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Artificial Intelligence (AI) has emerged as a transformative technology that is rapidly reshaping various industries. AI refers to the simulation of human intelligence in machines that are capable of learning, reasoning, and problem-solving. As AI becomes increasingly mainstream, this powerful tool presents significant opportunities for employers to improve people management
The COVID-19 pandemic, and changes to UK immigration rules, have both significantly contributed to the challenges that many employers are facing with regards to recruiting and skill shortages. At the time of the pandemic, many businesses needed to re-prioritise tasks and focus on how the business could survive the period
In recent times, the landscape of work has undergone a significant transformation, with remote working becoming the norm for many employees in the UK. As the number of people working from home continues to rise, so does the importance of addressing the unique challenges to employers regarding ‘lone workers.’ The
SMEs continue to find it challenging to recruit. The data shows us in our most recent SME Business Survey 2022/23, which was published earlier this year, that recruitment was in the top 3 of major challenges facing businesses. 50% of respondents also acknowledged that recruitment was one area of the
The case The case of Charalambous v National Bank of Greece looks at whether a Disciplinary Manager must meet with an employee before deciding to dismiss. Mr Charalambous was accused of data breach because he was alleged to have breached the company’s data security policies. The hearing found him guilty
The case of Charalambous v National Bank of Greece looks at whether a Disciplinary Manager must meet with an employee before deciding to dismiss. Mr Charalambous was accused of data breach because he was alleged to have breached the company’s data security policies. The hearing found him guilty and he
We’ve been exploring the pros and cons of a 4 day working week, and looking closely at how employers are approaching this arrangement. You can read this month’s Hot Topic on the subject, and its accompanying webinar recording. As part of our webinar last month, ‘The pros and cons of
Open for Business is a coalition of businesses which aims to promote LGBTQ+ inclusion worldwide. It includes businesses such as Deloitte, LinkedIn, Virgin, Lego and Microsoft, to name just a few. The charity’s mission is to “exist to improve the legal and social situations of LGBTQ+ people around the world
The Carer’s Act 2023 was made into law in May 2023, but is unlikely to become in force until 2024. The legislation will give employees a statutory right to take unpaid time off to provide or arrange care for a dependant with a long term care need, and not to
The future of HR management is likely to be heavily influenced by artificial intelligence, with the market for AI in HR projected to grow rapidly. CEOs and HR professionals recognise the potential benefits of AI, such as improved hiring practices and workforce growth forecasting. AI tools are already being
In this case, Mr Hardy who had been employed by Topps Tiles since 2002, filed a complaint alleging unfair dismissal and disability discrimination after being dismissed from his position as a store manager in November 2019. He claimed to have suffered from depression for twenty years and insisted that his
A 360-degree appraisal is a tool which can be useful in supporting an employee’s development by providing a wider range of feedback to the employee than a standard appraisal review, thus helping to reinforce/change behaviour to improve performance in the job/future career development. What is a 360-degree appraisal? As the
During Mental Health Awareness Week, we’re offering our top tips, including what to do if an employee is struggling with mental health. We have heard a great deal about mental ill health in the last few months, whether this has been hearing how people have struggled during the pandemic or
Trans is an umbrella term for somebody who experiences gender incongruence, gender diversity or gender dysphoria, meaning they do not align to the sex they were assigned at birth. This includes someone who: intends to undergo, are undergoing or have undergone gender reassignment identifies that their gender is not the
This month, the Government have published guidance on how to measure and report on ethnicity pay differences. Whilst it is not a legal requirement to report on ethnicity pay differences, the Chartered Institute of Personnel and Development (CIPD), which is the professional body for Human Resources and people development recommend
Constructive unfair dismissal is when an employee is forced to leave their job against their will. Constructive unfair dismissal can be a result of an employer’s conduct such as a sudden demotion, pay reduction or job role change which leaves the employee feeling that they have no other option, but
Constructive unfair dismissal is when an employee is forced to leave their job against their will. Constructive unfair dismissal can be a result of an employer’s conduct such as a sudden demotion, pay reduction or job role change which leaves the employee feeling that they have no other option, but
Acas has published new guidance this month regarding reasonable adjustments to support mental health in the workplace. Under the Equality Act 2010, mental ill health can be considered a disability, which means that in those cases where it does, an employer is legally obliged to make reasonable adjustments. Reasonable adjustments
Neurodiversity describes how there are a range of differences in how a person’s brain and cognition function, therefore recognising that we are all different in how our brain processes, learns, and behaves. Neurodiversity encompasses both neurotypical and neurodivergent. Neurotypical means the person has typical neurological development or function whereas neurodivergent
Many organisations include return to work interviews as part of their absence management procedure, requiring employees to meet with their line manager on return from every sickness absence irrespective of the length of the absence. They are widely recognised as the most effective tool for managing absence. Not only are
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