Key HR & Employment Law tasks

Strengthen Your Sexual Harassment Compliance Measures 

The legal duty to prevent workplace sexual harassment took effect on 26 October 2024. If your organisation has yet to act, now is the time to:

  • Conduct a risk assessment to identify potential vulnerabilities.
  • Implement a targeted action plan to reduce risks.
  • Provide comprehensive training for employees and managers.
  • Update policies and handbooks to reflect new legal obligations.
  • Ensure clear reporting procedures are communicated to all staff.

 

Broaden Your Focus on Equality, Diversity & Inclusion (EDI)

Maintaining a culture of inclusion benefits both compliance and employee engagement. Key actions include:

  • Review policies to confirm they promote inclusivity.
  • Deliver refresher training on workplace bias, respect, and inclusivity.
  • Encourage leadership teams to visibly champion EDI initiatives.

 

Review and Update Your HR Policies & Handbooks 

Keeping HR policies and handbooks up to date ensures alignment with legal requirements and workplace best practices. Key actions include:

  • Review sexual harassment policies to reflect recent legislative updates.
  • Ensure flexible working policies accommodate upcoming regulatory changes.
  • Update grievance and disciplinary procedures to maintain compliance with best practices.

 

Prepare for Appraisal & Performance Reviews

Effective performance management drives business success. Ensure your approach is structured and effective by:

  • Equip managers with the tools to conduct productive reviews.
  • Set clear development objectives for employees.
  • Identify key themes from past appraisals to inform training and support needs.
     

Get Ready for April’s National Minimum & Living Wage Changes 

From 1 April 2025, new rates will apply: the National Living Wage for those aged 21 and over will increase to £12.21 (up from £11.44), the rate for 18–20-year-olds will rise to £10.00 (up from £8.60), and the rate for 16–17-year-olds and apprentices will increase to £7.55 (up from £6.40). To stay ahead:

  • Notify affected employees of formal pay increases.
  • Review salary structures to avoid pay compression issues.
  • Assess the impact on holiday pay and bonuses.
     

Understand the National Insurance Contribution (NIC) Changes (April 2025)

Employer NICs will increase from 13.8% to 15%. The Secondary Threshold (the salary level at which employers must pay NICs) will decrease from £9,100 per year to £5,000. If cost-saving measures are necessary:

  • Explore alternative efficiencies before restructuring or redundancies.
  • Ensure all restructuring plans comply with legal consultation requirements.
  • Ensure employee representation or trade union involvement where required.

Key legislative updates

Neonatal Care Leave (6 April 2025)

Eligible employees can take up to 12 weeks of paid leave to care for a newborn requiring neonatal care. Ensure compliance by:

  • Update family leave policies and employee handbooks.
  • Communicate changes to employees and managers.
  • Train HR teams on the new leave entitlements and processes.
     

Holiday Pay Reforms

Organisations with holiday years starting on 1 January 2025 must comply with new holiday pay calculations for part-year and irregular-hours workers. To prepare:

  • Ensure payroll and HR teams are aligned on new calculation methodologies.
  • Review and update payroll systems to reflect new calculations.
  • Train HR and payroll teams on the updated methodology.
  • Clearly communicate changes to affected employees.
     

Changes to Protective Awards (20 January 2025)

Employment tribunals now have the authority to adjust protective awards by 25% for non-compliance with the Code of Practice on Dismissal and Re-engagement. Businesses should:

  • Review redundancy and consultation procedures to ensure compliance.
  • Train HR teams and managers on best practices for workforce changes.
  • Keep thorough records of all consultation processes to mitigate legal risks.
     

How we can support you

HR and employment law compliance can be complex, but you don’t have to navigate it alone. Our employment law and HR experts can:

  • Review and update policies to maintain compliance.
  • Provide tailored training on sexual harassment prevention, EDI, and performance management.
  • Advise on wage and NIC changes to help mitigate risk.
  • Support restructuring, redundancy, and consultation processes.

We’re happy to help you. If you need a hand with anything, just let us know. Give us a call on 0808 168 5874 or drop us an email at [email protected], and we’ll be right with you!