HR professionals are grappling with a wave of legal changes that continue to shape the workplace. From amendments aimed at improving workplace rights to evolving employer responsibilities, staying ahead of these changes is essential.

Part of this blog summarises key insights from an excellent resource recently released by the CIPD. If you’d like to dive deeper, you can read the full details directly on the CIPD website here.  

In this blog, we’ll explore:

• Key updates from 2024 and what they mean for your organisation.
• The Employment Rights Bill and the government’s “Make Work Pay” agenda.
• Practical insights to prepare for upcoming legislative changes.

Employment Rights Bill: The Drive to “Make Work Pay”

The Employment Rights Bill is ambitious. Among the proposed amendments are:

• Extending tribunal claim limits from three months to six months.
• Changes to the right to claim unfair dismissal.
• So much more…. 

What does this mean for HR leaders?
Navigating these reforms will require a solid understanding of the legislation’s complexity and potential changes.

Stay ahead of these reforms with CIPD’s resources:
✅ Access the CIPD tracker for updates on confirmed changes.
✅ Consult CIPD guidance to align your policies with upcoming reforms.

✅ Work with Mera Consultancy to:

• Review your policies and procedures to ensure compliance.
• Develop tailored strategies to implement changes smoothly.
• Equip your teams with the knowledge they need to adapt to these updates.

✅ Prepare for the changes ahead by joining one of the webinars I’m hosting in the new year on Employment Rights Bill updates.

These sessions are designed to give HR leaders actionable insights and practical guidance on navigating the reforms.

👉 Contact me at rachael@meraconsultancy.com or book a free consultation here: https://calendly.com/rachael-xv6h/free-consultation?month=2024-06.

The Worker Protection Bill: Employers’ Duty to Prevent Harassment

Did you know that employers now have a legal duty to prevent sexual harassment in the workplace? With the Worker Protection Bill taking effect in October 2024, this significant update to the Equality Act (2010) shifts the responsibility from simply responding to harassment to actively preventing it.

Key Takeaways:

• Employers must take reasonable steps to prevent sexual harassment, or risk fines and higher tribunal compensation.
• The Equality and Human Rights Commission (EHRC) is empowered to take action against non-compliant employers.
• Proactive measures like training, culture audits, and policy reviews are essential to meet this legal obligation.

What does this mean for HR leaders?
✅ Review your policies: Ensure they are up-to-date and include clear guidance on sexual harassment prevention.
✅ Train your teams: Provide regular training on recognising, reporting, and handling harassment.
✅ Conduct culture audits: Assess your workplace culture to identify and address potential risks.

For a detailed breakdown of your new responsibilities under this law, including actionable steps like creating a standalone harassment policy, conducting risk assessments, and updating your organisational risk registers, read my full blog from November 2024 Here 

Need help with compliance or training?
Let’s work together to ensure your organisation is prepared. Contact me at rachael@meraconsultancy.com or book a free consultation here.

Race Harassment and Protected Characteristics: Key Tribunal Ruling

In Carozzi v University of Hertfordshire (2024), the Employment Appeal Tribunal (EAT) ruled that comments about a person’s accent could constitute harassment, even without an explicit link to a protected characteristic.

This judgment reinforces that:

• Harassment must be unwanted and related to a protected characteristic, but not explicitly linked.

How can your organisation stay compliant?
✅ Review your anti-harassment policies to ensure they align with this ruling.
✅ Access CIPD’s harassment and bullying resources for more guidance.

Key Legislative Changes in 2024 and What’s Coming in 2025

2024 brought significant legal updates. Here are some of the most impactful changes:

The Paternity Leave (Amendment) Regulations 2024

• Fathers can take paternity leave in two separate one-week blocks within the first year.

The Carer’s Leave Act 2023

• Unpaid carers can take up to five days of unpaid leave annually without fear of detriment.

The Employment Relations (Flexible Working) Act 2023

• Employees can now make flexible working requests from day one of employment.

Preparing for April 2025

Major updates to watch out for include:

• Minimum wage increases and higher National Insurance rates.
• Keep an eye on the progress of the Employment Rights Bill. With its ambitious agenda of reforms, further developments are expected, and staying updated on confirmed changes will be essential for compliance and planning.

How can your organisation prepare?
✅ Stay updated with CIPD’s employment law tracker and timetable.
✅ Consult CIPD resources to adapt your policies to these upcoming changes.

✅ Subscribe to my newsletter for regular updates, insights, and practical guidance on navigating employment law changes and preparing your organisation for the future (www.meraconsultancy.com) 

Ready to Navigate 2025’s Legal Landscape?

The challenges ahead are clear: evolving legal definitions, extensive legislative changes, and the need for proactive workforce planning.

If you’re ready to:
✅ Understand and implement changes from the Employment Rights Bill,
✅ Ensure compliance with new legislation introduced in 2024, or
✅ Prepare your organisation for 2025’s legal updates,

Contact me today at rachael@meraconsultancy.com to discuss how I can help your team stay ahead.