The EZHR WEEKLY UPDATE 26th October 2023

In this week’s EZHR update, we talk about….

✅ Worker protection bill

✅ Wages Outpace Inflation

✅ Hybrid working tribunals

Worker Protection Bill Becoming Law

The Worker Protection Bill, which will oblige employers to take "fair actions" to stop employees from being sexually harassed, has been approved to become.

Taking effect from 2024 the Worker Protection Bill is designed to shield employees from sexual harassment and ensure that employers must take reasonable steps to prevent sexual harassment in the workplace.

A section in the bill that makes employers liable for the harassment of their employees via third parties was removed as well as amendments in rewording such as employers taking reasonable steps rather than all reasonable steps.

Despite the changes within the Worker Protection Bill, employers must take reasonable steps to prevent sexual harassment and make a continued effort to create a safe workspace for their employees.

Wage Growth Surpasses Inflation for the First Time in Two Years

Between June and August of this year, the growth rate for average weekly earnings was higher than inflation. According to the Office for National Statistics, regular pay excluding bonuses increased by 7.8% annually.

When adjusted for inflation, regular wages had risen by 1.1% compared to the previous year. The public sector experienced the highest annual growth rate in regular pay since 2001, with a 6.8% increase, driven by substantial pay awards following industrial action. In the private sector, regular wages rose by 8%, reaching 9.6% in the finance and business services sector.

This makes interesting reading as many employers prepare budgets for next year, and may offer some respite to financial pressure that employees and employers find themselves under.

Hybrid Work Disputes Increase by 50%

A summary of tribunal records have shown that the number of tribunals relating to hybrid working are starting to increase significantly. Court records show 42 tribunals relating to remote working in 2022 and 27 cases in 2021. In the first half of 2023, 25 employment tribunal have been recorded showing a growing trend that the number of tribunals related to remote working have increased drastically.

While 72% of companies having a return to in-person work, organisations will need to be made aware of the risks and must have policy/procedure in place to outline the process.

Things like this are easily considered if you can provide an employee with the below:

-          Recognise the distinct nature of individual circumstances.

-          Only rejecting a flexible working request for specific permitted reasons.

-          What is available, how to request it, and the steps involved in the process.

-          Come to an agreement with the employee on which days they are required to be in office.

If you have any questions on these issues please don't hesitate to contact us at info@ezhr.uk or 0161 843 5678.