Significant changes to workplace regulations are expected under the government’s ‘New Deal for Working People’ - which means that employers will need to stay ahead of these developments to ensure compliance and safeguard employee well-being.
This is of particular importance when you consider that failure to fulfil the legal requirement to update internal policies costs UK businesses over £1.6m a year. In fact, almost half (47%) of employers fall short of updating key policies relating to effective HR management.
With the new government’s proposals on the horizon, employers must be prepared to adapt - and quickly. But what, specifically, can UK businesses expect?
Having been in the pipeline since as far back as 2021, the coming months will see businesses facing stricter requirements around preventing sexual harassment in the workplace.
Starting in October, amendments to the Worker Protection Act (building on the 2010 Equality Act) will come into effect. These changes will make it the responsibility of employers to ensure a safe environment, not only between colleagues but also when it comes to third-party interactions - which extends to clients and contractors.
This move means businesses will need to proactively educate staff on harassment prevention, ensure comprehensive internal reporting procedures, and foster a culture of respect and inclusivity.
Training for all employees will become essential to protect both the workforce and the business from liability. These reforms emphasise the need for companies to be vigilant in cultivating a workplace where harassment of any kind is swiftly addressed.
Another major change being proposed is the introduction of the ‘right to disconnect,’ aimed at protecting employees from excessive after-hours work demands. Under this new rule, staff would have the legal right to turn off work communications outside of contracted hours, freeing them from the expectation of being available 24/7.
This legal reform would help reduce the risk of employee burnout and contribute to better work-life balance. Employers should consider how to adapt their policies and practices to ensure that staff are not overburdened with work during their personal time.
Forward-thinking businesses will look to establish clear boundaries around working hours and communication, thereby improving overall employee satisfaction and reducing stress.
One of the most talked-about upcoming changes is the potential shift to a four-day workweek.
Although flexible working is already available for employees to request, the government’s anticipated reforms would make it a default option from the very start of employment. That is, of course, unless employers can demonstrate that it is unworkable for their business model.
However, unlike traditional notions of reduced working hours, the proposed four-day week would involve compressing the standard work hours into fewer days. This model has shown promise in various trials, with a national pilot revealing that companies that adopted the practice saw no decrease in productivity, while employees reported significantly lower stress levels and improved well-being.
Businesses that have embraced this model have also seen a notable decrease in sick days, reinforcing the idea that flexibility can enhance employee retention and morale without sacrificing output.
With these wide-ranging reforms on the horizon, businesses need to take action now. From revising workplace training and policies around harassment to redefining boundaries on employee availability, the demands on employers are set to increase. Staying ahead of these changes will be critical to maintaining compliance and fostering a healthy, productive work environment.
If you have any concerns about your business, contact our team of experts today.
