Last month brought key changes to the employment landscape, including the Labour Government’s Autumn Budget, which impacts payroll costs and introduces new funding opportunities. The Worker Protection Act 2023 also increased employer responsibilities for preventing workplace harassment. Additionally, Menopause Awareness Month highlighted the importance of supporting employees through a critical life stage. This roundup covers these updates and offers practical guidance for healthcare employers to navigate the evolving HR landscape with compliance and care for their workforce.
The Autumn Budget
The Labour Government’s Autumn Budget 2024 introduces key financial and HR changes for healthcare employers. Notably, National Insurance and National Living Wage hikes are set to raise payroll costs from the 25th of April 2025, necessitating budget adjustments for compliance and financial efficiency.
The Budget also earmarks £22.6 billion for NHS operations and £31 billion for hospital infrastructure to expand patient care and reduce facility strain. Organisations collaborating with the NHS may find funding opportunities through these investments.
To prepare, healthcare employers should consider:
- Budget Revisions: Adjust budgets early to manage higher payroll costs smoothly.
- Compliance: Train HR and finance teams on these changes and update payroll systems to prevent non-compliance.
- Funding Exploration: Identify NHS funding opportunities for partnerships that align with NHS goals.
- Strategic Planning: Re-evaluate long-term plans to manage rising costs and seek operational efficiencies.
Worker Protection Act 2023 now in effect
The Worker Protection Act 2023, effective from the 26th of October 2024, mandates healthcare employers to actively prevent workplace sexual harassment by implementing proactive measures. Under the new law, employers must demonstrate reasonable steps to prevent harassment, with employment tribunals now able to increase compensation by up to 25% for non-compliance.
Some of the steps that organisations and practices can take are outlined below:
Update Policies and Monitor: Refresh anti-harassment policies, carry out risk assessments, and establish clear monitoring and reporting systems.
Train and Empower: Regularly train staff on sexual harassment awareness and foster a culture where employees feel safe to report concerns.
Gather Feedback: Conduct staff surveys and audits to gauge effectiveness and continually improve.
Implementing these steps enables healthcare employers to create a safer, more respectful workplace that aligns with the new legislation.
Menopause Awareness Month
October marked Menopause Awareness Month, with World Menopause Day observed on October 18th. These initiatives focus on breaking the stigma surrounding menopause and promoting women’s health and well-being more broadly. They aim to increase awareness of menopause symptoms, treatments, and experiences across all stages, including pre-menopause, perimenopause, and post-menopause.
Menopause Awareness Month is a critical opportunity for employers to address and support the needs of their workforce as they either prepare to, or actively experience, the menopause. Ensuring that your company’s policies reflect an understanding of menopause fosters a safe and inclusive workplace and helps affected workers feel supported by their employer.
Your organisation can support menopause awareness by providing resources to all employees to improve understanding surrounding menopause, as well as considering appropriate accommodations to those navigating it, such as small breaks when needed. By undertaking actions such as these, employers can help reduce stigma, improve employee well-being, and retain valuable talent.
