Does Your Staff Handbook Accurately Reflect Your Business in 2024?
2024 has been a busy year for employment law! In addition to the largest increase in minimum wage, April 2024 also saw changes to family friendly rights including flexible working changes, an introduction of carer’s leave, extended protection for pregnant employees, and changes to paternity leave.
Whilst we are unsure what else 2024 could bring with the approaching general election on 04 July 2024, what we do know is that employer’s obligations with regard to sexual harassment will increase with new legislation coming into effect on 26 October 2024. Employers will be caught under a new duty to take reasonable steps to prevent sexual harassment of employees in the course of their employment. The aim being prevention and employers taking a proactive approach in the workplace. Where employers fail to fulfil this duty, the Act gives the tribunal the power to uplift any compensation by up to 25%.
Some questions your business should consider:
Are your staff aware of these changes?
- Are your managers trained to deal with new flexible working requests?
- Do your managers know about carer’s leave?
- Is your family-friendly policy up to date?
- Does your harassment and bullying policy cover you for the upcoming changes to the law in October 2024?
- When was the last time your staff handbook was reviewed and updated?
Staff handbooks are helpful for employees and employers to reference policies and procedures but only if these are up to date and accurately reflect what your business does in practice. With the changes in place being significant for both employees and employers it is imperative that your policies and procedures clearly cover this. When employees know where to look for answers, this is time and cost saving for the business.
If you would like us to review your handbook and/or policies, please do get in touch and we will arrange a consultation.
If your business does not currently have or use a staff handbook, but you are interested in understanding how this might be beneficial for your business and staff, please do contact one of the team and we can discuss this further.
If you have any other queries related to employment law, please contact a member of the Employment Law Team who will be happy to assist.
Amy Hallam
Head of Employment
t: 0114 349 6989
e: amy.hallam@brmlaw.co.uk
Ellie Leatherday
Associate
t: 01246 564002
e: ellie.leatherday@brmlaw.co.uk
Jade Taylor
Trainee Solicitor
t: 01246 560587
e: jade.taylor@brmlaw.co.uk
