New legislation in 2024 and beyond aims to make workplaces fairer, with a focus on supporting families, preventing harassment, and enhancing flexibility. Here’s a concise overview:
For further information on the above, please contact [email protected]
Following on from David’s Employment Law updates article above – I’m going to share why it is important to review and update your contracts and handbooks at least annually.
Reasons for updating your employment documents are as follows:
Legal Compliance – each year we see new or revised legislation coming through. It is very important to reflect these in your employee documents to ensure legal compliance.
Protect the Company – by mitigating risks. Employment documents that are clear and current with the latest legislation provide clarity to employees & managers and provide direction and guidance on process and procedure for the whole business. If your employment documents are outdated they may contain policies and procedures that are no longer enforceable which can cause confusion and also could expose the business to unnecessary risk.
Company changes – update your handbook and contracts to ensure they reflect any company changes (cultural, vision, values etc). This will ensure the documents are aligned with the current values and strategy for the business.
Recent employment law changes have come in the form of updates to Paternity Leave & Flexible Working, and the introduction of a new Carer’s Leave Act, which should be reflected in your handbook.
Once you’ve updated your handbook ensure these changes are communicated to your employees. If the company handbook is non contractual you can inform the employees of the changes, if contractual you will need to consult on the changes.
If you would Agile HR to review and update your handbook or contract please do reach out to [email protected]
With the ever evolving workplace, fostering diversity and inclusivity are not just buzzwords but a necessity. One crucial aspect of creating an inclusive environment is the use of gender-inclusive language. Gender-inclusive language acknowledges and respects individuals, regardless of their gender identity. This promotes a culture of equality and respect.
Below we’ll dive into the importance of gender-inclusive language in the workplace and provide practical examples to help you integrate it into your professional communication.
Why is using Gender Inclusive Language important?
Here are some helpful examples:
Stop saying… | Instead, try using… |
Hi Guys Hello Ladies, Welcome Ladies & Gentlemen | Hello All, Good Morning Everyone, Welcome Team, Good Afternoon Folks! |
Gender specific job titles: Salesman Saleswoman Chairman | Non-gender spcific job title: Salesperson Sales Representative The Chair/ Chairperson |
He/ Him She/ Her (when discussing those who have not comfirmed their preferred pronouns) | They/Them/ Their |
Dear Sir Dear Madam | Dear <First Name> To Whom it May Concern |
If you would like more information on using inclusive language in the workplace, please contact [email protected]