Join us and Andy Knox, from Forward Learning and Development, on 25th September at 12.30pm for a "Lunch and Learn" webinar, where we'll give you a heads-up on the key legal and HR changes you can expect following the recent King's Speech. So please, bring your lunch and join us as we dive into the updates that matter most for your business.
This session is designed to equip you with practical steps to prepare your business, teams, and managers for upcoming legislation, including new rights for employees from day one.
We will also discuss the Workers Protection/Amendment of the Equalities Act 2010, set to become live in October.
Whether you are an HR professional or a business leader, this one-hour session will help you navigate these changes confidently.
Register to attend, and receive joining instructions, by clicking on the button below.
| Time | Content |
| 12.30 | Intro – a one-hour session giving you heads up on changes you can expect in the legal / HR landscape as a result of the contents of the recent Kings Speech. This indicates what bills government are proposing to parliament. We want you to leave the session with some practical things that you can do to prepare yourself, your teams, your managers and your business for these changes. Key change is the proposal to provide employees with new rights from day 1- specifically the right to unfair dismissal. But before focusing on that – the Workers Protection/ Amendment of Equalities Act 2010 is a new piece of legislation becoming live in October |
| 12.35 | Workers Protection/Amendment of Equalities Act 2010: Brief overview of the implications of the changes and new duties it places on the employer. (Provide a specific example of what might now become an issue for the employer which prior to the act would not be). One thing you can do now is - check your policy – does it need updating? |
| 12.45 | All employees having the right to Unfair dismissal from day one of employment. (get a view from group about their concerns about this change or what benefits they see it bringing/ - poll or via chat depending on group size?) Our take on this is that to avoid potentially costly and time-consuming disputes with employees that focus needs to be in the following three areas: Recruitment and Selection Onboarding and Induction Probationary Periods This provides a great opportunity to revise, develop and enhance these areas from a procedural perspective as well as the refresh of line management knowledge and skill in application of policy. |
| 12.55 | Recruitment and Selection. Getting the right candidates to apply and identifying the best candidate for role. Getting this right means reviewing your current approach, and taking time to consider how you recruit what channels are successful and how you select. Posing the question how relevant are your selection methods and criteria to the posts you are aiming to fill. One thing you can do now – what shape are your current Job descriptions or person specifications in? - do they accurately describe the jobs, and required skills accurately? |
| 1.05 | On-boarding and Induction. Swift overview of what good practice looks like for organisations that have an effective on-boarding process One thing you can do now – Talk to some recent recruits – get some candid feedback from them about what worked and helped – and what felt sketchy and unclear – take views from early careers new starters as well as more experienced new starters. |
| 1.15 | Probationary Periods – A strong tool in your performance management tool kit and how it can help you ensure that staff who pass it are meeting the standards that you expect. One thing you can do now - Ask yourself the question – do managers in the business robustly apply the process to new starters – do they run the meetings, do they allow colleagues to “pass” when they should be extended or indeed fail? |
| 1.25 | Summary – Call to action: Do these Four Things… Take this as an opportunity to reflect on the knowledge and skills of your managers. What other steps can you take that will help, How can we help you in interpreting the law into useful, practical policy and supporting your managers in applying it in their everyday work. Consider signing up for a sequence of workshops for your business that supports line managers in understanding their responsibilities in this important area of people management. |
Holly Mapstone is an HR expert and specialises in helping those of you in the SME sector with all of your HR needs.
Consultancy allows Holly to be agile and to adapt her style and support to suit the needs of her clients. Building strong working relationships allows Holly to deliver improvements, while also aligning people strategy to business outcomes and promoting resilient and positive cultures.
Need Advice?
If you need a hand with any of this, or anything else when it comes to the people and practices in your business, we’d love to help. We are always happy to debate the pros/cons, dos/don’ts with you so please do talk to us if we can help in any way, we are here to support you. Just give us a call and arrange a free consultation. You can talk to Alison directly on 07967 221595 or email info@enlightenhr.com
