Knowledge Hub.

From the 1st October 2024 The Worker Protection (Amendment of the Equality Act 2010) Act 2023 puts greater responsibility on business to take ‘reasonable steps’ to prevent sexual harassment in the workplace.

Menopause and perimenopause shouldn’t be a taboo subject. Everyone should feel they can have a conversation with their line manager, especially when they need guidance and advice.

I am now seeing more employees voicing their opinions, standing for their rights and defending their morals; more so than bosses are probably used to. Does this fall into ‘entitlement’, or in defence of our own rights?

A few weeks back the main political parties set out their plans to overhaul HR and Employment laws. Well, as Labour are now the party of choice lets recap on what we can expect during their term in office.

As all the political parties are doing what they can to get representation in the next term of Parliament, the Conservative, Green, Labour, Liberal Democrats and Reform parties have all made clear manifesto pledges to overhaul some employment and HR practices in the UK.

From the 6th April this year much needed protection was afforded workers who have a vital role in supporting their nearest and dearest due to incapacity; but does a week of unpaid leave each year really help?

In April 2024, the Prime Minister set out a pledge to overhaul the rules GP’s follow when issuing fit notes, technically called MED3 Certificates. Employers often see MED3 certs issued too freely, for longer than necessary and without consideration for the role the worker fulfils; all from a 10 minute appointment.

As April unfolds, a month dedicated to stress awareness, it’s time for us to pause, reflect, and acknowledge that stress often lurks in the shadows of our daily lives. In the world of Health and Safety and HR, stress is not just a buzzword; it’s a legitimate concern that can impact our productivity, mental well-being, and overall health.

Sexual Harassment can be directed at anyone and should be taken seriously by organisations to ensure that they can encourage a positive and inclusive workplace and culture.

Even in the 21st century, where over 50% of the UK workforce is female, women are experiencing discrimination due to pregnancy, fertility treatment and returning work. Company’s need to understand the law surrounding how to treat employees who are due to start or are on Maternity leave and those employees on other forms of parental leave.