024 The National Insurance Class 1 rate will fall from 12% to 10% from 6th January 2024 as The National Insurance Contributions Bill was passed on 30th November. Self-employed workers will also see tax reductions from 6th April 2024 with Class 2 National Insurance payments abolished and the rate on Class 4 National Insurance will be cut to 8%. National Minimum Wage Changes from April 2024 The Government has announced the National Minimum Wage (NMW) rates will increase from £10.42 per hour to £11.44 per hour, as from 1st April 2024.  What's next? I competed Hyrox at Excel London on 26th November and completed it in 1 hour 9 minutes. I’m sure next year will see an equal amount of exciting new fitness challenges ahead! And finally....
I would like this opportunity to thank you all for your continued support over the course of this year and I’m looking forward to what 2024 has in store! Wishing you all a wonderful Christmas and a Happy New Year. Jo Welcome to the latest edition of our newsletter and I hope you all had a great summer. Coming up this month we are going to be looking at how investing in training your staff can play a vital part in staff retention. Finally, some key dates for your diaries. Effective Learning & Development – the impact on employee retention It should go without saying that investing in your employees personal and professional development, whether that be through coaching, soft skill development, mentoring or certified training courses is a sure-fire way to increase employee engagement and loyalty. No matter their level of experience, the position they hold within the business, their tenure and so on, training and continuing professional development helps ensure that employees are proficient and possess up to date skills for their profession, which is especially relevant given the current skill shortages the UK market is facing. LinkedIn have recently published their 2023 Workplace Learning Report which shows that “Progress towards career goals is the No. 1 motivation for employees to learn”. Couple this with the fact that their report also shows that 93% of organisations are concerned about employee retention and that the No. 1 way organisations are working to improve retention is by “providing learning opportunities” clearly demonstrates the importance of investing in your employees ongoing learning and development. The report also states that ‘people who aren’t learning will leave’ and that ‘3 of their top 5 factors that drive people to pursue new jobs reflect their desire to stretch, grow and develop new skills’. Their report shows that top 5 factors when considering a new job are:
Other interesting statistics from their report include:
By encouraging open and honest conversations with your employees to understand what their career goals are, identifying what training they need and supporting them through this journey, with a structured and well thought out L&D strategy you will be one step closer to building an engaged, motivated and skilled workforce. By creating a culture of continuous improvement you are demonstrating to your employees their value within the company and are invested in supporting them achieving their career goals. Not only that, but L&D goes a long way to attracting new talent into the business, with a clearly defined career path. In summary, if you’re looking to improve morale, job satisfaction, productivity, performance and improve staff turnover, then having a well thought out learning and development strategy that empowers your workforce should be a top priority. Here at Hayes HR, we are well placed to create a L&D strategy, implement structured training, coaching and retention strategies, so please don’t hesitate to get in touch. KEY DATES FOR DIARY: Month of October - Black History Month 10th October – World Mental Health Day 20th October – Wear it Pink day, in support of Breast Cancer Now What's next? I recently completed a 5k run with some of the team at Damhurst & Co, in support of Insurance United Against Dementia. We set a target of £500 and so far we have managed to raise £505. Well done to everyone who took part in raising money for this incredible cause. If you would still like to donate, please follow the link. https://lnkd.in/eDfSTCBE I look forward to hearing from you soon.
Jo References: Linkedin.com, 2023 Workplace Learning Report, online, available at https://learning.linkedin.com/content/dam/me/learning/en-us/pdfs/workplace-learning-report/LinkedIn-Learning_Workplace-Learning-Report-2023-EN.pdf (last accessed 22/09/2023).    The summer holidays are here which can only mean juggling work and parenting responsibilities, which never gets easier. This year both boys 16 and 17 are off to Reading Festival and Boardmasters! Lots of fun for the boys and worry for me! Coming up this month we are going to be looking at employers’ health and safety responsibilities for remote workers and the latest HR news, focusing on the importance of grievance and disciplinary procedures. Finally, some key dates for your diaries. Remote / Hybrid Working – Managing your employees Health and Safety. The Health and Safety at Work etc Act 1974 states that “It shall be the duty of every employer to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all his employees”. The employer’s duty of care is not only applicable to employees that are based in the workplace, but as the prevalence of hybrid / fully remote working continues to increase, the legal health, safety and wellbeing responsibilities of an employer are the same for those working remotely as they are for office-based staff, and any other worker to that end. Employees are equally responsible for taking reasonable care of their own (and any others who may be at risk whilst they’re working) health and safety at work. Conducting risk assessments are one way to highlight and take steps to mitigate the risk to both parties, whether that be physical or mental health related. However, as a UK employer, you are also legally obliged with regards to home workers to:
*Daisy Moss, HR Administrator at Hayes HR Consulting has recently qualified as a Display Screen Equipment (DSE) Assessor giving her expertise and knowledge to carry out thorough assessments of users’ DSE in both the office and home. Daisy has been trained in the legal obligations for DSE users including ergonomic set-up and helpful advice on ways to relieve strain and encourage movement. Did you know as an employer you are legally obliged to pay for an annual eyesight test. One of Daisy’s top tips was to ensure employees working with DSE follow the 20-20-20 rule; Every 20 minutes, you should look away from your screen to something approximately 20 feet away, for 20 seconds. DSE checks should be conducted:
In addition to the above, it would be advisable to have a working from home policy that provides clear guidance on expectations and obligations of both the employee and employer, and an expenses policy so it is clear on what expenses are covered by the employer and the process involved. If you feel that your current policies are out of date or need help in developing new policies that maybe relevant, then please don’t hesitate to reach out. HR NEWS Performance Management can be costly if you don’t follow the correct procedure. You may have seen the recent tribunal whereby an employee received more than £15,000 in compensation because their employer didn’t follow the correct procedure with regards to raising concerns about their performance. The tribunal noted that whilst the employee was dismissed for fair reason, there were failures in how the employee was warned about their performance; no discussions regarding training to improve performance and therefore the handling of his dismissal was procedurally unfair. Handwritten notes of concern were left for the employee on their desk, there was no formal performance warning (either by letter or email). The tribunal noted that not enough was done to make the employee aware that they had been issued with warnings and based on their findings, ‘no clear warnings had been properly received or understood’. Not only that, but the employee also received no notice prior to a meeting whereby he was dismissed and was not made aware that he could attend with a representative or given evidence of his poor performance during the meeting. He was also not given any right of appeal. Subsequently, the tribunal found the way in which the company handled the employee’s dismissal as a breach of the Acas Code of Conduct, making the dismissal unfair. It is important to know that employment tribunals can adjust compensation awards by up to 25% for ‘unreasonable failure to comply with any prevision of the Acas Code of Conduct. This means that if the tribunal feels that an employer has unreasonably failed to follow the guidance set out in the Code, they can increase any award they have made by up to 25 percent’. Should you need support with any areas relating to developing, managing, or implementing your capability, grievance, and disciplinary procedures, then please do not hesitate to contact us. KEY DATES FOR DIARY: 1st – 7th August: World Breastfeeding Week Did you know that if an employee notifies you that they are breastfeeding, an employer has a duty to provide suitable facilities for a breastfeeding employee to rest, and where necessary, include the facility to lie down. 3rd August: Cycle to Work day 11th – 15th September: National Pension Awareness Week Finally, the government has announced that possible changes are coming to certain elements of paternity leave, watch this space for more details to follow. What’s next? I recently competed in Turf Games at Ealing Rugby Club. Mixed teams of six and 4 workouts spread across the day which started at 10am and finished at 4.30 pm. The sun shone for us, despite the weather forecast and lots of fun was had by all. Onto the next challenge!  I look forward to hearing from you soon. Happy holidays!
Jo |
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