Employment Rights Bill set to worsen the tribunal backlog
The employment tribunal system is exhausted. Cases rose 18% last year whilst being disposed of at the lowest rates since the pandemic. This pressure has massively hiked wait times: there’s half a million people currently waiting for employment tribunals in the UK, with some cases taking over two years to even reach a hearing.
So the last thing it needs, is for new channels to be created from which cases can be generated. Enter the Employment Rights Bill. This seems certain to exacerbate this backlog as it is enacted.
The newly introduced Fair Work Agency is a prime example of this. The Fair Work Agency has the power to initiate tribunal proceedings against your business on an employee’s behalf, even if the employee had no intention to take legal action themselves.
Under the new bill, there are more ways than ever to fall foul of employment law – it reverts to becoming a day one right for all to bring claims, statutory pays are being broadened and zero-hour contracts are being heavily regulated to name but three.
Many of the Government’s proposed changes are deeply frustrating for employers. In times that are already challenging, the last thing you need are all these increased pressures – or the heightened risk of facing an employment tribunal.
Even if you were to win a tribunal, the process is still extremely costly: with fees of up to tens of thousands of pounds and the risk of being prolonged for years due to the backlog.
From the Employment Rights Bill to the overwhelming tribunal backlog, it’s essential to stay in line with regulations. This is easier said than done, though, when you’re busy running a business. That’s where we come in.
We’re ready to equip you with the tools to overcome them. Whether you’re looking to stay in line with regulations, or need help navigating a tribunal, reach out and discover how we can support your business. We provide cost-effective, retained advice with tribunal indemnity insurance included (terms apply), as well as one-off specialist projects and advice.
Boost your employee engagement
Employee engagement isn’t just a way to create a positive atmosphere in the office – it can directly boost the success of your business. Engaged teams show 21% higher profitability, driving stronger outcomes regardless of industry, business size or the overall economy.
Disengaged staff decrease morale and productivity, and can lead to high turnover rates. Despite the importance of employee engagement, only 23% of employees worldwide fall into the engaged category. To keep your business ahead of the curve, you’ll want to cultivate a culture of employee engagement – starting from the top of your business.
Staff engagement isn’t just down to the employees. It comes from the top.
You’ll need to equip management with the skills to encourage an open culture of communication: clearly sharing goals and values so staff feel actively involved in your company purpose. This helps with both current employees and in recruiting future staff aligned to your vision.
Listening leadership styles are a good foundation for engagement. To be effective, it is important that feedback is not only encouraged, but perceptibly acted upon. Interestingly, this could also save you money on outsourcing idea generation – with specialised ideas coming from the staff who understand your business inside out. Talk to us about management training to improve this.
Be creative and allow space for fun around all the work that takes place. Chocolate eggs for staff this Easter for example?
Get in touch today to see how our HR services can help you: from data driven feedback resources to quality management training schemes. We’ll leave you to buy the Easter eggs though!
Freedom of speech – where is the line in the workplace?
Whether it’s in the office, at after work drinks or on social media, you might have experienced staff with a desire to discuss controversial topics. The Human Rights Act deems individuals entitled to freedom of expression – unless it’s hate speech – but there is a fine line to tread in the workplace.
You need to balance freedom of speech with the Human Rights Act, whilst also managing conduct that could be deemed inappropriate, provocative or offensive.
As an employer, you’re entitled to indicate what is acceptable in your workplace – and it’s good management to make this transparent with a code of conduct that is clearly accessible across your business. Politics and religion have long carried risk, and gender nowadays can be particularly divisive – with many a high-profile case going through the courts.
Let’s be honest – the alignment of workplace discrimination laws and the Human Rights Act is confusing at best, and a tribunal fuelled minefield at worst. To ensure you’re in the clear, it’s worth seeking specialised support, such as our handbook policy guidance.
Supporting sandwich carers on your team
There’s estimated to be a staggering 1.3 million sandwich carers in the UK: caregivers for both their children and their parents at the same time.
As you can imagine, this is a stressful position to be in; with the routine demands of childcare juxtaposed with parental illness or immobility. Inevitably, these pressures could seep into your workplace and inhibit productivity.
To counter this, you’ll want to support sandwich carers where you can. How supportive is your management culture? Normalising discussions about caregiving, especially from senior figures, is one way to help sandwich carers feel supported. Being open to various forms of flexible working could be another. It’s all got to work for your business too, though.
It could also be worth investing in outside employee support as well, such as an Employee Assistance Programme (EAP) – the helplines available through these could be a valuable release valve for under pressure staff and provide them with coping mechanisms without you having to get involved.
Fostering a culture of support goes beyond just supporting sandwich carers, it will help all of your employees at certain times of life: boosting morale, engagement and overall productivity for your company.
AI can make workdays shorter but more productive
Love it or hate it… you definitely can’t avoid it! It seems AI is percolating through every element of our lives – and that includes our workplaces.
In fact, the increasing use of AI in the workplace is actually showing major productivity gains: making the average workday 36 minutes shorter, yet 2% more productive, apparently. One study even found worker productivity increased by 33% for every hour using generative AI. It seems AI can be an increasingly valuable tool to employ in your business – as long as it’s used correctly.
It is still a bit of a Wild West though; used incorrectly your employees could cause a lot of damage with AI – from giving away company secrets to devaluing your brand with poor content. We can help you implement clear guidelines for safe usage of AI. Get in touch today to find out more.
How symbolic gestures in the workplace could be (mis)judged
Ever forgot to CC someone into an important email? Presumed they were already aware of a senior meeting? Or even reorganised where they sit in the office?
These seemingly innocuous gestures could actually be drastically misinterpreted as something far more serious… like a demotion! A recent tribunal found that arranging a senior employee to sit on a desk associated with lower positioned employees could be a breach of employment law. This may sound ridiculous, but it’s an important reminder of how people can get the wrong end of the stick!
To avoid major misunderstandings, and nip any potential confusion in the bud, don’t forget your communications skills, and thinking about how gestures are received as well as delivered.
