Employment Law in 2016
So what’s new in employment law for 2016?
There are a number of changes on the horizon, all of which invariably, in some form or other, apply to your business.
2015 was exciting because of the election, ushering in scores of politicians offering promises to make employers’ lives easier for the sake of the economy. Rumours were rife and HR experts continue to track George Osborne’s announcements with speculative predictions about the impact on employment conditions for UK businesses. It’s all been a bit of a whirlwind.
Yet does that indicate a possible calming of the waters for employment law in 2016?
Of course not…let’s see what’s coming up for employers.
The introduction of obligatory gender pay reporting
Employers are now required to make public differences in gender pay within their organisation.
See here for more information: https://hr-24.co.uk/industry-news/turning-tide-gender-inequality-workplace/
A freeze on statutory pay rates
Statutory rates for maternity, paternity, adoption, shared parental leave and sick pay will all freeze in 2016.
Compulsory national living wage
Minimum living wage will be introduced for all working people above the age of 25. The living wage will be set at £7.20.
In addition to these changes, there are also a number of major employment law decisions expected in 2016, including:
Holiday Pay Commission
Will employers be forced to include commission in holiday pay calculations: https://hr-24.co.uk/industry-news/should-holiday-pay-include-commission/
Employment Tribunal Fees
Will Trade Unions succeed in ending the introduction of fees for bringing an employment tribunal claim?
We’ve polled our HR experts and this is what they predict will be the big changes to the workplace in 2016.
We all work more these days. Even when we not in work, we are never too far away from our mobile phones and email. Studies show that we work an average of 47 hours per week, although this is seen by many to be a conservative estimate. It is predicted that 64 managers expect their employees to be available outside of work. Consequently, we expect more workplaces to adopt a flexible approach to working hours to allow for this change in working patterns, with employees no longer measured on time spent in work, but on results and speed to complete actions.
How our organisations fit together are changing with the increase in flexibility. gone are layers of management, replaced by a flat structure consisting of fewer managers and more workers who take on more expansive roles. To accommodate this change, leaders will now have to be more open in their styles to cover their growing remit and encourage collaboration among employees.
Unfortunately, the number of workers who will suffer from stress is expected to increase in 2016. More than 50% of workers report to feeling burnt out with the extra demands now being placed on them. If left untreated, stress can manifest in toxic work cultures and a severe decrease in productivity.
This year we are expected to see the Generation Z cohort enter the workforce, bringing with it an increase in digital literacy – both in terms of skills and use. Employers need to plan for how the introduction of Generation Z workers will affect the culture of the workplace, including opportunities for growth and development. However, be warned, don’t forget to include the baby boomer generation in this planning, otherwise you could find yourself bombarded with accusations of age discrimination.