DECEMBER 2024
EDITION
BI-MONTHLY ORBIT
Employment Rights and a Budget
The Prime Minister has proposed the biggest overhaul of workers’ rights in a generation. What does this mean for employers? Some examples of the he bill proposals include removal of the two-year qualifying period for protection against unfair dismissal, ending zero hour contracts, change to probation, early access to parental rights, removal of qualification periods for statutory sick pay.
The government has started consultations on some of the proposals but not all of them. The first phase does not cover all aspects of the plan including the parental leave review and extending pay gap reporting to ethnicity and disability. These are outlined but will be delivered through other means, such as codes of practice. The bill itself is 150 pages so it might take a while.
As with any consultation multiple parties are involved and they take time. The CIPD our governing body for HR professionals is an important participant and the government regularly cites CIPD evidence in its progression of employment change.
The key thing to keep in mind is that the law moves slowly and the majority of reforms are not likely to take effect until 2026. And it’s clear that reforms of unfair dismissal will take effect no sooner than autumn 2026.
As most of us know any type of consultation means multiple views are considered and generally the outcome is not exactly what was initially proposed.
When there is tangible detail and time on these topics we can communicate and plan for the changes well ahead of time. For those of you who have a flexible working policy will realise that the changes that became law in April this year took many years to progress through the legal process, houses of parliament and the house of lords.
The budget revealed the National Living Wage will rise to £12.21 per hour, and National Minimum Wage (18-20-year-olds) to £10.00 per hour, starting April 2025. Employer NI rate will also increase from 13.8% to 15%, and the threshold will drop from £9,100 to £5,000. However small businesses can claim employment allowance which will rise to £10,500, enabling employment of up to four full-time workers at the new wage levels without paying NI.
What is Outplacement?
Our Guest Writer - Julie Harding, Director of Career Matters (cv-matters.co.uk)
How do you support employees who are leaving your organisation? Whether it’s through redundancy, a settlement agreement, or some other reason, it can be tough.
Many people are unaware that Outplacement services can help in this situation. Outplacement is an employer-sponsored benefit that ensures that employees can focus positively on their next career step by providing expert advice and support. It helps them to confidently navigate the job market and transition into new roles quickly and effectively.
Outplacement services are recognised as an integral part of the employee lifecycle, ensuring that people leaving the organisation feel supported and continue to act as brand advocates for the Employer.
Benefits for Employers:
- Maintaining Employer Brand: Outplacement support helps maintain the company’s reputation during transitions, demonstrating a commitment to the well-being and career development of departing employees, which enhances the employer brand.
- Increased Employee Morale: Offering outplacement shows empathy and support for the workforce, boosting the morale of remaining employees and fostering a positive company culture.
- Minimising Disruption: Outplacement services minimise disruption caused by restructuring by providing expert guidance to transitioning employees, allowing the rest of the team to stay focused.
- Legal and Ethical Compliance: Providing outplacement services demonstrates a commitment to legal and ethical responsibilities, reducing the risk of potential legal issues.
Benefits for Employees:
- Professional Guidance: Outplacement services can offer personalised career coaching and guidance, including assistance with AI-compatible CV writing, interview preparation, LinkedIn, networking and job search strategies. This results in people finding employment much quicker, or transition into completely new careers.
- Skill Development: Employees can enhance their personal branding skills and understanding of the job application process through workshops and masterclasses, ensuring they are well-equipped to compete in the job market.
- Emotional Support: Transitioning from one job to another can be emotionally challenging. Outplacement services provide a supportive environment to help employees cope with the emotional aspects of job loss and transition to new opportunities.
Tailored Services for All Levels:
Outplacement support should be tailored to meet the specific needs of businesses and individuals, whether for trainees, mid-level managers, or board members. Good providers offer bespoke services, including one-to-one support (e.g. for executive career outplacement), workshops, and online resources.
By prioritising the wellbeing and career development of departing employees, companies can navigate change more effectively and foster a positive organisational culture.
For further insights into Career Coaching, Development and Outplacement, connect with Julie Harding: linkedin.com/in/juliehardingcareermatters.
The Holidays and Giggles
On any given day we have numerous balls to juggle at work and home. Let’s make sure we clear our desks and minds from our business commitments so that we can have meaningful time with our loved ones over the holidays.
I’m taking my own advice as I am currently helping my new client Rudolph with an Occupational Health referral for a long-standing nose infection.
I need to provide a maternity risk assessment for an elf who got too jiggly on the shelf.
We need to do a performance review for the grinch whose behaviour is affecting team morale.
An adverse weather policy is required for the big man himself to ensure that Father Christmas has a workforce to deliver all the presents you deserve.
So my advice is clear those desks and minds and be present in the moment, relax and enjoy your festivities and come back revitalised for the opportunities that 2025 will bring us.
