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What does the King’s Speech tell us about Labour’s plans for employment law?

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Sam Pardey – https://www.hrdept.co.uk/

The King’s Speech confirmed that Labour intends to implement an Employment Rights Bill, following their manifesto promise to “make work pay”.

The government has confirmed that this legislation will be brought before parliament during the first 100 days – which means we can expect it before the end of October.

What was said in the King’s Speech?

King Charles said that his government “Is committed to making work pay and will legislate to introduce a new deal for working people, to ban exploitative practices and enhance employment rights”.

Further background information, provided by the government, states that this plan “will create a new partnership between business, trade unions and working people”.

What can we expect to be included in the Employment Rights Bill?

The government has confirmed that the Bill will include the following commitments:

  • Banning exploitative zero-hour contracts means workers have a right to a contract that reflects the number of hours they regularly work. Workers will also be entitled to reasonable notice of any changes in shifts, with proportionate compensation for any shifts cancelled or curtailed.
  • Making parental leave, sick pay and protection from unfair dismissal available from day one for all workers – though they have confirmed that employers can still operate probationary periods to assess new hires.
  • Strengthening of statutory sick pay (SSP), removing the lower earnings limit to make it available to all workers, as well as removing the three-day waiting period.
  • Make flexible working the default from day one for all workers, with employers expected to accommodate this as far as is reasonable.
  • Strengthened protections for new mothers, making it unlawful to dismiss a woman who has had a baby for six months after her return to work (this excludes specific circumstances).
  • Establishing a new single enforcement body, to be known as the Fair Work Agency, which will be tasked with strengthening the enforcement of workplace rights.
  • Updates to trade union legislation, removing restrictions applied by the previous government and simplifying the process of statutory recognition.
  • Ending ‘Fire and Rehire’ and ‘Fire and Replace’ practices through legislative reform.

What does this mean for your business?

You need to get prepared and begin future-proofing your business. And you need to do it now.

Contracts, policies and handbooks will all need to be rewritten to reflect the changes that are coming, particularly to take into account the changes to day-one rights.

If you need to carry out any organisational changes or restructuring, you need to prioritise this, making sure your processes need to be audited to ensure they are fit for purpose. 

Most importantly, are your probationary processes clear and being implemented effectively? This becomes even more important with protection from unfair dismissal becoming a day one right.

HR Dept offers support for changing times

HR Dept offers support for changing times

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With the impending election, many small business owners may be uncertain about what this means for their business future. Part of these concerns will likely surround their employees and what changes may come into employment law – especially what this may cost them.

With this in mind, The HR Dept has developed resources to help SMEs navigate the changing times. These include an online election hub and whitepaper, detailing some of the key proposals and their likely impact on SMEs. From additional day-one rights to plans for stronger enforcement. Increased costs to empowered trade unions. The impact of this election on SMEs across the country is likely to be huge. These resources are designed to provide employers with insight into what they could mean for them and, more importantly, how they can future proof their business by getting ahead of the changes.

Felicity Kenny is the Managing Director of the HR Dept

“SMEs make up the backbone of the UK economy but are often under-represented in conversations and debates around the future of employment legislation. We are proud to have always been the ‘ HR Voice of the SME’ and as part of this commitment is to provide resources and expert advice during transformative change.” 

You can find these free resources at https://www.hrdept.co.uk/

Random Acts Of Connection: Loneliness Awareness Week 2024 is all about the power of micro-connections in our everyday lives.

Random Acts Of Connection: Loneliness Awareness Week 2024 is all about the power of micro-connections in our everyday lives.

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Every June, millions of people from every part of society in both the UK and around the world take part in Loneliness Awareness Week.

Almost half of the population of the UK report feeling lonely at least some of the time, and loneliness is on the rise, with many more people in the UK feeling lonelier since the pandemic¹.

The Marmalade Trust is the only charity in the world specifically dedicated to raising awareness of loneliness. This year their annual campaign, Loneliness Awareness Week, is looking at the incredible power of micro-connections, by championing the theme: #RandomActsOfConnection.

Micro-connections are all about those small, simple interactions in life – stepping outside of your comfort zone and starting a conversation, joining a new group, smiling at someone on the street, or reconnecting with an old friend.

Taking place from 10th – 16th June, Loneliness Awareness Week encourages everyone to increase those simple, everyday moments of connection. It is proven that these small connections help us feel happier, more connected and less lonely; ultimately creating more connected communities.

Loneliness Awareness Week is vital in increasing awareness and understanding of loneliness and how we can create a more connected society. It all starts by having open, honest conversations. Loneliness is a natural human emotion and by talking about it, we can boost awareness levels and support those around us.

Joe Harrison, Campaign Manager of Loneliness Awareness Week, shares four of the ways that people can get involved and help make this a reality:

  1. Make #RandomActsofConnection and encourage those around you to do the same.
  2. Share our campaign graphics on your social media channels. 
  3. Host or join an event and be sure to add it to the map on our website

Loneliness Awareness Week, hopes to encourage individuals, businesses, organisations, and community groups to join together to create supportive communities by harnessing and sharing moments that matter. Start a conversation about loneliness and see where it takes you.

These moments of connection can significantly affect our happiness and sense of belonging.

To get involved with the campaign and to access our free resources on understanding loneliness and making social connections, check out our brand new campaign website: 

https://www.lonelinessawarenessweek.org

Finding emotional balance during grievance investigations

Finding emotional balance during grievance investigations

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Sue Tumelty of the HR Dept discusses what to do if you as a senior leader are under investigation at work.

Senior managers sometimes find themselves having to investigate complaints against supervisors or lower-level managers. However, what should you do when the tide turns inward and someone raises a grievance against you, the senior manager or business owner? How do you handle a situation where you are the subject of a workplace investigation?

The mere thought of being the subject of a grievance enquiry can be overwhelming. Imagine the anxiety over the potential damage to your credibility and its impact on your role as a leader or business owner. The fear of not knowing how to resolve the issue can be paralysing.

Finding a Balance

Our natural reaction is often emotional. For some people, it’s shock and disbelief. For others, it’s distress or anger. However, the important thing is not to be afraid of your emotional reaction. What’s more important is knowing what to do with it.

In the first instance, you should pause and take a deep breath. Mistakes occur when you allow your emotions to determine your reaction. Take time out to think and speak to your HR advisor. You have to know when or if it’s appropriate to have an initial conversation with the complainant to resolve an issue informally versus needing to launch a thorough investigation. You’ve got to get it right because if you don’t, there may be legal repercussions further down the line.

Conducting an Investigation

Do not jump to conclusions or begin an investigation that supports what you think the outcome should be. Your HR advisor will point you toward the Acas Code of Practice on Disciplinary and Grievance Procedures for guidance on proceedings. 

An investigation is about fact-finding, discovering what happened. You must protect all parties in the investigation, the complainant, witnesses and yourself. Take simple measures to segment duties and put space between people, whatever is required, to make the working environment comfortable for yourself and those involved.

To remain impartial, you should assign someone to oversee the investigation. It’s a significant challenge for smaller organisations where employees report directly to the senior manager or owner. If that’s the case in your organisation, it’s essential to bring in an external investigator or give employees access to a counselling helpline or employee assistance programme.

If you’re a business owner, exercise caution around suspension. Whilst you may view suspension as a ‘neutral act’, it should only be used as a last resort after exploring all other options. You may have to suspend both parties in the interest of fairness. Note that there are alternatives to suspension, such as working from home during an investigation.

Achieving Closure

Depending on the outcome of the grievance, you still have to deal with the fact that the case has impacted the team or department. The fallout of a grievance is amplified in smaller business settings because fewer people are involved. There’s no prescriptive method for handling these situations. 

It’s essential to get people back together, talking and communicating with each other. It’s necessary to review the culture of your business. You may have to look at what behaviours led to the grievance – perhaps they were perceived as acceptable where, in fact, they’re not. It would be helpful to ask yourself, “Do we have a positive culture where employees can complain without feeling intimidated?” It helps to have a clear understanding of acceptable and unacceptable behaviours in the workplace.

Upon completing an investigation and where a grievance has been resolved, people will want to know what happened. Considering the process is confidential, the essential thing is to demonstrate that, as a business owner or senior manager, you are willing to take action to resolve the matter. The team must understand that the matter is closed, and it’s time to move on.

Getting Help and Advice

The reality is that people have to believe that the issue is resolved and there has been a change after the event. You can’t brush an incident under the carpet. It must be dealt with, faced head-on. The best way to do this is with professional HR advice.

Bringing reading to more local children;  Read for Good partners with National Book Tokens

Bringing reading to more local children;  Read for Good partners with National Book Tokens

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Read for Good is proud to say that with funding from National Book Tokens, they will give out 1500 National Book Tokens to children in local schools. Read for Good wants to make reading accessible to all children who may not normally go into a bookshop or think about buying a new book. This partnership gives children the opportunity to enter a bookshop with the knowledge that they can pick a book that they would like to read.

The Yellow-Lighted Book Shop is excited to be part of this project,

‘As booksellers, we know the importance of reading. We also know that children love books – but there are systematic obstacles that can make reading a difficult habit to nurture. 

The National Book Tokens Project helps tackle all these, and we are delighted to be taking part in this pilot.

We will be creating pop-up bookshops in schools, which will be giving time for students and staff to explore and discover a range of new titles – and everyone will have £10 to spend so they all get to take a new book home at the end of the day. 

The Project gives us a chance to help schools create reading communities, with all the social and educational benefits which come from that.

Simply giving books away is easy, but meaningless. This is an opportunity to put reading centre stage in schools, creating an energy and excitement around reading which has the potential to materially improve the lives of everyone involved.’

The schools taking part in this fantastic project are Hesters Way, Nailsworth Primary, 

Cirencester Kingshill, Sir William Romney, St Mary’s, Willow Primary, and

Callowell Primary.

Phil Smith is the Head of English at Cirencester Kingshill School, 

‘All of us at Cirencester Kingshill are thrilled to be involved in the Brilliant Bookshop Experience through National Book Tokens and Read for Good. 

It is such a wonderful, generous project, allowing students to independently select a book that piques their individual tastes and interests. We wholeheartedly believe that reading for pleasure has huge benefits to our students’ academic ambitions, their ability to empathise with others, and their emotional well-being;  we hope that for some of our students, this project might just be the spark that ignites a lifelong love of reading.  We would like to thank National Book Tokens and Read for Good for involving Cirencester Kingshill in such an ambitious, important and joyful experience.’

The book tokens have been kindly designed by Sarah McIntyre, a British-American illustrator and writer of children’s books and comics.

Seriously ill children not getting right care at the end of their life, new research finds

Seriously ill children not getting right care at the end of their life, new research finds

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A new report from Together for Short Lives, the UK’s children’s palliative care charity, shows that in many places across the UK, families caring for seriously ill child cannot access the palliative and end of life care they need:
Only a third of local areas in England are meeting the required standard for 24/7 end of life care for children at home.


The postcode lottery is being driven by workforce shortages, inconsistencies in the way support is planned and funded by local NHS and council bodies, and an estimated £295m children’s palliative care funding gap in England.
As it launches its Short Lives Can’t Wait campaign, Together for Short Lives is calling for the UK’s governments, NHS bodies and local authorities to take immediate action for the UK’s 99,000 seriously ill children and their families.


The charity’s new report Short Lives Can’t Wait: the State of Children’s Palliative Care in 2024 identifies huge differences across the UK in the way children’s palliative care is planned, funded and provided.
Of particular concern is children and families’ access to end of life care at home, 24 hours a day, seven days a week, provided by nurses and supported by advice from consultant paediatricians specially trained in paediatric palliative medicine.


The charity found that this standard is met in just a third (30%) of NHS integrated care board (ICB) areas in England, with nearly a half (47%) partially meeting it and one quarter (23%) not meeting it at all.
The 24/7 end of life care at home standard is not met at all in Northern Ireland and only in a minority of areas in Scotland and Wales.


The charity has identified the three main factors causing this postcode lottery: funding gaps, workforce shortages and a lack of leadership and accountability from the UK and devolved governments. For example, in England alone, the gap in NHS children’s palliative care funding across hospital, community and children’s hospice services in England will be £295 million in 2024/25.

NHS community children’s nurses (CCNs) are critical in supporting parents to provide 24/7 palliative care to children at home. For safe staffing levels to be met, 4,960 CCNs would be working in England, yet only 902 CCNs are currently employed by the NHS. In Wales, an additional 208 are needed.
Andy Fletcher, Chief Executive of Together for Short Lives, said: “It is unacceptable that families of seriously ill children are not getting the palliative and end of life care they need because of where they live. This is care that is clearly set out in standards, guidance and even the law.


“Time is short for seriously ill children and their families. They cannot wait months for the next election, the next spending review, the next set of planning guidance. Neither should they have to rely on the generosity of the public to access the care they need, much of which is provided by the voluntary sector. We would not accept maternity services relying on donations when a child’s life begins, so why do we accept this for palliative care when a child’s life ends?


“The UK’s governments must fill the funding gap, invest in education and training and hold local NHS bodies and councils to account. Failure to act will not only continue to put added strain on struggling families but will also continue to waste NHS money, at a time when it cannot afford to do so, through avoidable hospital admissions.”
For dad Jim, from Eltham in London, the issues the report identifies are having a very real impact on his life as his 17-month-old son Jaxson’s primary carer. Jaxson has Hyperplastic Left Heart Syndrome and a very rare genetic disorder called Mowat-Wilson Syndrome. Since he was referred for palliative care in September last year, Jaxson was also referred to their local NHS community nursing team but is yet to receive a visit. According to Jim, if it weren’t for Demelza Children’s Hospice, they would be completely on their own.


“I’ve ended up doing my own research and reading the NICE guidelines to understand which care we should be receiving. Things just don’t seem to match up. There seems to be a disconnect between what should be done, and what is being done.”


Jim’s biggest issue recently has been trying to find the syringes he needs to deliver Jaxson’s oral medication. The family were advised to re-use the syringes, sterilising them between each use, but they don’t administer the medicine as smoothly once they are reused and this can exacerbate Jaxson’s reflux.
“It is a constant battle, but it shouldn’t be. We tried the health visitor, pharmacy, nursing team, continuing care team, GP, we even walked into A&E.”


It was only after Jim spoke at a recent All-Party Parliamentary Group for Children Who Need Palliative Care event that he finally saw progress on the syringes Jaxson needed, thanks to NHS officials in attendance. Yet despite their efforts, the syringes they received weren’t the right ones and the family are still waiting.


“I am grateful for the help, but it shouldn’t have taken me going to an event in parliament for this to happen, and it’s not a long-term change to the system or to the other care Jaxson is supposed to have. We also really need to see that same urgency for the thousands of families like mine who aren’t getting the support they need and who don’t have the opportunity to go to parliament and speak directly to MPs.”


Jim has written an open letter to the Prime Minister Rishi Sunak and is asking others to sign and join Together for Short Lives’ Short Lives Can’t Wait campaign.


Andy Fletcher, Chief Executive of Together for Short Lives added: “It’s heart-breaking to hear from parents like Jim, who are struggling every day because the system that is supposed to care for them isn’t able to. Those in power must take action to make things better now, because children like Jaxson cannot wait any longer.”

The HR Dept Launches New Podcast: ‘Preventing People Problems’

The HR Dept Launches New Podcast: ‘Preventing People Problems’

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The HR Dept is thrilled to announce the launch of its new podcast channel, featuring insightful discussions on ‘Preventing People Problems’. The podcast will take a deep dive into the world of human resources, where listeners get expert advice, valuable tips, and guidance on a broad range of topics. 

The first episode, ‘Investigations’, hosted by Tracey Hudson, addresses the challenges senior managers and business owners face when they become the subject of a grievance and workplace investigation. Hudson is joined by HR experts Sarah Bradley, HR Director, Leeds South, and Michaela Gartside, HR Director, Bracknell, Windsor & Heathrow, to discuss investigations when things go wrong, dealing with the emotions, the process, and the aftermath. 

Business leaders will get practical guidance on navigating the complexities and nuances of workplace investigations. They will gain valuable insights from experienced HR professionals, learn practical strategies to address grievances, protect all parties involved, get closure, and foster a healthy work environment.

“We’re excited to launch the Preventing People Problems podcast, which is aimed mainly at small and medium-sized enterprises. Episode 1 delves into workplace investigations’ impact on leaders and employees. Our goal is to equip senior managers and business owners with the knowledge needed to handle these situations successfully,” said Tracey Hudson, Executive Director at The HR Dept South Warwickshire, North Warwickshire, Rugby & North Derbyshire.

To listen to the podcast and gain valuable insights on how to manage workplace investigations, visit https://www.hrdept.co.uk/podcast/

Jessie May Children’s Hospice at Home announces Bristol City Women’s Football Club as Their First Team Ambassador

Jessie May Children’s Hospice at Home announces Bristol City Women’s Football Club as Their First Team Ambassador

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Jessie May Children’s Hospice at Home proudly announces a partnership with the Bristol City Women’s Football Club. This collaboration marks a significant step forward, celebrating some amazing women and advancing the Jessie May mission of providing support to children and families in need. 

As part of this exciting partnership, the Bristol City Women join as the first team ambassador for Jessie May, A group of highly talented and motivated women dedicated to making a difference in their communities. This partnership is sure to blossom, with a presence at Ashton Gate Stadium, engaging in social media appearances, and participating in fundraising challenges to support Jessie May’s work. 

“We are thrilled to welcome the Bristol City Women’s Football Club as our first team ambassador,” said Daniel Cheesman, CEO at Jessie May Children’s Hospice at Home. “Their commitment to excellence both on and off the field resonates with our mission to provide exceptional care and support to children with life-limiting conditions and their families. We believe this partnership will create endless possibilities for raising awareness and vital funds to support our charity, and we are honoured that they have accepted our invitation to join us.” 

The partnership between Jessie May and Bristol City represents a great step forward, highlighting the importance of community engagement in driving positive change.  

“We’re delighted to be ambassadors for Jessie May,” said City wing-back Jamie-lee Napier. “When the team and I first went to visit the charity not many of us knew much about it but we were immediately inspired and wanted to know more when we met the amazing nurses, staff, and everyone involved. Hearing about what Jessie May is all about and the work they do behind the scenes with the families is truly incredible. We especially loved it when some of the families came to our game at Ashton Gate. It was amazing to meet them and hear their stories and just talk and get to know one another.” 

Jessie May Welcomes Philippa Brownjohn as Honorary President 

Jessie May Welcomes Philippa Brownjohn as Honorary President 

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“To be invited back feels like coming home. Jessie May is where I belong” Philippa Brownjohn 

Jessie May Children’s Hospice at Home was first established by Chris and Philippa Purrington following the death of their baby daughter, Jessica May Purrington. This spring, on the 12th of May, Jessica would have turned 30 and to add to this poignant landmark Jessie May welcomes Philippa back to the charity, as their Honorary President. 

©Barbara Evripidou/FirstAvenuePhotography.com

The Jessie May Trust was set up by Chris and Philippa after they realised the at-home care they received during Jessica’s end-of-life diagnosis was not available in the Bristol area. Jessica was able to be cared for at home throughout her illness until she died in her father’s arms, with dignity, surrounded by love. 

Philippa and Chris were determined to make this sort of care accessible, with the launch of Jessie May in 1996 allowing for children with life-limiting conditions to be supported by a trained nurse in their own homes and be given the chance to die at home when the time comes.  

It was so important to Philippa that Jessica experienced as much as she could in her short lifetime; she wanted a sense of normality for her daughter. When taking her to the hospital in Bristol, Philippa was taken aback to see a baby boy alone crying who had nobody with him. She later found out that he had a life-limiting condition and that his family was unable to be with him. This deeply affected Philippa, as she recognised that he needed to be with his family and not isolated in a hospital room.  

And so, the Jessie May Trust was born.  

Jessie May CEO Daniel Cheesman is delighted by the news, 

“We are incredibly proud to announce Philippa as Honorary President for Jessie May. It feels like a full-circle moment but also incredibly poignant as 2024 marks what would have been Jessica’s 30th birthday. Philippa’s vision has helped create the charity that we are today and means that we can support the hundreds of Jessie May children, young people and their families that we do today.”  

In Jail for Jessie May  

In Jail for Jessie May  

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On Wednesday 7th February six brave Jessie May Children’s Hospice at Home supporters will go to jail for the charity. The idea behind this fundraiser is that in order to leave jail, bail will need to be reached via fundraising. 

Participating in the event are local businesspeople Tom Selman of Panoramic, Gemma Przytocka of Pear Tree plus five world snooker stars. Tom is both a trustee and long-time supporter of the work Jessie May do, and Gemma’s company Pear Tree are regular fundraisers. From the world of snooker players Jamie Jones and Stuart Bingham are joined by commentator Rob Walker and Matchroom Sports President Barry Hearn.   

Jessie May Childrens Hospice at Home work in the southwest of the UK providing specialist palliative nursing care at home for children with life-limiting conditions. Jessie May nurses give expert care throughout a child’s life, extending their support to provide bereavement care for families following the death of a child. 

©Barbara Evripidou/FirstAvenuePhotography.com

“We are delighted that we have six brave volunteers willing to be jailed for this fun event that will raise vital funds. We rely on the generous support of our supporters to enable us to care for more young people and their families” Kim James-Coggins, Partnerships Executive at Jessie May 

You can support Jessie May and find out more here: https://www.justgiving.com/campaign/jessiemayjailandbail2024