Spring Clean Your HR Policies
Employment legislation is constantly changing and your HR policies can easily get out of date.
Remaining compliant with UK Employment Legislation can be a real headache because it’s constantly changing. Some of these changes occur annually and are easy to prepare for, such as national minimum wage increases. Historically changes to UK employment law were introduced in either April or October each year. However, the Cameron-Clegg Coalition Government (2010-2015) abolished this set timetable and since then changes to employment law take place throughout the year. On top of that there are tribunal rulings that can affect how we interpret legislation. The last few years have seen reams of Covid-19 legislation come and go and now we are starting to see the start of the review of EU legislation following Brexit. Given the recent changes and what is on the horizon this year is a good time to spring clean your HR policies.
When were your HR Policies last reviewed? I still see employee handbooks that do not reflect the Acas Code of Practice in Discipline and Grievance Matters that was introduced in April 2009!
Key policies that have changed in the last few years include:
- Neonatal Leave – introduced date TBC enables parents to take up to 12 weeks’ paid leave to enable them to spend more time with their baby if it is receiving neonatal care in a hospital or other agreed care setting due to being born early or being sick.
- Tips, Gratuities and Service Charges – introduced in October 2024 makes it unlawful for businesses to hold back tips and service charges from workers.
- Predictable Terms and Conditions – introduced in September 2024 provides employees with the right to request a more predictable and stable contractual working pattern after 26 weeks’ continuous service.
- Holiday Entitlement – changed in April 2024 rolled up holiday pay was introduced for part year and irregular hours workers
- Carers Leave – introduced in April 2024 provides a day one right to take up to five working days of unpaid leave for employees with long-term caring responsibilities.
- Paternity Leave – changed in April 2024 the two weeks of leave can now be split into two blocks of one week and the timescale for taking the leave was extended to the first year following the birth or adoption of their child.
- Flexible Working – extended in April 2024 is now a ‘day one’ right; the frequency of requests was increase to two in a 12 month period and time to respond to a request was reduced to 2 months.
- Protection From Redundancy – extended in April 2024 the protected period was extended to run from when a woman formally notifies her employer of her pregnancy up until 18 months after she commences maternity leave. Those adopting a child or taking shared parental leave will be similarly protected.
- Parental Bereavement Leave – introduced in April 2020 and provides two weeks of paid leave to employees whose child dies after 24 weeks of pregnancy up to the age of 18
- Contracts of Employment – changed on 6 April 2020 the requirement for employers to provide a Section 1 Statement (in accordance with the Employment Rights Act 1996) became a ‘day one’ right. The rules about what must be included in the Section 1 Statement also changed, reducing the opportunity to refer out to another document such as an Employee Handbook.
- Reference Period for Calculating Average Pay – changed in April 2020 extended from 12 to 52 weeks
If any of these policies have not been updated since the associated legislation was introduced or changed then your Contracts of Employment, Employee Handbook or individual policies, are overdue a review.
Labours Employment Law Plans
The new Labour government has set out plans for sweeping changes to employment legislation; including making unfair dismissal a day one right, banning exploitive zero hours contracts and extending sick pay and family friendly entitlements. The intention is that some of these changes could be implemented relatively quickly.Follow the developments on our Labour Employment Law Changes Dashboard.
Reviewing Your HR Documents For Compliance
Reviewing your HR Documents for compliance is essential to reduce your risk of employment tribunal claims. Also, your employees will feel secure, and therefore their loyalty will increase, if they know you are keeping up to date with employment legislation.
You can set about reviewing of your existing HR documents for compliance with current legislation and update them accordingly. But that is a lot of work and it needs a significant investment in terms of your time.
If you don’t have the time to invest in such a time consuming project you could send your documents to me for a review and update.
HR Compliance Package
My HR Compliance Package ensures your Contracts, Handbook and Associated Policies comply with employment legislation and protect your business
My HR Compliance Package ensures your essential employment documents accurately remain up-to-date with new employment legislation and changes to existing legislation so you avoid complicated situations developing.
I will provide a tailored employment contract and employee handbook. As legislation changes, I will update your documents accordingly, so you can relax in the knowledge that your HR documents will remain up-to-date.
How Does The HR Compliance Package Work?
Having legally compliant Contracts of Employment and associated HR Policies is vital to reduce risks in your business. I won’t force a set of pre-written HR Policies and Contracts of Employment on you, what I will do is review, update and maintain your existing employee handbook and ensure your suite of employment contracts protect your business. I will also ensure your policies are integrated, so they compliment and support each other, rather than been stand-alone policies. Finally, I will suggest ways to improve the user friendliness of your documents.
If some or all of your HR Policies are no longer fit for purpose for instance the simple absence policy you implemented when you recruited your first employee may no longer be suitable now you employ 20 people. Also, as your business grows you may have a need to introduce new policies such as energy conservation. I will work with you to introduce policies that suit your requirements.
All documents I prepare on your behalf will be provided electronically using Microsoft Word.
You will also receive Regular Employment Law Updates confirming the impact changes in legislation may have on your business with recommendations for appropriate action.
Check out my HR Advice and Support Services for packages that include unlimited remote advice and on-site support.
How Much Does HR Compliance Package Cost?
Excellent value at only £800 per year, which can be paid annually or by 12 monthly instalments of £75.
Check out my HR Advice and Support Services for packages that include unlimited remote advice and on-site support.
How To Purchase The Legal Compliance Package
If you would like to purchase my HR Compliance Package simply choose your payment terms then complete the short form with your contact and payment details. As soon as I receive confirmation of your payment, I will give you a call to discuss your requirements.
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