Three long awaited employment bills have now received Royal Assent and will soon become legislation for employers to comply with. The new legislation is:<ul><li>Protection from Redundancy (Pregnancy and Family Leave) Act 2023</li><li>Neonatal Care (Leave and Pay) Act 2023</li><li>Carer’s Leave Act 2023</li></ul>The exact content of the acts is yet to be finalised but we have summarised the key points of each bill below.Neonatal Care (Leave and Pay) Act 2023This act will allow eligible employed parents whose newborn baby is admitted to neonatal care to take up to 12 weeks of paid leave. This leave will be in addition to other leave entitlements such as maternity and paternity leave.The right to Neonatal Care leave will apply from day one of employment.The right to payment for this leave will be subject to having completed 26-weeks service.Carer’s Leave Act 2023This act will give employees who have a dependent with a long-term care need the statutory right to one week’s unpaid care leave per year. This right will apply from day one of employment.&nbsp;Employees will not be required to provide any evidence of their entitlement to the leave.Protection from Redundancy (Pregnancy and Family Leave) Act 2023This act extends the redundancy protection that currently applies to an employee on maternity leave (also adoption and shared parental leave) to employees that are pregnant or who have recently returned to work from such leave. Under current legislation an employee on maternity, adoption and shared parental leave must be offered a suitable alternative vacancy where one exists. The act will give this same protection to pregnant women as well as new parents returning to work from a relevant form of leave.The bill gives protection to a woman from the point she tells her employer she is pregnant until 18 months after the birth.Once we have clarity on the dates that the acts will pass into law, we will advise you again.Gavin Parrott

Three long awaited employment bills have now received Royal Assent and will soon become legislation for employers to comply with!

Upcoming legal changes

In today’s fast-paced world, creating and maintaining a healthy and safe work environment can often feel like a challenge. However, the benefits of prioritising health and safety in the workplace are immense, leading to happier employees, increased productivity and reduced absenteeism. This article will guide you through essential steps to help foster a positive culture of health and safety within your workplace.<h3 id="a158bfba-7d21-4863-8b4f-ed5362373511" data-toc-id="a158bfba-7d21-4863-8b4f-ed5362373511">Addressing common health hazards</h3>Recognising physical hazardsPhysical hazards are often the most noticeable threats in any workplace. Poor ergonomics, for example, can lead to musculoskeletal disorders, while cluttered or poorly maintained spaces increase the risk of slips, trips and falls. Regular inspections and risk assessments are vital to identifying potential physical hazards. Implementing solutions such as adjustable chairs and desks, along with maintaining a clean and organised workspace, can not only minimise accidents but also promote efficiency, boost productivity and prevent long-term injuries.Understanding chemical and biological hazardsWhile not always visible, chemical and biological hazards can present serious risks to employees’ health. Exposure to harmful chemicals can cause respiratory issues, skin irritations, or even more severe conditions over time. Similarly, bacteria and viruses can spread rapidly in enclosed spaces, potentially leading to illness outbreaks.Providing proper ventilation, encouraging the use of personal protective equipment (PPE), and enforcing strict hygiene protocols are key to minimising these risks. Furthermore, training employees in the safe handling and storage of hazardous materials ensures a safer work environment for everyone and can reduce waste and costs.Managing environmental and technological hazardsEnvironmental hazards, such as poor lighting and extreme temperatures, can have a significant impact on both comfort and productivity. Technological hazards, such as faulty equipment or cybersecurity threats, can disrupt workflows and compromise workplace safety. Regular maintenance checks and audits are essential to identify and address issues before they escalate.Installing energy-efficient lighting and temperature control systems can enhance the overall work environment providing guidance to staff on the benefits of good lighting, ventilation and temperatures. Moreover, equipping employees with the knowledge to recognise and address technological hazards helps foster a proactive approach to safety.Creating a positive health and safety cultureWhen health and safety is prioritised at every level of an organisation, it becomes an integral part of the company culture. A workplace that values safety and empowers employees to take responsibility for their own well-being and that of their colleagues. A safety-first culture encourages employees to speak up about potential hazards, adhere to best practices, and support one another in maintaining a healthy work environment.Leadership plays a critical role in fostering this culture. By setting a strong example and providing the necessary resources, managers can ensure that health and safety is recognised as a core value. Regular training, clear communication, and continuous monitoring and improvement of safety protocols are all vital to ensuring that the workplace remains safe, healthy, and conducive to long-term success.<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">Contact us today</a> to learn more about our comprehensive range of services including training, consultancy and membership options.

In today's fast-paced world, creating and maintaining a healthy and safe work environment can often feel like a challenge.

How to foster a positive and safe healthy work culture

Of course, this headline is slightly misleading.We all should recognise and accept that colloquialisms such as ‘Bird’, ‘Pet’ or ‘Duck’ are common and widespread and in most cases completely harmless.However, in a recent court case, this concept was challenged and when viewed in context, courts agreed that these terms could be seen as discriminatory.The definition of harassment is to make someone feel uncomfortable, humiliated, intimidated or offended.Generally speaking, us saying something in jest that misses the mark shouldn’t automatically be classed as harassment. It is when the behaviour is intentional, malicious or continuous despite being told to stop, that things take a darker turn.In the case of Chung v Whisky 1901, an investment firm, Ms Chung was awarded £51,000 in compensation, after complaining about derogatory language used by her colleagues.The courts found in favour of the claimant because the term ‘Bird’ was used as part of a wider pattern of attitude and behaviour, creating a hostile environment for Ms Chung.Associated actions included comments and intrusive questions about her relationships and family planning, and horseplay such as locking her out of the office.Ms Chung did not enjoy the so-called ‘banter’ and did not reciprocate – therefore setting her boundaries, which made the behaviour unacceptable and an example of harassment.Learnings for employers:<ul><li>We already prompted you to consider sexual harassment awareness training – the legislator put honours on the employer to educate their staff on the avoidance of harassment in the workplace.</li><li>Challenge banter and boundaries and be the guardian of victims who don’t feel that they have a voice. New team members in particular may not feel that they have the right to challenge the status quo, so will need support.</li><li>Act on complaint. Immediately! It is vitally important to take any complaints seriously and investigate and document them accordingly. Please don’t think that grievances will ‘blow over’!</li><li>Review and/or implement your policies and make sure they are living documents that have been read and understood by your workforce.</li></ul>

We all should recognise and accept that colloquialisms such as ‘Bird’, ‘Pet’ or ‘Duck’ are common and widespread and in most cases completely harmless.

Calling women ‘Bird’ is harassment

Many of our customers are family-run organisations and as consultants we more often than not are greeted by wagging tails when we come to visit.If your office is in your own home or a portacabin in a yard, then bringing your pet to work seems fairly natural for most of you.But what if you are sharing this space with staff and if they request flexibility when it comes to accommodating their doggy daycare needs?Here are some considerations to bear in mind when introducing animals into the workspace:Allergies and PhobiasInterestingly, only 8% of the UK population report a sensitivity to dog allergens – certainly not as high a number as we might think.However, combining this with people who generally feel uneasy about your best friend, or have a downright phobia, chances are that someone in your office won’t be happy about having to endure non-human company at work.Allergies and phobias are classed as disabilities so dismissing someone’s application because of it would be against the law. Instead, you should consider reasonable adjustments, which will vary according to your workplace and individual arrangements. If you are unable to leave your dog at home, maybe discuss the possibility of remote working with your team member. Or perhaps you can come to a hybrid arrangement where you don’t commit to bringing your pet in on certain days, alternating occupation of the workplace.An occupational health appointment may help to determine the severity of allergies and potential eliminators.Service PetsGuide dogs have been around for many years and most of us will be aware that they have a right to accompany their owner in public places and also work spaces.However, what if you have someone with an allergy or phobia in the office, as well as someone with a service dog?Both disabilities are valid and must be considered and you will have to risk assess and agree a solutions between all parties.You may also want to consider arrangements such as breaks (toilet breaks for the dog should be awarded in addition to lunch breaks but don’t have to be paid), areas for feeding and toileting, desk position (away from drafts and main walkways) and lease arrangements (ie additional carpet cleaning etc).We are now also experiencing an increase of emotional support animals for people affected by mental health conditions such as anxiety or PTSD. These animals don’t have to be trained but must be registered to evidence that they have been ‘prescribed’ for the purpose of disability support.ESAs don’t have the same legal rights as service animals. However, because they are essentially a disability support aid, employers must consider if it could be a reasonable adjustment to allow them in work.<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.esaorguk.com/">Emotional Support Animals UK Registration</a>Impact on performance / attendanceHave a conversation with your team around the positives of having an animal in the office – pets can be a huge morale booster for most of us!But also talk about putting the job first and remind people to get on with it, if you catch them getting distracted by cuddles.Ultimately, it’s the owner’s responsibility to make sure their companion doesn’t become a distraction. So, upon introduction, it’s advisable to outline some simple ground rules and then review those regularly to ensure all are happy.<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.personneltoday.com/hr/cuddles-and-petting-in-the-office-but-not-with-humans/">https://www.personneltoday.com/hr/cuddles-and-petting-in-the-office-but-not-with-humans/</a>

Many of our customers are family-run organisations and as consultants we more often than not are greeted by wagging tails when we come to visit.