The Employment Rights Bill: Preparing for the Changes
As we have seen, the Employment Rights Bill will mean big changes for employment law in England and Wales, so how can you be ready? Amy White from Loch Associates Group has some advice.
This is Part 3 of a three-part series – catch up on Parts 1 and 2:
The reforms set out in previous posts demonstrate how focused the Government is on ensuring fair treatment and inclusive practices at work and the legislative steps they’re committed to taking to advance this agenda.
Internal HR departments and senior management teams may benefit from advice around the implications of the proposed reforms from a legal perspective. As it is a complex, and still evolving, area, we’d recommend anyone with questions get in touch via info@lochassociates.co.uk so we can direct you to the best source of advice.
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In general terms, managers and HR professionals would be well placed to take the following proactive steps:
- Undertake an Audit
Ask yourself some tough questions: Do your managers rely on the ability to exit people early in their employment unfairly? Are you using zero-hours contracts appropriately or could you take a different, more secure approach now? Do your managers appreciate the value of flexible working or resist it at every turn? What’s the lived experience of those going through menopause, pregnancy or return from maternity leave and could it be improved? Are you doing enough to prevent sexual harassment in your workplace?
2. Train, Train, Train
Roll out meaningful training to your staff and managers: Training on fair recruitment and performance management, the benefits of flexible working, the best practice approach to supporting those going through menopause, pregnancy and return from maternity leave, the importance of preventing sexual harassment at work and, importantly, the Equality Act 2010 will help ensure your people are treated fairly, your managers understand and feel confident delivering their responsibilities and you’re able to defend claims of discrimination or harassment.
3. Consult Collectively
Ask the staff what would actually help: Change is coming, so why not engage your staff at an early stage to ensure any practical changes you implement are actually beneficial and achieve a good level of buy-in. Seek staff views on new policies before they’re rolled out, encourage staff to establish employee resource groups to give underrepresented employees a platform to voice their needs and liaise with maternity returners and those going through menopause to understand what would help make the experience more positive before you write your action plan or update your systems and processes.
Building a Culture of Inclusion
The Employment Rights Bill provides an opportunity to go beyond compliance and actively create inclusive workplaces. By championing diverse talent and addressing systemic inequalities, you not only meet your legal obligations but also foster a culture of respect and belonging.
Amy White is an Employment Law Solicitor, mediator and experienced trainer and facilitator, who heads up the Training and Wellbeing Division of Loch Associates Group. Amy uses her experience, expertise and passion for people management to design and deliver interactive and engaging training interventions on a range of people management topics including management and leadership development, workplace wellbeing and employment law and HR best practice. You can contact Amy at amy.white@lochassociates.co.uk.