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In our recent webinar, now available on demand, we explored what the HR essentials are for small businesses, including which HR policies they should have in place. 99% of businesses in the UK employ fewer than 50 people, meaning their HR resources are typically on a smaller scale when compared
As we move into 2025, it’s the perfect time for businesses and HR leaders to plan for the year ahead and adapt to the upcoming changes in employment legislation. 2025 is set to be a significant year, with more clarity expected on the Employment Rights Bill 2025, which aims to
For business owners and HR practitioners, 2025 is set to be a big year as we expect the Employment Rights Bill to be given Royal Assent and become an Act of law. While the timeline is not yet confirmed, it is expected that the Bill could gain Royal Assent as
The following is a summary of the main employment rights which may affect your business and its employees. Right of the employee Qualifying length of service (if applicable) To work on average no more than 48 hours per week (40 hours if under 18 years), with minimum rest periods and
HR Solutions is a multi-award winning HR, Health & Safety and Payroll provider. With over 24 years of experience delivering pragmatic support and advice, we have worked with businesses across a wide range of sectors, from small care agencies to multi-national technology firms. Our expert consultants, advisors, and administrators are
As we step into 2025, businesses face new opportunities and challenges in managing their workforce. From emerging technologies to evolving workplace cultures, these are the key trends that HR professionals and business leaders need to prioritise this year: 1. Artificial Intelligence (AI) AI continues to reshape HR processes, helping businesses
2025 is shaping up to be a major year for employment law developments, with significant reforms expected under the proposed Employment Rights Bill. While details are still evolving, employers must start planning now to ensure compliance when the changes take effect. Key Reforms on the Horizon If passed, the Bill
From 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 places a new legal duty on employers to take reasonable steps to prevent sexual harassment. This applies to all work-related events, including social gatherings and celebrations. What’s Changing? If an employee successfully claims sexual harassment, tribunals
Work-related social events are a great way to reward your employees and boost morale. However, these occasions come with important responsibilities for employers, even when events are held off-site and outside of working hours. Here are the key considerations to keep your event enjoyable, safe, and compliant: 1. Conduct a
A strategic HR plan is a roadmap that aligns human resources with overall business objectives. It is a key component of the overall business strategy and ensures that HR is focused on achieving the organisation’s goals by attracting, developing, and retaining the right talent and it therefore helps to: identify
As we wrap up 2024, now is a good time to reflect and take stock of the employment landscape that lies ahead to ensure you are prepared to protect your business in 2025. With the Employment Rights Bill, and the soon to be published Equality (Race and Disability) Bill, we
Back in February this year, the previous Conservative Government launched a public consultation on its proposal to re-introduce Employment Tribunal (ET) and Employment Appeal Tribunal (EAT) fees. This announcement was significant, because fees had previously been in place until a Supreme Court ruling in 2017 deemed them to be unlawful
Following the publication of the new Employment Rights Bill in early October, the Government published its ‘Get Britain Working White Paper’; the aim of which is to make significant reforms to both employment support and the health and disability benefits system. The reforms are focussed on getting people back into
The Worker Protection (Amendment of Equality Act 2010) Act 2023 came into force at the end of last month and it means that there is a new legal duty on employers to take reasonable steps to prevent sexual harassment from occurring during the course of employment. In practice, this means,
You will remember that back in April, we had significant employment law developments, particularly regarding how to calculate holiday entitlement and pay for irregular hours workers or part-year employees. When the changes came into force, the Government introduced them to allow employers to transition smoothly to the new rules. For
Each year in November, the Health and Safety Executive (HSE) releases its annual statistics on work-related ill health and workplace injuries, and this month, they have published the latest trends and figures. For the year 2023/24, key facts and figures published include: 1.7 million workers reported work related in health,
A recent survey commissioned by Acas, highlighted persistent gender pay disparities in the workplace. Despite legal requirements for equal pay, the findings reveal concerning perceptions of inequality. Below are the key figures from the survey and related information: 36% of women believe they are not receiving equal pay compared to
Recent research from the charity Pregnant Then Screwed in collaboration with Women in Data, which gathered responses from 35,800 respondents, highlights the pressing issue of low statutory maternity pay (SMP) in the UK and examines its impact on new mothers and families. The key findings on the effects of SMP
Upcoming changes outlined in the Employment Rights Bill would significantly affect payroll processing, particularly regarding Statutory Sick Pay (SSP). One of the most notable changes is the removal of waiting days. From now on, any absence due to incapacity will be treated as a period for SSP eligibility from day
In the case of M Jones v Vale Curtains and Blinds, Jones, a part-time administrator at Vale Curtains and Blinds, was found to have been unfairly dismissed after mistakenly emailing a customer and referring to him as a “tw*t.” The tribunal determined that the dismissal was not warranted based on
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