January 2025 round up from the world of HR, what you need to know.

Government employment law updates

Well, here we are already at the end of January and it has been a busy month for HR.  This new blog series reviews the month, and highlights interesting changes and tribunal rulings.

Once again, the return to office (RTO) debate has hit the headlines with a Panorama episode exploring the issue.  A number of high profile employers have mandated that staff must return to the office on a full time basis, these include Boots, Amazon and JP Morgan to name a few.  However, this is at odds with employees who want to embrace flexible working and continue to work from home.  Some employees demanding this full time return have seen an increase in resignations as employees seek to work for employers offering flexibility. In addition with have been accusations of “corporate catfishing” where flexible roles are advertised but not implemented.

The panorama episode focussed on several owners of business who cited reasons for working at the office and the belief that employees are more productive.  Face to face interaction has many positive elements to it, it builds more connection and relationships with colleagues.  It can also support with mental health issues, as loneliness as a business risk has been in the news.  If you are at the start of your career or new to a job, being around more experienced colleagues can support learning and onboarding. 

Hybrid working has become the compromise for many employers and employees, with ultimately no-one being entirely happy.  Here at BDHR, I suggest talking to your employees, examining the motives for wanting people back in the office and then deciding the best policy.  Some employees want to be in the office, some don’t need to be and can work from home permanently, some like hybrid.  Some jobs simply cannot be done from home.  There isn’t a one size fits all and a discussion to understand what works for both parties will result in more productive and engaged employees.

There have been some interesting tribunal decisions this month.  The employee awarded over £22k despite failing 3 informal performance plans and producing very little work.  The employee with over 400 days off sick in 4 years winning her unfair dismissal case, were just two cases hitting the news.  What did they both have in common?  Failure to follow their own policies.  Employers very often find they lose tribunals because of this point.  When you are dealing with employee issues follow your policy.

AI continues to be a talking point with more Companies exploring how they can integrate AI into the workplace. From an HR perspective it was reported that 86% of employees believe the AI will provide fairer feedback than their managers (worryingly)!  The use of AI is also being explored in recruitment and decision making.  Whilst AI will undoubtably be implemented, it is essential that human oversight remains in these processes.  Companies will need to consider policies and compliance to ensure AI is effective and fair.

The right to neonatal leave will be a day one right from April 6th 2025, the Government announced.  What does this mean, well for parents whose babies require hospitalisation after birth, they will now be entitled to 12 weeks full pay.  This is in addition to any other paid entitlement.  What should you do.  Update your policies now and make sure your payroll teams and managers are aware of the changes.  Further details will be announced nearer the time.

There are some statutory pay increases to be aware of from April.

• National Living wage for over 21’s increases to £12.21 per hour.

• National Minimum Wage for 18-20 year olds increase to £10 per hour.

• Statutory Sick Pay (SSP) rises to £118.75 per week.

Stricter redundancy rules are also coming into play with a 25% uplift in tribunal awards for employers who fail to comply with collective consultation rules when changing employee terms and conditions.

With many changes to employment law on the horizon, employers need to make sure  they stay ahead of regulatory changes.  Need advice contact me at bev@BDHR.co.uk for a chat and a HR review to ensure you stay compliant and understand the changes.