Welcome December!
Well, that was a busy couple of months! More training delivery, recruitment, investigations and of course, the ongoing culture conversations.
Not long now until our 1st birthday too which is exciting. 2024 will certainly hold some exciting growth and expansion plans so watch this space.
We continue to network, and this is also a focus in the new year. F&B HR are open to collaboration and to having conversations with likeminded people – whether they are also self-employed and on their own, or if they’re part of a bigger company or department. We all have so much to give. If you’re worried about competition, don’t be. There’s room for everyone and our ideas.
Welcome December!
Well, that was a busy couple of months! More training delivery, recruitment, investigations and of course, the ongoing culture conversations.
Not long now until our 1st birthday too which is exciting. 2024 will certainly hold some exciting growth and expansion plans so watch this space.
We continue to network, and this is also a focus in the new year. F&B HR are open to collaboration and to having conversations with likeminded people – whether they are also self-employed and on their own, or if they’re part of a bigger company or department. We all have so much to give. If you’re worried about competition, don’t be. There’s room for everyone and our ideas.
What’s next for F&B HR?
Training – we are lucky enough to have had some great feedback on the bitesize training sessions we delivered over the year to date so we will continue with these as well as develop more subjects that cover the employment life cycle. They will continue to be bite sized of around an hour so that it’s not taking up too much of your time. They will also act as a refresher for any skills or knowledge that you may have applied before but just needed that sense check, before you take any action.
Retained packages – as per our last newsletter, we have also had a few businesses ask about retained packages, which we do provide to businesses. We tailor make our services as not all businesses that we partner with, are looking for the same service. Some businesses ask to buy a certain amount of time from us either per week or per month or some want a selection of services over a course of 12 months so that they have peace of mind. Whatever you’re looking for, we can help.
Referrals – most of the businesses we work with have been through referrals (proud moment!). We ask those that we work with to leave a Google review for us, and you can do so here: https://g.page/r/CfPbExntUR_9EAI/review
We have also promised that if a Company refers us to another, we will make a charitable donation to the charity that the referrer chooses. Community is really important to F&B so we are committing to that and as we grow, so will the work and support we provide within our community.
What’s next for F&B HR?
Training – we are lucky enough to have had some great feedback on the bitesize training sessions we delivered over the year to date so we will continue with these as well as develop more subjects that cover the employment life cycle. They will continue to be bite sized of around an hour so that it’s not taking up too much of your time. They will also act as a refresher for any skills or knowledge that you may have applied before but just needed that sense check, before you take any action.
Retained packages – as per our last newsletter, we have also had a few businesses ask about retained packages, which we do provide to businesses. We tailor make our services as not all businesses that we partner with, are looking for the same service. Some businesses ask to buy a certain amount of time from us either per week or per month or some want a selection of services over a course of 12 months so that they have peace of mind. Whatever you’re looking for, we can help.
Referrals – most of the businesses we work with have been through referrals (proud moment!). We ask those that we work with to leave a Google review for us, and you can do so here: https://g.page/r/CfPbExntUR_9EAI/review
We have also promised that if a Company refers us to another, we will make a charitable donation to the charity that the referrer chooses. Community is really important to F&B so we are committing to that and as we grow, so will the work and support we provide within our community.
Keep your eyes peeled
Have you heard of Flexible Working Requests?
You may have a policy on what the process looks like and what the statutory steps are that you are obliged to take when you receive a request from an employee. Be prepared for the changes that are coming our way in 2024 (date to be announced). The new legislation means:
- Employees can make 2 flexible work requests in a 12-month period (and from day one of employment, rather than the current 26 weeks of employment).
- Employers are required to respond to these requests within two months.
- Employees no longer are required to detail how the flexible work request may be handled by the employer.
- Employers will be required to consult with the employee before rejecting the flexible work request.
You don’t have to be doing anything right now, but it’s worth looking over your policies to get ready for 2024. We can help you with that.
ICO Guidance on lawfully monitoring workers
The Information Commissioner’s Office (ICO) published guidance on monitoring workers while complying with the UK General Data Protection Regulation (UK GDPR) and Data Protection Act 2018 (DPA 2018).
The guidance emphasises:
- Making workers aware of the nature and extent of monitoring.
- Clearly defining the purpose of monitoring and using the least intrusive means
- Having a lawful basis for processing workers’ personal data.
- Informing workers about monitoring in an understandable way.
- Keeping information relevant to the purpose.
- Conducting a Data Protection Impact Assessment for high-risk monitoring
Are you sending up to date Employee Privacy Notices along with contracts of employment, to each employee which outlines what data you hold on them and how you will use it? Do you have an updated and fit for purpose data protection policy? We can help you with that.
Heard of ‘deadnaming’?
A transgender council employee, known as Miss AB, was awarded over £25,000 in compensation due to her employer’s failure to update her name after her transition. This oversight led to the continued use of her “deadname.” (Deadnaming refers to the practice of continuing to use someone’s pre-transition name.) She claimed sex discrimination, and the case highlights the importance of maintaining up-to-date and accurate employee records. If you need a policy written to help protect you from such a claim, we can help you with that.
Protection for employees that are going through the menopause
An all-party Parliamentary group published a Manifesto for Menopause, calling for seven reforms ahead of the next General Election. Employment-related proposals include:
- Requiring employers with over 250 employees to introduce menopause action plans to support employees experiencing menopause.
- Providing specific guidance to SMEs to support employees going through menopause.
- Introducing tax incentives to encourage employers to integrate menopause into occupational health.
The Manifesto was launched at a reception in parliament, at which the details of a survey by Menopause Mandate were shared. It revealed that 96% of menopausal women experienced a reduced quality of life due to their symptoms. Among working women, 64% were negatively impacted by menopause, but only 29% had employers with menopause policies. A case (Lynskey v Direct Line Insurance Services Ltd) confirmed menopause as a disability, and the employer’s failure to make reasonable adjustments resulted in discrimination. Mrs. Lynskey’s symptoms included low mood, anxiety, mood swings, poor self-esteem, memory issues, and poor concentration. The tribunal suggested a less discriminatory approach could have been taken.
Have you got a policy on menopause? We can help you with that.
Keep your eyes peeled
Have you heard of Flexible Working Requests?
You may have a policy on what the process looks like and what the statutory steps are that you are obliged to take when you receive a request from an employee. Be prepared for the changes that are coming our way in 2024 (date to be announced). The new legislation means:
- Employees can make 2 flexible work requests in a 12-month period (and from day one of employment, rather than the current 26 weeks of employment).
- Employers are required to respond to these requests within two months.
- Employees no longer are required to detail how the flexible work request may be handled by the employer.
- Employers will be required to consult with the employee before rejecting the flexible work request.
You don’t have to be doing anything right now, but it’s worth looking over your policies to get ready for 2024. We can help you with that.
ICO Guidance on lawfully monitoring workers
The Information Commissioner’s Office (ICO) published guidance on monitoring workers while complying with the UK General Data Protection Regulation (UK GDPR) and Data Protection Act 2018 (DPA 2018).
The guidance emphasises:
- Making workers aware of the nature and extent of monitoring.
- Clearly defining the purpose of monitoring and using the least intrusive means
- Having a lawful basis for processing workers’ personal data.
- Informing workers about monitoring in an understandable way.
- Keeping information relevant to the purpose.
- Conducting a Data Protection Impact Assessment for high-risk monitoring
Are you sending up to date Employee Privacy Notices along with contracts of employment, to each employee which outlines what data you hold on them and how you will use it? Do you have an updated and fit for purpose data protection policy? We can help you with that.
Heard of ‘deadnaming’?
A transgender council employee, known as Miss AB, was awarded over £25,000 in compensation due to her employer’s failure to update her name after her transition. This oversight led to the continued use of her “deadname.” (Deadnaming refers to the practice of continuing to use someone’s pre-transition name.) She claimed sex discrimination, and the case highlights the importance of maintaining up-to-date and accurate employee records. If you need a policy written to help protect you from such a claim, we can help you with that.
Protection for employees that are going through the menopause
An all-party Parliamentary group published a Manifesto for Menopause, calling for seven reforms ahead of the next General Election. Employment-related proposals include:
- Requiring employers with over 250 employees to introduce menopause action plans to support employees experiencing menopause.
- Providing specific guidance to SMEs to support employees going through menopause.
- Introducing tax incentives to encourage employers to integrate menopause into occupational health.
The Manifesto was launched at a reception in parliament, at which the details of a survey by Menopause Mandate were shared. It revealed that 96% of menopausal women experienced a reduced quality of life due to their symptoms. Among working women, 64% were negatively impacted by menopause, but only 29% had employers with menopause policies. A case (Lynskey v Direct Line Insurance Services Ltd) confirmed menopause as a disability, and the employer’s failure to make reasonable adjustments resulted in discrimination. Mrs. Lynskey’s symptoms included low mood, anxiety, mood swings, poor self-esteem, memory issues, and poor concentration. The tribunal suggested a less discriminatory approach could have been taken.
Have you got a policy on menopause? We can help you with that.
Are you paying the National Minimum/Living wage?
This is updated every April and from 1st April 2024, rates will be:
- National Living Wage for over-23s: £11.44 an hour from £10.42
- National Living Wage for those aged 21-22: £11.44 an hour from £10.18
- National Minimum Wage for 18 to 20-year-olds: £8.60 an hour from £7.49
- National Minimum Wage for under-18s: £6.40 an hour from £5.28
The apprentice rate: £6.40 an hour from £5.28 and the apprentice rate applies to people aged under 19, or people over 19 in the first year of their apprenticeship. If you are making a change to someone’s terms and conditions of employment, you should be confirming this in writing so that you have an audit trail of the changes you make. We can help you with that.
Increases to statutory payments in 2024
We have confirmed the increase to the family related and sick pay entitlements for you below.
Type of statutory payment – Statutory maternity pay, maternity allowance, paternity pay, shared parental pay and adoption pay
Effective Date –7th April 2024
New rate – £184.03 (or 90% of the employee’s average weekly earnings if this figure is less than the statutory rate)
Type of statutory payment – Statutory parental bereavement pay
Effective Date – 7th April 2024
New rate – £184.03
Type of statutory payment – Statutory sick pay
Effective Date – 6th April 2024
New rate – £116.75
Are you paying the National Minimum/Living wage?
This is updated every April and from 1st April 2024, rates will be:
- National Living Wage for over-23s: £11.44 an hour from £10.42
- National Living Wage for those aged 21-22: £11.44 an hour from £10.18
- National Minimum Wage for 18 to 20-year-olds: £8.60 an hour from £7.49
- National Minimum Wage for under-18s: £6.40 an hour from £5.28
The apprentice rate: £6.40 an hour from £5.28 and the apprentice rate applies to people aged under 19, or people over 19 in the first year of their apprenticeship. If you are making a change to someone’s terms and conditions of employment, you should be confirming this in writing so that you have an audit trail of the changes you make. We can help you with that.
Increases to statutory payments in 2024
We have confirmed the increase to the family related and sick pay entitlements for you below.
Type of statutory payment – Statutory maternity pay, maternity allowance, paternity pay, shared parental pay and adoption pay
Effective Date –7th April 2024
New rate – £184.03 (or 90% of the employee’s average weekly earnings if this figure is less than the statutory rate)
Type of statutory payment – Statutory parental bereavement pay
Effective Date – 7th April 2024
New rate – £184.03
Type of statutory payment – Statutory sick pay
Effective Date – 6th April 2024
New rate – £116.75
We are writing blogs on a variety of topics which you can find here: Blog – F&B HR Consultancy (fandbhr.co.uk)
If you would like us to cover a specific topic then do let us know.
Thank you for reading our latest newsletter and F&B HR wish you and your loved ones a very Happy Christmas. Here’s to a successful 2024.
If you need any people advice please do get in touch with us!
We are writing blogs on a variety of topics which you can find here:
Blog – F&B HR Consultancy (fandbhr.co.uk)
If you would like us to cover a specific topic then do let us know.
Thank you for reading our latest newsletter and F&B HR wish you and your loved ones a very Happy Christmas. Here’s to a successful 2024.
If you need any people advice please do get in touch with us!
