Have you heard the latest news?
Welcome to HR Heartbeat, where we give you a rundown of the week's top employment law stories. Stay on the pulse of current trends impacting your business, plus get up-to-the-minute commentaries on all things HR and legal.
So, let’s check out this week’s headlines…
Could this be the end for Wilko?
Financial troubles hit popular high street homeware retailer Wilko this week and a ‘notice of intention’ to appoint administrators has been filed.
The administrator might see if a Company Voluntary Arrangement (CVC) could be negotiated so they can keep trading, or they may sell the business to another company. Naturally, it’s an unsettling time for employees filled with uncertainty and job insecurity as they wait to find out if they’ll keep their jobs, be TUPE’d to another company, or be made redundant.
“Every little helps” when it comes to staff flexibility
The right to request flexible working is changing. Although unlikely to come into practice until summer 2024, the new Employment Relations (Flexible Working) Act 2023 will mean employees can make two requests per year and there’s a possibility they will be able to request flexible working from day one of employment.
But this week, big supermarket chain Tesco decided to leapfrog the change, announcing their employees will be allowed to make a flexible working request from day one, rather than having to wait until they have 26 weeks’ service.
Currently, normal rules apply until the change comes into place and you can refuse flexible working requests. But with more and more companies offering flexible working, it might be worth considering the positive effects it could have on your staff’s wellbeing and the potential boost to your hiring success rate.
For expert employment law advice in a flash, ask BrightLightning:
- Can I say no to a flexible working request?
- Does a flexible working request have to be in writing?
- Can I offer a compromised flexible working request?
Campaign for over-50s to join Deliveroo
A new awareness campaign has been launched by Deliveroo to get over-50s back into work. Their data shows in the last couple of years they’ve had a 62% spike in the number of riders who are 50+ years old.
They also state the flexibility they offer makes them the ideal choice for people who want to return to work but need to structure this around other commitments like caring responsibilities.
It’s no surprise that flexibility is the main draw. Back in May, a third of UK adults said they’d be tempted back into work and out of retirement if flexible working arrangements were an option.
And that’s a wrap. Tune in next week for more headlines and make sure you stay ahead of major employment law changes!