The Workers (Predicable Terms and Conditions) Act 2023 has now received Royal Assent. But will it fix the problem of zero hours contracts and precarious work? Probably not, says XpertHR consultant editor Darren Newman, who casts an eye over Labour's plans for a "New Deal" and points to a forgotten proposal with the potential to make a real difference.
Director of Epic HR Gary Cookson recently delivered a webinar for XpertHR entitled Hybrid working - How to personalise the employee experience. During the session, he asked attendees a number of questions about the realities of the new post-Covid world, which is increasingly characterised by hybrid working arrangements.
As we plunge into autumn, HR professionals could be forgiven for losing track of all the forthcoming employment law changes and what they mean for their organisation. To assist HR with planning for the rest of the year and beyond, we round up the major employment law changes in the pipeline as of September 2023.
Forthcoming changes to the law on the right to request flexible working mean that employers will have to amend their flexible working requests policy. We set out nine steps for HR professionals to follow when faced with updating their organisation's policy.
We look at what HR needs to do to meet its employment law obligations and prepare for the coming year.
As we reach the midpoint of 2022, HR professionals would be forgiven for losing track of all the live employment law proposals and what they mean for their organisation. To assist HR with planning for the rest of the year and beyond, we round up the major employment law changes in the pipeline as of mid-2022.
While many employers have now implemented a hybrid working model, challenges remain to ensure that hybrid working arrangements run smoothly. XpertHR consultant editor Darren Newman answers some of the most common legal and practical questions that hybrid working organisations have been asking us.
Employers that are operating under a hybrid working model must ensure that their sickness absence management procedures sit comfortably alongside their new working arrangements. We set out five steps that hybrid working organisations can take to ensure that sickness absence management continues to be effective.
Many employers that have introduced hybrid working arrangements are finding that employees who have worked remotely from overseas want to continue to do so. Employers may therefore have additional considerations when formulating any hybrid and return-to-work policies.
Employers that are operating under a hybrid working model must ensure that their working arrangements are inclusive, including making reasonable adjustments to the model for disabled workers. We set out six examples of potential reasonable adjustments for hybrid workers.
Commentary and insights: HR and legal information and guidance relating to flexible working.
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