Written by Ewan Anderson
19 Jul 2024
HR trends 2024: 7 things you should know
What’s in store for HR this year? We explore the many employment legislation updates now in effect, and take a deep dive into the 2024 HR trends impacting businesses.
HR trends 2024 | #1 - Flexible working
While many of you may already be familiar with the concept of flexible working, It’s important to note that more updates are to come. Employees now have the right to request flexible working from day one and can make up to two requests in 12 months.
This shift requires employers to be proactive in establishing policies and frameworks that accommodate these requests and to be prepared to deal with these requests quickly and transparently.
HR trends 2024 | #2 - Holiday pay calculations
New legislation means that holiday pay is now calculated for a 52-week period. The transition aims to protect employees from financial setbacks during holiday periods, and to stop placing those who work overtime at a disadvantage.
Employers may need to provide additional support, including well-considered communications to employees so that they understand the changes being made.
HR trends 2024 | #3 - Predictable working pattern requests
All workers now have the right to request a more stable and predictable employment contract. This change intends to provide employees who work irregular hours with better job security, and an improved work/life balance.
Where possible, it’s advisable that employers move away from zero-hours contracts and inconsistent shift patterns. That said, communication with employees is essential here, as there are some who benefit from the flexibility that these types of contracts can provide.
HR trends 2024 | #4 - Redundancy protection for expectant and new mothers
Changes introduced in April 2024 mean pregnant women and new mothers (with babies up to 18 months old) have greater protections from redundancy.
The policy, which previously only applied to women on maternity, adoption or shared parental leave, now means all pregnant women and new mothers in Scotland, Wales and England have the right to be offered a suitable alternative vacancy should their role be made redundant.
These enhanced protections aim to foster a more inclusive workplace for mothers and mothers-to-be. Employers must make sure their policies are updated to keep themselves compliant.
HR trends 2024 | #5 - Sexual harassment in the workplace
Employers now have a legal duty to prevent and address sexual harassment at work. Employers may be asked to demonstrate the measures they have in place to fulfil this legal obligation.
This shift marks a crucial step towards creating safer and more respectful work environment for everyone, free from any form of sexual harassment.
HR trends 2024 | #6 - Employee tips
The rules around tipping have also changed. In roles where tipping is permitted, 100% of tips must now go directly to employees.
Employers - such as restaurant and cafe owners - are no longer able to take a cut of tips. This means a fairer share for hardworking staff - plus, clearer rules will make sure that consumers’ money goes to the intended recipients.
HR trends 2024 | #7 - Carers leave
Employers must now allow employees to take one week of unpaid leave each year to provide caregiving responsibilities (where relevant). This new update recognises the importance of balancing work and caregiving duties.
While the leave entitlement is unpaid, this change does offer some flexibility for people who need to care for loved ones without the worry of losing their jobs.
Recruitment and Beyond Podcast | Episode 10 | HR trends 2024
We dive deeper into these HR trends for 2024 in episode 10 of the Recruitment and Beyond podcast. Watch us below, or listen here.
Episode Transcript
Ewan:Hi, and welcome back to Recruitment and Beyond Podcast. It's 2024. An exciting year ahead, hopefully. But I know there's going to be a few changes in terms of HR over the next 12 months, so we thought we'd take a wee bit of time just to go through them, and have a chat through them. Natalie, what does 2024 have in store, in terms of HR? Tell us all about it.
Natalie:
2024 will be a great year. A great year in the way maybe not everyone thinks about the number of changes, but actually all the stuff that we've been talking, talking, hearing about are actually coming into play, which is great. Some will be very welcome by businesses. Others will be listening to this podcast episode and maybe choosing to ignore, and pretend that they don't know the changes. But there's quite a lot happening this year.
Ewan:
There's quite a lot, isn't there?
Natalie:
Yeah, quite a lot.
Ewan:
Do you want to start with flexible working then? I know that that's-
Natalie:
Oh, yeah one of the ...
Ewan:
We've talked, we've had an episode, we've talked about this endlessly, but changes are coming there, aren't they?
Natalie:
Absolutely. What a new world. We won't mentioned the big C-word, but we are in a new world. Flexible working has been embraced, or is getting put in the bin for other organizations as well.
Ewan:
Yeah, yeah. I noticed that, yeah.
Natalie:
What we're looking at is now it's going to be a day one right. Before, you would have had to have had 26 weeks service before you could apply for flexible working. But anyone now, on day one-
Ewan:
Can just say-
Natalie:
Can just request. Remember, there's no right, but they can request. There could be the scenario, you advertise your position. Recruitment's harder now, you spend all the time getting your person in place. They have their three-day induction. Then, day four they say, "Ewan, I'd like to work four days a week." Or, "I'd like to work three days a week." Or, "I would like condensed hours," et cetera. Not too sure how this will play out.
Ewan:
Okay. So people just are going to have to accept that that's the request that could come in after the first day or the second day?
Natalie:
Absolutely. It's just something for business owners to be aware of. I guess that probably would be quite frustrating if you've advertised a role, spent a lot of time getting someone, and then ...
Ewan:
But like you say, it's challenging now to recruit so it's actually a challenge to get people in. Then, once they come in, they can almost change the goalposts. That's the nature of the law now and that's what's coming in, isn't it?
Natalie:
Absolutely. Remember, it's just a request, there's no right.
Ewan:
Yeah, okay. There's no right.
Natalie:
There's still, there are legal for declining, et cetera.
Ewan:
Okay.
Natalie:
You might still have that. Maybe, for just to be aware in 2024 that there might be quite of an influx, in terms of flexible working requests. Two, as well, in 12 months now. So an employee would just have had the one, but they have up to two requests now in 12 months because things change, for example.
Ewan:
Right.
Natalie:
They could, for example, make a request for four days, and then the next request can I [inaudible 00:02:55] recovery one of those four days? I guess businesses can ignore the fact that it maybe isn't-
Ewan:
It's quite challenging.
Natalie:
Such a Monday to Friday, nine to five workplace anymore. How do we work around that? We're helping lots of businesses think about these things and how does the new workforce work around all this to actually get the job done still.
Ewan:
Yeah, exactly. That's the thing. You still have to deliver. I think you have to be mindful of ensuring that your employees feel valued and be part of the process, but as a business you still have to be ... I supposed, like you say, it's a right.
Natalie:
It's a request.
Ewan:
It's a request.
Natalie:
It's not a right.
Ewan:
It's not a right.
Natalie:
It's still a request.
Ewan:
You can still say, "Look, actually it just doesn't work for our business."
Natalie:
Yeah.
Ewan:
That can have an impact because they can say, "Well, actually, that's-"
Natalie:
Not accepting.
Ewan:
That's not acceptable.
Natalie:
Or, "Actually, I've got a disabled child at home." Or, "I'm a carer and I've got other responsibilities. You'll get the best out of me if I'm in the frame of mind for work. That base looks like three days. You can pay me for five but I'm mentally switched off, because I'm thinking about everything else."
There are pros and cons, I guess, to think about. The two requests. Then, normally you'd have three months, from start to finish, for that process.
Ewan:
Right.
Natalie:
But now, a business owner has two months, including any appeal as well in that process. More emphasis to get through the decision quicker as well.
Ewan:
Including the appeal, it has to be done within two months?
Natalie:
Two months.
Ewan:
Jeez, that's a lot of work.
Natalie:
So quite a lot happening.
Ewan:
Yeah. We'll be busy.
Natalie:
Then, we throw in holiday pay, which has been-
Ewan:
Well, I was just going to ask you about this.
Natalie:
Chatted about for years.
Ewan:
Yes.
Natalie:
We've got this case that says this, and this other case that says the opposite. But now, we're at the stage, confirmation from the government to say, "Actually, this is how it should be calculated."
Ewan:
Right, okay.
Natalie:
We're looking at those that are working overtime on a regular basis. They [inaudible 00:04:38] the hours, they maybe have a 40-hour week contract, but they work 60-hours every week. When they take holidays, they actually earn less than had they been at work.
Ewan:
Right.
Natalie:
So what happens there, as they're overworked? In terms of they're tired because they don't want to take holidays.
Ewan:
They don't want to take holidays. They get paid less, essentially.
Natalie:
They get paid less.
Ewan:
Okay.
Natalie:
They don't want to take holidays.
Ewan:
Okay.
Natalie:
They're work, work, working away. Then, maybe accidents happen because they're so tired, and they're not getting their rest and recuperation from their hours.
Ewan:
Yeah.
Natalie:
From their holidays, sorry. Obviously, that problem was looked at and it's to do with the money so an average of the last 52 weeks has to be calculated.
Ewan:
Right.
Natalie:
Which is an admin nightmare for any business, no matter how large you are. Anytime someone takes a holiday, you need to calculate the average weekly earnings over the last 52 weeks.
Ewan:
Right.
Natalie:
It's no great for the logistics.
Ewan:
Is that something that obviously somebody gets straight away, when they come in, that's going to be the layer for their holiday?
Natalie:
Yeah, if they're working regular overtime-
Ewan:
Then that's what has to happen.
Natalie:
Paid overtime, then has to happen.
Ewan:
Wow. Okay. Businesses will be ... You've got to put processes in place to really work out what holiday pay is going to be.
Natalie:
Yeah. What does that look like for people? Where is that money coming from as well? Have you paid that before? Businesses are asking, "Help us here. What is that going to cost us? How do we factor that in?" But that's what should be happening. Of course, there will be businesses that are shutting their ears and act like, "Thanks, but we don't want to hear that."
Ewan:
"Don't tell me that."
Natalie:
"Thanks very much, BeyondHR, for giving the great advice, but we actually don't want to know that." There would be repercussions, what that looks like as well, if you don't pay correctly.
Ewan:
That's the same for, I suppose if you're a contractor, is that the same?
Natalie:
Yeah, it would be. Would a contractor generally have any holiday pay, et cetera?
Ewan:
Right. Yeah, okay.
Natalie:
Self-employed, all that is a whole other kettle of fish.
Ewan:
Yeah, fair enough. Fair enough. Yeah, okay. Okay.
Natalie:
-from today. But our employees that are working that regular overtime, but maybe only have a ... It might not even be that it's not what their contracting and what they're doing in practice, it might just be a big influx of work that you've got that you can never, ever plan for and they're doing overtime.
Ewan:
They still have to do overtime, so then that impacts on the holiday pay.
Natalie:
Yeah.
Ewan:
Wow.
Natalie:
What the whole point in this was is you earn less than you're at work, that's not great.
Ewan:
That's not right.
Natalie:
You should be earning the same, whether you're on holiday or whether you're at work, so that you're encouraged to take your holidays. You have the rest and recuperation. Then, you can get more productive people and people don't have as many accidents because they're so tired and overworked.
Ewan:
Is that a law?
Natalie:
Yeah. That's government consultations, and that's from January.
Ewan:
That's in from January?
Natalie:
It's already in place. All before now, it was all case law. Without boring you with the detail, the legislations is massive and would take ages to change.
Ewan:
Right.
Natalie:
Things like COVID prevented all of that from happening, of course. But that's what should happen. If any business was to call us for advice, that would be the advice that we would be giving.
Ewan:
Right, okay. Okay.
Natalie:
To rectify.
Ewan:
What about those that are on what you might class as unstable-
Natalie:
Unstable contract.
Ewan:
Unstable contracts.
Natalie:
That's brings us to our next change as well. Ewan starts, we give you a zero hours contract. But every week, you work Wednesday, Thursday, Friday.
Ewan:
Yeah.
Natalie:
You think, "All right, okay there's a wee bit of a pattern here." You will, at some point, in this year as well, have the chance to knock the door and say, "Can I have that Tuesday, Wednesday, Thursday as a contract now?" A more stable, predictable working pattern, really.
Ewan:
Right, okay. That's something new that's coming just now?
Natalie:
Yeah, that's coming. That's for casual workers, zero hours, any irregular workers to have that. You can maybe see where that ...
Ewan:
What difference would it make to have that stable contract? That doesn't make you an employee, that just says I've got a set contract?
Natalie:
It all depends. Are you a worker? Are you, again, a whole other topic? But the main thing is there would be some stability for them. Again, it's only a request, it's not a right as well.
Ewan:
Not a right, okay.
Natalie:
There would be some reasons. But maybe, it's going to be hard if you've given someone, for the last three years, every Tuesday, Wednesday, Thursday, and they ask for a Tuesday, Wednesday, Thursday contract, that you decline that. What's the reason?
Ewan:
Yeah. You've got to have some kind of reason.
Natalie:
Yeah. You've got to think about that. When we're looking at these zero hours, I would always say is there actually weeks that are zero hours and mix it up a wee bit.
Ewan:
Right.
Natalie:
So that what's written down is actually what you do in practice.
Ewan:
What you're doing in practice.
Natalie:
Weeks of zero hours, it's all over the place. It fluctuates, it's down, all different days, random. That's effectively what a zero hours contract would be in practice.
Ewan:
Okay. I noticed you chatted before about changes for expectant mothers and potential changes around redundancy protection for those that are expecting, or those who have just had the child. Is that right? Is that something that's coming?
Natalie:
Yeah. They'll be a certain period of time that the mom's protected, that's going to be extended now.
Ewan:
What's the time just now, or what was it?
Natalie:
What we're looking at now would be for those that are expecting and those who are 18-months after the baby's born as well.
Ewan:
Right.
Natalie:
That's quite a long span.
Ewan:
Yeah.
Natalie:
There would be a period of time at the moment, but that has now expanded.
Ewan:
Right.
Natalie:
That would mean, for example, if you're in a redundancy situation and there is maybe an alternative position, then potentially that employee may be offered that position.
Ewan:
Right, okay. Okay.
Natalie:
Rather, as first [inaudible 00:09:52].
Ewan:
That's part of the protection, essentially, for you?
Natalie:
Yeah, absolutely.
Ewan:
Yeah, okay.
Natalie:
It's just extended as well now. Not just for the maternity leave period, but-
Ewan:
But actually once-
Natalie:
Back.
Ewan:
Okay.
Natalie:
And 18 months after the baby's born. It's quite a long period of time actually, for someone. That's quite a change to be aware of as well.
Ewan:
It's a positive obviously for certain mothers.
Natalie:
Absolutely. It's just employers to be mindful of this.
Ewan:
Exactly.
Natalie:
That actually, it's 18 months after the baby's born as well.
Ewan:
Yeah.
Natalie:
Some people might put a redundancy process off until someone comes back to work.
Ewan:
Yeah.
Natalie:
Because quite rightly so.
Ewan:
Yeah. Oh, yeah.
Natalie:
Should we be making them redundant then, when we don't know? They're off for up to 52 weeks.
Ewan:
52 weeks.
Natalie:
Will we know what the business looks like in 52 weeks? Let's wait til they come back. But actually, they're still included in that protection as well.
Ewan:
Yeah, further 18 months after.
Natalie:
For 18 months after the birth of the baby.
Ewan:
Obviously, this is always a tricky subject, but sexual harassment has changed as well, hasn't it? The legal duty for employees.
Natalie:
Yeah. That'll be more towards the end of the year.
Ewan:
Right.
Natalie:
But at the moment, it's best practice, it's what we should be doing. There will be legislation, what we must do. I guess, let's be honest, we don't think about it until something happens in the workplace.
Ewan:
I know, I know.
Natalie:
Actually, where we're at in this moment in time, that wouldn't stand in the future.
Ewan:
Really?
Natalie:
What we'll be looking at the second half of the year would be we're trying to prevent that from happening.
Ewan:
Right.
Natalie:
You don't need to claim, you don't any grievances, you don't need anything. What steps do you have in place to prevent these things happening?
Ewan:
Right, okay.
Natalie:
It's more proactive.
Ewan:
Proactive.
Natalie:
Rather than the reactive, I've got something. What have you done to try and show that you're taking this seriously, and preventing this? But actually, we swung now to what are you going to do so that we don't have these cases?
Ewan:
Right.
Natalie:
We don't have these claims. Training managers, prevention training, policies, and everything else in between as well. Quite a focus specifically on sexual harassment towards the end of this year.
Ewan:
For companies to really put in place these things, to be proactive about it. To try and avoid-
Natalie:
To stop these things happening.
Ewan:
Yeah, okay.
Natalie:
Rather than probably what most companies-
Ewan:
Just wait until it happens and then ...
Natalie:
It happens, and then, "Oh, we'd best train our managers, we'd best revise," or create policy if you don't have one in the first place.
Ewan:
Yeah, yeah, yeah.
Natalie:
To get it in place as well.
Ewan:
Okay.
Natalie:
Lots happening.
Ewan:
There's lots happening.
Natalie:
Then, we threw in carer's leave. This has been ongoing. Everyone will have heard, obviously, the nature of a carer and what that might look like, juggling that with working life as well. One week's unpaid, every year. That will be a day one right as well. When someone starts, if they fall under the criteria of the carer, they will have one week's unpaid leave every year to help with, whether that might be taking to appointments.
Ewan:
Right, okay.
Natalie:
To providing someone else in the family a bit of respite and they'll take over, et cetera. For a carer, that's probably a good step forward. For businesses, how does that work? How do we fit that in? It's something that they'll have to be able to navigate and work around.
Ewan:
They're just going to have to provide for that, aren't they?
Natalie:
Absolutely.
Ewan:
They're going to have to understand that's coming. Right, okay.
Natalie:
Absolutely.
Ewan:
The last thing that you mentioned was about tips.
Natalie:
Yeah.
Ewan:
For those that are working in the service industry, the tips that forward obviously-
Natalie:
Oh, it's a big change.
Ewan:
It's a bit of a contentious issue, isn't it?
Natalie:
It's a big change. It shouldn't probably be happening right now, but there will be much more stamp down on employees getting 100% of that tip.
Ewan:
Right.
Natalie:
It's hard on business. Business owners are maybe taking 20% of those tips for increasing gas and electricity bills, for increasing other items, and helping towards replacement furniture, whatever that may be. But that tip should be-
Ewan:
100%, yeah.
Natalie:
For those employees, and 100% should be going to those employees as well. We'll get to the stage where there will have to be a written policy written. A written policy written, of course it's going to be written. A policy written for employees on receiving tips and how you're going to go about that, et cetera. Watch this space for probably some kind of code of conduct coming out as well. In terms, I guess, for hospitality, for anyone in the service industry that will probably be a massive step forward really.
Ewan:
Wow. There is lots going on. There's lots going in 2024.
Natalie:
Lots happening. But again, lots, but it's all stuff that's been chatted about for years.
Ewan:
Yeah.
Natalie:
It's good that it's actually coming in place. Many business owners might not say so, depending on some of the moves. But we move with flexibility, we need to think of the money pots in terms of holiday pay and giving more time out of businesses for carers, more protection for redundancy, et cetera. Then, that focus on sexual harassment.
Ewan:
Yeah.
Natalie:
Then, already talk about maybe what's coming next year that we might not be able to put through this year. Another big step would be able the non-compete clauses that are in, very topical. Non-compete clauses, for any restrictions after employment or during employment, being restricted to three months, so that's a massive ... Nobody's really happy about that change, in terms of what that might look like.
Ewan:
That's in discussion just now, is it?
Natalie:
Yeah. Whether that comes in this year or whether that's next year as well.
Ewan:
To restrict that to three months?
Natalie:
Yeah. We are probably, most businesses are looking at at least 12 months, and might take a risk on more than 12 months.
Ewan:
Yeah, yeah. Yeah.
Natalie:
That being rattled right down to three months. Which is not really a long period of time, is it?
Ewan:
No, no. Wow. There is lots going on in 2024. There's lots of changes coming in terms of HR. Look out for the description below, we're going to have lots of content on this. I know BeyondHR are working on their content, to make sure that there's some insight into all these changes that are coming.
If there's anything you would like us to discuss or anything you'd like us to go into a bit more depth, then just get in touch and we can have a good discussion about it, and make sure that everybody gets the opportunity to implement these things as smoothly as possible. Thanks so much for watching and we'll see you next time.
Speaker 4:
Thanks, everyone, for listening today. Please get in touch if you want to find out more on today's subject.
Ewan:
If you enjoyed the podcast, please subscribe and leave us a five-star review.
