September HR News Roundup

Welcome to your September roundup of all the hot HR news! Two notable pieces of legislation have been written into UK law this month. We’ve provided a brief summary below and would recommend further reading for anyone with an employment law remit. Key themes this month include financial wellbeing, access to learning and development, and the challenges of returning from maternity leave. Oh, and if you’re not quite ready for talk of Yuletide cheer just yet, perhaps skip the final story!

Let’s begin with a peek into the future of work...

CIPD launches Manifesto for Good Work

Ahead of the autumn party conference season, the Chartered Institute of People Development (CIPD) has urged the next UK government to create a long-term workforce plan underpinned by skilled, healthy and fair work. Highlights from the document, which you can download here, include calls for a revamp of the apprenticeship levy, reforms to statutory sick pay and improvements to paternity rights.

Two new employment laws gain Royal assent

HR Review reports on two new laws that have been passed to enhance workers’ rights and improve working conditions:

• The Workers (Predictable Terms and Conditions) Act 2023

• The Pensions (Extension of Automatic Enrolment) Act 2023

The first gives employees the right to request a predictable working pattern, benefiting zero-hours workers the most. While the Pensions law means employees will be automatically enrolled in their workplace pension scheme from the age of 18.

91% of employees want access to financial education in the workplace

A topic we’ve been following closely is the need for financial education in the workplace as an employee benefit. The current economic climate has created a strong desire for guidance from employers. A survey by CloudPay suggests 91% of colleagues say they would benefits from employer-led financial education, support and advice, but only 34% of employees currently have access to it. Is your organisation one of those providing support?

1 in 4 employees making mistakes due to financial stress

Staying on the subject of personal finances, a survey of 2,000 UK adults has discovered that one third of employees believe the financial crisis is affecting their ability to focus at work. The study by Unmind found the most common negative influences to be the impact of rising mortgage rates and the cost of living crisis. The knock-on effect of financial worries include loss of sleep leading to tiredness at work, a lack of focus and concentration, making mistakes, and less effective communication.

It’s clear that organisations should be looking to align the support and education they provide to the needs of their employees. Please get in touch if you would like expert guidance in this area.

One in four employees across Europe don’t have access to personal development opportunities

According to a survey by GoodHabitz, 25 percent of employees still do not have access to essential personal development opportunities, despite their crucial role in professional growth and employee retention. The survey of 13,000 employees across Europe found that only 43% of UK employees have access to both online and offline training courses. Denmark and the Netherlands were found to have the best access to personal development resources.

UK businesses face a digital skills gap

The 2023 State of Digital Adoption report has highlighted a pressing need for upskilling in the workplace. Research has found that 89% of employees have a strong desire to improve their digital skills, perhaps fuelled by the rapid development of Artificial Intelligence. The most interesting (and alarming) finding is that the average UK employee loses around 2.33 hours per week due to technology challenges.

To stay ahead of the competition and keep employees productive and motivated, employers must be prepared to offer the right training and support to bridge the skills gap.

98% of women want to return to work after maternity leave, but only 13% say it’s viable

As we welcome our fabulous colleague Hannah back from her maternity leave this month, we were shocked to read this article in HR News about the difficulty of returning to work after having a baby. Based on a series of interviews with new mums returning to their workplace, it contains some pretty shocking statistics every employer needs to be aware of, including:

• Of the 24% of new mums that tried to go back full time, 79% ended up leaving because they couldn’t maintain their full-time job alongside having a baby.

• 71% of women in senior positions took less than six months off in order to try and keep their jobs.

• A 32% reduction in managerial roles after women have children and a 44% increase in admin roles, with many women stating that it’s easier to find flexible work at a junior level.

The figures pose two clear questions: ‘Are organisations asking too much of new mums on their return to work?’ and ‘Are enough flexible working opportunities being created for those that want them?’. We’ll leave those with you to ponder.

How to manage sexual harassment complaints

Sadly, sexual harrassment at work has once again returned to our newspaper front pages this month. In light of recent revelations in the NHS and media, HR News asks ‘Is unconscious bias affecting the UK’s handling of sexual harassment in the workplace?’. The article poses three key questions employers need to be mindful of when investigating complaints of unwanted behaviour at work. Taking a balanced approach will help organisations to maintain a healthy, respectful culture. Definitely worth a read.

Office Christmas parties back with a bang!

You may not be quite ready for it yet, but we’re going to use the ‘C’ word. Yes, you know the one, Christmas! Have you started planning your work celebrations yet? If you have, you’re in the majority.

It’s not just the supermarkets that are starting Christmas early. It seems after missing out during the pandemic, we are ready to celebrate! Fizzbox research suggests that Office Christmas party bookings have increased by a whopping 284% compared to 2022, with a traditional party with sit-down meal, live entertainment and a DJ being the most popular choice. Our advice? Plan early, be mindful of inclusivity, and enjoy yourself!