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October 14, 2024
How Labour's New Employment Rights Bill Will Impact Your Business
As a local recruitment agency with over 25 years of experience in the Staffordshire and Cheshire regions, we’ve seen plenty of shifts in employment law, but the new Employment Rights Bill could bring some of the most significant changes we’ve witnessed in decades.
With the Labour government’s focus on a “New Deal for Working People,” this bill will reshape how businesses handle everything from employee rights to industrial action. To ensure your business remains compliant and competitive, here’s a breakdown of what you need to know.
Key Reforms in the Bill
- Day-One Protection from Unfair Dismissal - One of the most anticipated changes is the right for employees to be protected from unfair dismissal from the very first day of employment. This marks a departure from the current two-year qualifying period and could affect how you handle hiring and probation. While it adds protection for workers, it also means businesses will need to be more cautious about dismissals, ensuring that robust procedures and fair practices are in place from day one.
- Restrict ‘Fire and Rehire’ Practices - The bill is also expected to crack down on the controversial ‘fire and rehire’ method, which has often been used to reduce staff costs by rehiring employees on less favorable terms. While this practice might not be entirely outlawed, it will become far more restricted, and businesses will need to explore alternative ways of restructuring if this has been a common practice in your industry.
- Zero-Hours Contracts and Predictable Work Hours - Labour is planning to introduce tighter regulations on zero-hours contracts, a common feature in sectors like hospitality and retail. The bill proposes a shift toward more predictable work patterns, with employees entitled to an average-hours contract based on a 12-week reference period. Additionally, businesses will need to provide reasonable notice for shifts and compensate employees for any last-minute cancellations, which could impact how you schedule and manage your workforce.
- Improved Work-Life Balance Measures - The bill will likely also enhance work-life balance by expanding rights such as flexible working from day one. The “right to switch off,” aimed at preventing work encroaching on personal time, is another measure expected to be included. This means employers may need to review communication policies and ensure that employees are not expected to be “always on.”
- Fair Pay and Youth Employment - Labour’s emphasis on fair pay includes plans to abolish the lower minimum wage rate for 18-20-year-olds, meaning all adult workers will be entitled to the same National Living Wage. This will impact sectors like retail and hospitality, where younger workers often fill entry-level roles. Moreover, unpaid internships will be banned unless they are part of a formal training or educational programme, so if your business offers internships, you’ll need to re-evaluate these arrangements.
- Trade Union Reforms - The bill is also set to reverse some of the limitations on trade unions introduced by previous Conservative governments. This includes simplifying the process for union recognition and repealing laws that restricted the right to strike, such as the 2023 Strikes (Minimum Service Levels) Act. Employers will need to be prepared for potential increases in union activity and ensure they’re aware of the legal framework surrounding industrial action.
What This Means for Employers
For businesses in Staffordshire, Cheshire, and beyond, these changes will require careful adaptation. It’s essential to review your current HR policies, contracts, and employment practices to ensure they align with the new legislation. You may also need to consider updating training for managers and HR teams to handle these new responsibilities effectively.
How We Can Help
At our recruitment agency, we’re here to support you through these changes, we have the local expertise and industry knowledge to guide you every step of the way.
The new Employment Rights Bill is just around the corner, and staying ahead of these changes will help protect your business and ensure your employees thrive in a fair, compliant environment. If you’d like to discuss how this impacts your recruitment needs or your current workforce management, don’t hesitate to get in touch with our team today.
By preparing now, you’ll be in the best position to navigate these changes with confidence and keep your business compliant in this new era of employment law.
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From April 6th 2025 there will be significant shift in employer National Insurance (NI) contributions, with the rate increasing by 1.2 percentage points to 15%, and a lowered earnings threshold now starting at £5,000 (down from £9,100). These adjustments could lead to higher payroll expenses for mid-sized and larger businesses, affecting hiring strategies and budgeting in 2025 and beyond. Key Details of the Change Rate Increase: The NI contribution rate for employers rises to 15%. Lower Earnings Threshold: Employers will now pay NI on earnings starting at £5,000, significantly reducing the exemption range. This change is intended to boost government revenue but will likely increase costs for businesses with lower-wage roles. Employment Allowance Adjustments: The Employment Allowance, which offers some relief on NI costs, increases to £10,500. This provides a cushion for many small businesses, particularly those employing fewer staff. How These Changes Impact Staffing and Recruitment Businesses may see these shifts reflected in higher staffing costs, particularly for mid-sized and larger firms with significant payrolls. These added expenses might influence decisions on wage increases, hiring plans, and even the type of roles businesses choose to fill. Employers should prepare for potential shifts in their budget allocations to maintain competitiveness while managing increased contributions. Preparing Your Business Planning ahead is essential. Key steps might include: Calculating projected costs to budget for the changes Evaluating workforce needs and considering the potential impact on hiring strategies Maximising allowances by confirming eligibility for the updated Employment Allowance We will be updating our blog in the coming days with a detailed breakdown and calculations, so visit us again soon!
The national minimum wage & national living wage is a legal right which covers almost all UK workers
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The Outlook for HR in 2025: Trends, Challenges, and Opportunities for Senior HR Professionals
In the fast-paced world of business, the ability to secure and retain top leadership talent can make all the difference between stagnation and exponential growth. For SMEs in particular, the right leadership hires are not just crucial for filling vacancies—they are key to shaping the strategic vision, driving operational efficiency, and laying a foundation for long-term success. As we look ahead to 2025, let's delve deeper into why selecting the right leadership is more important than ever and how you can strategically approach these critical hires. Why Leadership is the Cornerstone of Business Success Leadership roles such as Finance Directors, HR Business Partners, and Operations Managers are not just functional—they are transformative. Over the years, we’ve seen firsthand how the right leaders can unlock business potential and propel organizations forward. However, the wrong hire can lead to disruption and inefficiency. Here's how these roles contribute to sustainable growth: Finance Directors (FDs): A Finance Director is far more than just a custodian of the company’s finances. They provide essential strategic insights that guide decision-making and drive growth. By identifying cost-saving opportunities, optimizing cash flow, and ensuring sound financial health, a strong FD plays a pivotal role in the profitability and scalability of a business. HR Business Partners (HRBPs): In an era where talent is one of the most valuable assets, HRBPs are instrumental in aligning human resource strategies with overarching business goals. They not only develop retention strategies but also cultivate a company culture that attracts and retains top talent. A dynamic HRBP ensures your workforce is engaged, motivated, and ready to contribute to business success. Operations Managers: The heart of operational excellence, Operations Managers optimize workflows, manage resources efficiently, and ensure that day-to-day operations run smoothly. Their impact is felt directly through enhanced productivity, cost savings, and improved customer satisfaction—all of which are integral to the growth trajectory of your business. The Strategic Impact of Leadership The right leadership hires provide more than just functional expertise—they are game-changers. Here's how they create lasting value: Strategic Vision: Great leaders inject fresh perspectives and innovative ideas into the business, helping to navigate challenges, identify new opportunities, and position the company for future success. Increased Efficiency: Proven leaders streamline operations, reduce waste, and optimize processes, which leads to higher productivity and a more cost-effective business model. Stronger Teams: Exceptional leaders inspire and attract top talent. They foster collaboration, empower teams, and build a culture of high performance that drives business outcomes. Risk Mitigation: A strong leadership team proactively addresses challenges before they escalate. They are adept at implementing contingency plans and creating stability during periods of uncertainty. The High Cost of a Bad Hire In our extensive experience working with SMEs, we’ve seen firsthand how damaging poor hiring decisions can be. Not only do you risk impacting team morale and productivity, but you also face significant financial consequences. Research shows that a bad hire can cost as much as three times the employee’s annual salary, considering recruitment costs, training, and lost productivity. For SMEs, these costs can be crippling, making it imperative to approach leadership recruitment with precision and strategy. How to Secure the Right Leadership Talent 1. Define Your Needs with Precision: Before embarking on the recruitment process, clearly outline the specific skills, experience, and qualities required for the role. This ensures the candidate will not only be a technical fit but also align with your business goals and values. 2. Prioritize Cultural Fit: Leadership is about influence, and a leader who shares your company’s values will integrate seamlessly into your organization. They will inspire your team and create a harmonious work environment conducive to growth. 3. Leverage a Confidential Recruitment Partner: Engaging with a specialist recruitment consultancy that has a deep understanding of leadership roles ensures access to a broader, more diverse talent pool. Confidentiality in this process is essential, particularly when you are hiring for high-stakes leadership positions. 4. Use Data to Inform Your Decisions: Utilize salary benchmarking and competency assessments to make data-driven hiring decisions. These tools ensure your offers are competitive, attracting the best talent while mitigating the risk of overpaying. 5. Invest in Onboarding: A successful leadership hire starts with a structured onboarding process that enables the new leader to quickly adapt and deliver results. A robust onboarding strategy sets the stage for long-term success. Real Success Stories from Strategic Leadership Hires At Appointments Personnel, we have had the privilege of helping over 100 SMEs secure leadership talent in the past year alone. The results have been nothing short of transformational: A Finance Director helped a growing manufacturing business cut costs by 15%, improving profitability through strategic budgeting and financial oversight. An HR Business Partner implemented a company-wide retention strategy that reduced turnover by 30%, saving the business significant recruitment costs. An Operations Manager overhauled logistics and operational processes, reducing delivery times by 20% and significantly boosting customer satisfaction. Additionally, we’ve witnessed how having an expert second opinion during the hiring process can make a game-changing difference. One of our clients almost overlooked an exceptional Finance Director candidate due to an internal review misstep. With our insight, they hired the candidate, who went on to increase revenue by 25% within the first year. The Power of Confidential Recruitment When it comes to leadership hires, confidentiality isn’t just a matter of discretion—it’s a competitive advantage. Whether you’re replacing a key role or expanding your leadership team, maintaining confidentiality ensures that sensitive information is protected and business continuity is preserved. Emma and I understand the importance of this better than anyone, having worked on confidential roles ranging from Finance Directors to HR Business Partners and Operations Managers. With our bespoke, confidential recruitment services, you gain a trusted partner committed to sourcing the leadership talent that will drive your business to new heights in 2025 and beyond. Contact Emma Bonfiglio to book a confidential meeting - Emma@appointmentspersonnel.co.uk
If you can't get to work because of the snow, it may reduce your pay as you may be forced to take unpaid leave.
Think of your recruitment strategy like your car before a long journey—without regular checks, you risk breakdowns at the most inconvenient times.