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As we step into 2025, several important employment law updates and statutory changes are on the horizon. From new pay rates to family leave entitlements and compliance penalties, here’s what UK employers need to be aware of over the coming months.
📢 Workplace Compliance & Safety Update: Key Changes, Risks & Best Practices
Stay informed with the latest tribunal case updates, employment law changes, fire safety essentials, HSE regulations, and workplace best practices. Plus, prepare for the upcoming April 2025 statutory rate increases! 🚨⚖️🔥
Understanding Your Legal Duty as an Employer Worker Protection Act: Employers must engage with employees – Craven Consultancy Services Employers have a legal obligation to take proactive steps to prevent sexual harassment in the workplace. A key part of meeting this duty is conducting a sexual harassment risk assessment to identify potential risks and implement […]
SMEs across the UK are reviewing their budgets and planning for the year ahead. This time, however, businesses face an added challenge: rising National Insurance (NI) contributions. With increased employer costs and a lower contribution threshold, SMEs must adapt their financial strategies to stay competitive while managing rising payroll expenses.
New Year’s Resolutions for a Healthy, Safe & Productive Workplace…….As we begin 2025, let’s commit to fostering well-being, safety, inclusivity, and growth in the workplace!
Implementing a robust set of HR policies ensures compliance with legal requirements, promotes fairness, and enhances workplace efficiency. Many of these policies are included in a company’s staff handbook for ease of access, while some larger or more detailed policies, such as safeguarding or environmental policies, may be maintained as standalone documents
The first half of 2025 promises significant legislative change, from increased redundancy-related penalties to enhanced family leave rights. Employers should proactively review policies, assess financial impacts, and prepare to implement these changes. Early planning will help organisations manage risks and maintain compliance in the evolving employment law landscape.
The bill introduces a requirement for employers to take proactive steps to prevent violence and harassment in the workplace. It also includes specific protections for women and girls. Additionally, the Health and Safety Executive (HSE) would be tasked with developing a comprehensive Health and Safety Framework on workplace violence and harassment, with a particular focus on violence against women and girls.
The draft bill has now been published.
SME HR and Business Focus Areas and Challenges for 2025 As we step into 2025, UK small and medium enterprises (SMEs) face a landscape defined by rapid change, innovation, and the need for resilience. Here are the key focus areas and challenges likely to dominate the agenda this year: 1. Hybrid Work Evolution For SMEs, […]
Many managers say to me regularly ‘But …..I treat everyone in my team the same’…..Can you see the flaw in this statement? Treating everyone the same at work might seem fair, but it can unintentionally overlook each person’s unique needs, experiences, and identities, leading to feelings of exclusion or even unintentional discrimination. The approach of […]
