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Employment Rights Under the New Government : Your Essential Guide by Rebecca Dennis , Partner at Goughs Solicitors
The King ’ s Speech set out the legislative agenda for the new Labour Government to be set out in two draft bills . Employment rights for employees will be enhanced . The reality is that there is no cost to the Treasury in making the planned change but the same cannot be said for employers . Here is your short guide to what will be coming to your business in the very near future .
• The right to claim unfair dismissal will become a ‘ day one ’ right instead of the present requirement for a two year qualifying period . This leaves open the question of the residual purpose of probationary periods and whether dismissal may yet be possible in that trial window .
• Parental leave will also become a day one right along with a statutory right to bereavement leave .
• The practice known as ‘ fire and rehire ’ which occurs when contractual terms need to be changed but are not agreed and are thus imposed unilaterally will become unlawful . Realistically this is a relatively rare phenomena and there is already a Code of Practice on Dismissal and Re-Engagement . That said , the plan is to eradicate this practice .
• It will also become unlawful to dismiss a female within 6 months of return from maternity leave . It is assumed that redundancy will still be a fair reason to dismiss within this period .
• There is also a plan for a single enforcement body to enforce workers ’ rights and another plan to extend the time limit for bringing tribunal claims from 3 to 6 months .
• There is a clear commitment to ban what are called ‘ exploitative zero hours contracts ’ and a change to the existing flexible working law to make it a default position subject only to a reasonably feasible test .
• Finally , there is a pledge to address trade union law to ‘ strengthen the worker voice ’. This includes changing collective bargaining rights , the repeal of anti-strike legislation , a right of access to the workplace for unions and a duty to inform workers that they have a right to join a union . Whether or not you already have existing trade union relationships , this is a significant change in the landscape of industrial relations .
For advice on protecting yourself and your business , get in touch with employment law expert , Rebecca Dennis , Partner at Goughs Solicitors . Email : rebeccadennis @ goughs . co . uk .
Building a strong onboarding process to enhance employee retention
At CMD Recruitment , we ’ ve seen countless onboarding processes across various industries . As a recruitment agency , we are uniquely positioned to advise on best practices . We ’ ve also encountered many weak onboarding processes that have ultimately cost businesses in the long run . For these , we ’ ve helped improve their onboarding approach , leading to better employee retention .
One of the simplest ways to reduce hiring costs is by increasing employee retention . Many assume that retention hinges on promotions and pay rises , but the process starts much earlier .
It ’ s not about waiting until employees are frustrated and considering leaving , then offering incentives to make them stay . Retention begins during the onboarding process and is crucial in making new hires feel valued and supported from the outset .
If an employee feels abandoned from day one , they might question their decision to join . A well-structured onboarding process can improve retention and ensure employees are prepared to do their best work . A formal onboarding system also reduces the burden on existing employees , who might otherwise feel resentful if they have to support new hires without recognition . Here are key components for a robust onboarding process :
• Start with a Clear Job Offer Onboarding starts with a clear and detailed job offer . This should outline what is being offered and what is expected in return , including specifics discussed during interviews .
Clearly state the probationary period and expectations .
• Day One Schedule A clear schedule for the first day helps new hires acclimate . Include time to meet colleagues , set up workspaces , and handle administrative tasks . Arranging lunch with a group of employees can help ease social integration .
• Use Technology Incorporate technology to make training more engaging . Videos and interactive modules can be more effective than lengthy manuals .
• The Buddy System Pairing new hires with established employees provides a reliable point of contact for questions . This can also help identify potential future leaders .
• Plan 7 / 30 / 90 Day Check-Ins Regular check-ins at 7 , 30 , and 90 days allow new hires to ask questions and seek clarification , ensuring they are settling in well .
At CMD Recruitment , we are happy to evaluate your onboarding process and advise on best practices . A thorough and supportive onboarding process is essential for maintaining employee satisfaction and retention , ultimately reducing long-term hiring costs .
Get in touch with us to improve your onboarding process and boost your employee retention .
Call our expert team today on : 01225 805080 or email : info @ cmdrecruitment . com
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