Third Party Harassment
What should an employer be doing to try and prevent harassment of its employees by client, customers or other third parties?
Recent changes in the law around third party harassment mean employers need to action to prevent this.
📽️ In this video short we cover some practical examples and what preventative steps employer’s should be taking in this area.
ℹ️ For further information on how Osborne & Wise can assist your business contact us on info@osbornewise.com
Third Party Harassment - Dan’s thoughts on the changes brought in to legislation in October 2024
‘Right to switch off’
‘Right to Switch off’
This video short discusses the changes proposed by the Labour party manifesto.
The ‘right to switch off’ requires that employees do not have to work outside of core hours. We feel that it will follow other European countries who already implement a ‘voluntary code of practise’.
What businesses can do to prepare:
Review current working practices - organise work flow effectively
Have conversations with employees about what should be expected of them outside of core working hours.
Optimising technology and encouraging rest and time away from work which can lead to increased productivity in the long term.
Flexible working as a ‘genuine default’
Flexible working as a ‘genuine default’
In this video Dan reviews the Labour party’s proposal to make flexible working a ‘genuine default’ or the ‘new norm’.
But what does this mean? We feel it will mean a shift in the burden from employee to employer.
An employer who wishes to refuse a flexible working request will have to demonstrate why it can’t be granted.
How do businesses prepare?
undertake an internal review on how the requests are currently processed
review related policy documents
This is not a right to flexible working but will create a shift in employee expectations and how tribunials will review these decisions.
Making Unfair Dismissal a Day 1 Right - how can your business prepare?
Labour Reforms: Unfair dismissal, a Day 1 Right
Once brought in employers will have to follow a fair process and justify a dismissal as fair from the 1st day of employment.
Here’s what we’re saying to our clients to ensure they are prepared for these changes:
Familiarise yourself with what a ‘fair’ process would look like
Tighten up and improve recruitment processes
Review probation periods & length of those periods
Avoiding Mistakes in Gross Misconduct Dismissals
Extract: An employer discovers a serious incident. Their immediate thought is: “it’s gross misconduct”. With this first impression in mind, it is tempting to rush into confirming a dismissal. But it is always sensible to press the pause button before moving forward. There are important procedural boxes to tick to avoid successful tribunal claims.