As the employment law landscape in the UK is about to change under the labour government, the risks of not having an HR specialist on your team are becoming increasingly significant. From October 2024, employers will face stricter legal obligations, especially regarding sexual harassment and employee dismissal rights.
The new law mandates that all employers take proactive steps to prevent sexual harassment in the workplace. The burden of proof will be on employers to demonstrate that they have implemented adequate measures. Failing to do so can result in tribunal decisions that increase compensation by up to 25%. Without an HR specialist, companies may struggle to establish the necessary processes and training to mitigate these risks, exposing themselves to costly legal battles and reputational damage.
Additionally, the changes in probation and dismissal rights mean that employees can now apply for unfair dismissal claims from day one of employment. This shift places additional pressure on businesses, particularly small enterprises that might not have a dedicated HR team, to handle onboarding and probationary procedures carefully. An HR specialist can ensure that these processes are robust and compliant, reducing the risk of costly claims.
For small businesses, the absence of an HR expert can be particularly detrimental. Relying on general managers to handle HR tasks without the requisite expertise can lead to non-compliance with these new laws, resulting in financial penalties and a tarnished reputation. Having an HR consultant or specialist is no longer a luxury but a necessity to navigate the complexities of modern employment law.