Your company’s HR policies serve as the foundation for workplace relations, HR compliance, and risk management, but they are never ‘one and done’. They require continual renewing and reviewing to keep pace with changing laws, organisation priorities and employee expectations.
In 2024, there will be a host of legislative changes that companies will need to be aware of, and where relevant should be included within your HR policies.
This article outlines some of the employment law changes in 2024 that you need to include in your HR policies as well as what employers need to address as part of their culture and ongoing success.
Holiday pay and TUPE changes
Holiday pay for part-time and irregular hours workers has been reformed and came into force on 1 January 2024.
For irregular hours and part-year workers, holiday will accrue at the rate of 12.07% of hours worked in each pay period for holiday years from 1 April 2024. The rate of 12.07% will be familiar for many, calculated by taking 5.6 weeks statutory holiday divided by 46.6 working weeks of the year.
Changes to consultation obligations under TUPE transfers will allow small businesses with fewer than 50 employees to consult directly with the employees rather than needing to appoint employee representatives. This streamlines the process when there are no existing employee representatives in place and avoids the cost to smaller businesses.
Remote and Hybrid working
Companies should continue to review and define their remote work expectations and policies. HR policies should include guidance on how your company will manage remote working effectively, including the provision of technology, as well as how to handle potential conflicts, distractions, or interruptions.
From 6 April 2024, employees will be able to make a request from the first day of employment (and up to two requests each year) for flexible working.
Diversity, Equity and Inclusion (DEI) policy
Many HR policies focus on diversity and inclusion, but equity has become just as important. Equity refers to fair and impartial processes and outcomes for each employee, a reminder that not all employees will start at the same level or have the same experience or skills – yet they still need to feel valued and respected.
There will be amendments to the Worker Protection (Amendment of Equality Act 2010), due to come into force in the autumn, which will impose a new duty on employers to prevent sexual harassment in the workplace. Failure to comply can award a claimant additional compensation of up to 25% of their compensatory award.
Technology usage
More companies are reviewing their HR policies, particularly in light of the increased usage in AI. HR policies should include guidance to ensure responsible and ethical use of AI, particularly safeguarding company sensitive information.
Employee Wellbeing
Transparency around employee wellbeing has become critically important for companies to address in their HR policies in 2024, prioritising mental health support and holistic wellbeing initiatives within the workplace.
There’s no ‘one size fits all’ approach to creating a successful employee wellbeing policy. The most effective ones are carefully tailored to the specific needs of your workforce that will support your people holistically. The result is a happier, healthier and more productive workforce who are equipped to thrive.
2024 General Election
Finally, there’s nothing like a General Election to shake things up! If the labour party were to win, they have pledged to introduce and employment rights bill, which would put a ban on zero-hours contracts, end fire and rehire practices and strengthen sick pay. A lot to keep up to date with!
By regularly reviewing your HR policies, you’ll not only ensure your organisation maintains employment law compliance, but you’ll foster an environment centred around employee empowerment and success.
Need support reviewing your HR policies in 2024? Contact us for more information.
