HR & LEGAL SERVICES FOR YOUR BUSINESS 16 July 2024 | AshtonsLegal.co.uk
All the latest Employment & HR news for your business
Labour triumphs in the General Election: key employment law proposals
In a significant political shift, the Labour Party secured a decisive victory in the last week’s General Election, marking the start of a new era. This triumph is poised to bring considerable changes to employment law and the justice system, reflecting Labour's progressive agenda and commitment to social justice.
Sir Kier Starmer has appointed Shabana Mahmood as Secretary of State for Justice, a distinguished lawyer and long-time advocate for judicial reform and social justice, who has been a vocal critic of the current state of the justice system, calling for more transparency, accessibility, and fairness. Mahmood’s appointment signals a clear intent to overhaul the justice system to make it more equitable and efficient.
Labour’s key proposals for employment law
Labour’s victory brings with it a comprehensive set of proposals aimed to “make work pay” and focuses on enhancing workers' rights and improve working conditions across the country. This could certainly provide challenges for businesses as this is likely to be the biggest overhaul employment rights in over 20 years.
Practical support for Owner-Managed & Family Businesses
Owner-managed businesses and family businesses can vary from new ventures to evolved, well-established companies operating across borders and family generations.
Such businesses can encounter a multitude of legal issues but often don’t have the bandwidth to separate things out or to align the present need with the long-term direction – they need practical, well-rounded advice to draw attention to the key matters and keep them moving forward.
Our multi-disciplinary team recognises the challenges that are presented to committed business owners and will help you overcome them by understanding your values and vision, helping you to reach your desired outcomes.
The return to the office – can employers force staff to revert to office working?
The Covid pandemic transformed global working habits, leading to more people working from home or under hybrid working arrangements than ever before. Many employers have since continued to adopt a hybrid working structure, with employees splitting their time between home and the office.
A few years on, we are starting to see employers reconsider their approach to hybrid working with a shift back to more traditional working practices. Many are encouraging – and in some cases mandating – a return to primarily office-based work, citing the need to maintain culture and promote collaboration. This article sets out the potential legal implications of seeking to force employees back to the office.
Failure to consider impact of menopause in flexible working request
The Employment Relations (Flexible Working) Act 2023 introduced a number of changes in April regarding flexible working requests.
While employees can only be awarded a maximum of eight week’s capped pay in respect of an employer’s breach of the statutory “right to request” flexible working, compensation for successful discrimination claims is uncapped, which opens employers up to much greater risk.
In the recent case of Johnson v Bronzeshield Lifting Ltd, Ms Johnson brought claims in the employment tribunal alleging that she had been discriminated against because of her menopause (which she argued was a disability) when making a flexible working request.
The employment guidance for business portal
We have an easily accessible Ashtons Legal Online HR Portal for businesses, which contains over 95 HR documents, templates and draft letters, covering over 14 topics such as contracts and offer letters, disciplinary issues, flexible working, performance management, family leave, sickness absence, recruitment, termination of employment and redundancy.
If you would like unlimited one-year access to this portal, we charge £325 plus VAT.
Please get in touch by emailing us on enquiries@ashtonslegal.co.uk.
Employment Law update
Employers need to be aware of several areas where legislation is currently at various stages of development and upcoming changes in 2024.
The following are of note:
- Working Time Regulations – holiday entitlement and pay reforms
- National Minimum Wage
- The Protection from Redundancy (Pregnancy and Family Leave) Act
- The Employment Relations (Flexible Working) Act
- The Carer’s Leave Act
- The Paternity Leave (Amendment) Regulations 2024
- The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023
- The Employment (Allocation of Tips) Act
- Workers (Predictable Terms and Conditions) Act 2023
- Worker Protection (Amendment of Equality Act 2010) Bill
You can find out more details in our full article by clicking 'Read more' below.
Employment Law Facts & Figures - 6 April 2024
Our handy guide to the latest key employment law facts and figures to help you keep up to date with the latest regulations.
Ashtons Training Programme
These interactive courses are jointly run by Ashtons Legal and Ashtons HR Consulting in person or on Microsoft Teams.
The current dates and topics are:
- 11 Sept - Menopause and the workplace: manager guidance
- 25 Sept & 2 Oct: 2 Parts - Employment law awareness for line managers
- 16 Oct: Immigration and right-to-work checks
- 13 Nov: Appraisals and performance management
All the info you need to know is on our Eventbrite where you can book your place!
Please remember that Ashtons Legal is available to assist you and your business with their full range of business, individual and injury law services including commercial and residential property, corporate advice, dispute resolution, family law, estate planning, personal injury and medical negligence.
We Can Help You
For specific advice for your business, please get in touch with our specialist Employment Law team on enquiry@ashtonslegal.co.uk or by calling 0330 404 0778.
The consultants at Ashtons HR Consulting are able to assist you with specialised advice from experienced HR Consultants. You can contact them by calling 0333 222 0989 or by emailing enquiry@ashtonhrconsulting.co.uk.
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