Swindon employers are being urged to review their workplace policies and procedures ahead of three significant employment law changes coming into force this October.
The HR Dept in Swindon says businesses should act now to make sure contracts, risk assessments and record-keeping are up to date, with the changes potentially affecting everything from employment tribunal claims to sexual harassment and trade union rights.
Employment tribunal claims
One of the changes will extend the statutory time limit for employees to lodge most employment tribunal claims from three months to six months.
The change covers claims including unfair dismissal, discrimination, whistleblowing and unlawful deductions from wages.
For employers, the longer window means potential disputes can arise considerably further down the line. Businesses will therefore need to ensure they retain thorough records and documentation relating to workplace decisions for longer periods.
New sexual harassment duties
New rules on sexual harassment will also strengthen employers’ responsibilities, changing the requirement to take ‘reasonable steps’ to ‘all reasonable steps’ to prevent sexual harassment.
Helen Imbusi, Head of HR Consultancy at the HR Dept, said the change would require employers to take a more proactive approach.
“Although this change seems only subtle, in reality it will make a big difference, putting the onus on employers to be much more proactive in preventing sexual harassment rather than reactive to issues raised,” she said.
“Employers must now actively spot risks and take every reasonable step to protect their staff. This legal obligation also covers harassment from third parties like clients, customers, or contractors.”
Helen said employers should use robust risk assessments alongside ongoing training to identify and reduce potential risks, including those involving customers, clients and contractors.
Changes to trade union rights
The third area of change concerns trade unions and employee representation.
Among the measures is a requirement for employers to provide staff with a written statement setting out their right to join a trade union alongside standard employment contract information.
Official union representatives will also gain a formal right to enter workplaces to meet staff, organise members and provide advice.
Helen said the scale of the changes meant businesses should not wait until the new rules take effect before reviewing their arrangements.
“With such fundamental changes taking effect all at once, employers simply cannot afford to take a wait-and-see approach,” she said.
“Getting contracts, policies, and risk assessments updated now will protect businesses from costly tribunal claims later down the line.”
The HR Dept in Swindon is advising local businesses to review their existing procedures and make any necessary changes ahead of the new requirements.
For advice on implementing the changes, contact Helen Imbusi on 01793 683 398 or by email at helen.imbusi@hrdept.co.uk.
More information is available from The HR Dept Swindon, North Wiltshire & East Cotswolds.
