First published on Thursday, December 12, 2024
Last updated on Monday, December 16, 2024
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.
Staff shortages set to derail holiday travel
Fresh industrial action within Avanti West Coast means passengers could see serious delays and cancellations this festive season.
This means more people will be driving home for Christmas (you’re welcome Chris Rea). But it also means staff working over the holidays might struggle to get in and out of work.
If you work in an industry which requires employees to work over the festive period, make sure you advise employees to check their journey in advance.
For instant employment law advice on this topic, ask BrAInbox: If an employee is late getting to work because of train strikes, do I have to pay them?
Are your anti-bribery policies and practices up-to-date?
Bribery isn’t usually the first thing you think about as an employer when giving or receiving gifts. But did you know your company could be liable for failing to prevent bribery?
Employers should implement a policy which sets out the company’s stance on preventing bribery. You should also make sure all members of staff are aware of this policy, and they understand the internal procedures they should follow if they receive or provide a gift.
In a nutshell, tis’ the season to carry out refresher training for staff on anti-bribery practices! For more insights, ask BrAInbox: Do I need an anti-bribery policy?
A 25% increase in awards at tribunal is expected early next year for…
From around the 20th of January 2025, employers could see up to a 25% increase in awards for certain tribunal claims like ‘fire and rehire’ and unfair dismissal.
This comes as part of Labour’s Employment Rights Bill published on the 10th of October, which pledged to crack down on both practices.
The government introduced a new statutory code of practice back in July this year, which set out the rules for dismissal and re-engagement. A method that allows employers to legally change an employee’s terms and conditions of employment.
The Code aims to provide guidance on minimising conflict around the practice of fire and rehire, with an emphasis on information sharing and consultation.
Employers who fail to comply with the fire & rehire statutory code, could see a 25% rise in tribunal claims. So, it’s important to familiarise yourself with the latest guidance.
And that’s a wrap. Tune in next week for more headlines to make sure you stay ahead of major employment law changes!
