The Employment Rights Bill was introduced to parliament on 10 October 2024 and acts as the first phase of delivering the ‘Plan to Make Work Pay’ scheme, pledged by the Labour government in their manifesto. This included updates to rules on unfair dismissals, probation periods, flexible working, sick pay, family leave and more. These are some of the most wide ranging changes we’ve seen to the employment landscape for many years and will have significant implications for people managers.
How to support your leadership teams and line managers
The key to managing any upcoming changes will be to ensure that those in positions of leadership, are educated and empowered to tackle issues early on in a fair and consistent manner.
People managers oversee crucial tasks such as recruitment and onboarding, measuring performance and developing future talent. They are therfore your first line of defence when it comes to implementing key updates. There are several ways you can invest in your management team:
- Have well-developed policies in place that are easy to apply consistently and fairly
- Apply frameworks for measuring success
- Standardise processes for key employment milestones
- Train managers on how to identify risks and run a robust process
- Offer access to specialised expertise and support for tricky issues.
Thorough HR procedures will mean business risks are identified and mitigated before they escalate and become a real problem for your business. Robust HR processes and up to date policies will provide structure, but we mustn’t forget the importance of ensuring leaders are confident with the practical application of these too.
How partnering with HR can benefit your business
Working with a HR partner ensures you and your leadership team receive up to date advice and guidance so you can stay ahead of the curve.
Partnering with a HR expert will ensure that consistent standard processes are set in place, for example probations are reviewed at one, three and six months – so there are no surprises. Process becomes the norm and there can be no claims of unfair treatment if everyone adheres to the same structure.
Dedicated HR support can ensure policies and procedures are compliant, easy to understand and easy to use. They can be a touchstone for everyone in the business, no matter what seniority, making your people management consistent and fair.
Ensuring people managers have access to support is the first step, equipping them with the skills, knowledge and confidence to implement processes consistently is equally as important, investment in training and development for people managers is another way that business owners can prepare for the future.
Feel confident when change arrives
If you want your business to thrive amid changing employment laws, preparation is key.
Whilst the exact nature of the ‘day one right’ and mandatory probationary period remains unknown, business owners should take steps now to ensure they’re adopting a best-practice so that when change comes, they are prepared and teams are ready to act.
If you want to discuss your business with our team of HR professionals, whether it’s to develop your leadership teams or review your policies in preparation for change, we are here to help you. Contact our team today.
This article is distributed for educational purposes only and should not be considered advice. We recommend that you seek professional advice.
This article is based on current UK legislation, that is subject to change at any time.
