HR Voices
A podcast for independent HR and people, professionals, and the businesses they support.
Hosted by Mary Asante and Charlotte Allfrey of HR Independents Ltd.
DATE: 23rd December 2024
Episode 39: Employment Law Roundup 2024
Guest: Amanda Trewhella, Freeths LLP
Podcast Summary: In this episode of HR Voices, hosts Charlotte Allfrey and Mary Asante are joined by Amanda Trewhella, Director and Employment Solicitor at Freeths LLP. Together, they unpack the key employment law changes of 2024, explore the implications for businesses, and provide insights into what’s on the horizon for 2025 and beyond. From the Employment Rights Bill to new legislative measures like flexible working and unfair dismissal changes, this episode provides valuable takeaways to help HR professionals and businesses prepare for the evolving workplace landscape.
In This Episode:- Reflections on 2024:
- A busy year in employment law, with major updates stemming from both legislative changes and the Employment Rights Bill.
- Key updates include carers’ leave, flexible working changes, extended protections for maternity returners, and updates to paternity leave.
- The biggest headlines include the shift to a day one unfair dismissal right and the proposed statutory probationary period of 6–9 months.
- Further changes to flexible working requiring employers to justify decisions, not just cite reasons.
- Upcoming challenges with zero-hour contracts, including a requirement to offer guaranteed hours based on reference periods.
- Carer’s leave: Introduction of one week of unpaid leave for those with caring responsibilities.
- Flexible working: Now a day one right, with shorter decision periods for employers.
- Paternity leave: Can now be taken in two separate blocks of one week each.
- Maternity protections: Expanded protections during pregnancy and six months after return from family leave.
- The administrative and financial burden of implementing new measures such as the zero-hours contract changes.
- Fire and rehire practices becoming more restricted, requiring financial justification and making it a last resort option.
- Changes in managing probationary periods and ensuring compliance under the new unfair dismissal rules.
- National Minimum Wage increases (April 2025).
- Enhanced consultation requirements for contract changes and shift patterns.
- Liability for third-party sexual harassment cases.
- Many measures are still under consultation, with a timeline extending into 2026.
- Train managers to handle flexible working requests, performance issues, and sexual harassment reporting effectively.
- Conduct risk assessments to identify vulnerabilities in harassment prevention and third-party interactions.
- Prepare policies and contracts in anticipation of upcoming legislation.
- Foster an inclusive and flexible workplace culture to improve staff retention and attract top talent.
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