Why Employment Law Changes Could Be Positive For HR Interims

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Labour’s proposed changes to employment law offer significant opportunities for HR interims, as businesses will need expert support in navigating these new regulations and implementing the necessary changes.

Managing Day-One Rights

One of the biggest changes is the introduction of day-one rights for employees, including protections against unfair dismissal and access to parental leave and sick pay. This shift means businesses will need to rethink their onboarding, probation periods, and dismissal processes to remain compliant. HR interims will be crucial in helping companies quickly adapt their policies and procedures, providing the short-term expertise needed to manage these transitions smoothly

Supporting Pay Gap Reporting

With Labour’s commitment to ethnicity, disability, and gender pay gap reporting, large businesses will face increased pressure to track, report, and address pay disparities. HR interims with experience in diversity and inclusion initiatives will be invaluable in helping companies develop strategies to reduce these gaps and meet the new reporting requirements. This presents a prime opportunity for interim HR specialists to offer their expertise in both auditing current pay structures and advising on long-term corrective actions

Overhauling Contracts and Workforce Flexibility

Labour’s proposed ban on exploitative zero-hours contracts and the introduction of a right to disconnect will push businesses to rethink their employment contracts and flexible working policies. HR interims can help businesses evaluate their workforce planning strategies, renegotiate contracts, and introduce more formal flexible working arrangements. This will be especially important in sectors where zero-hours contracts were prevalent, such as retail and hospitality

Navigating Redundancy and Fire & Rehire Rules

Labour’s plans to strengthen redundancy protections and overhaul fire and rehire practices will require businesses to engage in more robust consultation and planning during periods of change. HR interims, with their specialised knowledge of employment law and redundancy processes, can provide essential guidance, helping companies navigate complex legal landscapes and ensuring compliance with the new regulations

As businesses adapt to these significant legislative shifts, the demand for skilled HR interims will rise. These professionals will play a critical role in managing short-term challenges, updating compliance measures, and helping businesses remain agile during this transition period.

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