1. Sexual Harassment Law – Recap and Updates

The new law came into effect on 26th October, and though there was not an expectation to have training and documentation implemented by the 26th, it is expected that companies and businesses have begun to consider how they are going to implement changes over the coming months; however, recent surveys have indicated that 75% of companies are taking no action, creating a
massive financial and reputational risk.

• Employer responsibilities
  In our previous newsletters, we have addressed expectations on employers’ responsibilities to ensure they are taking steps to prevent sexual harassment in the workplace. Although this hasn’t been stipulated as to what exactly you should do, employers must implement policy and procedures that can be seen as more than just a tick-box exercise. You must also ensure you take steps to prevent sexual harassment from third parties (including customers, suppliers, contractors) as well as in the workplace (ie employees, managers, directors, owners, volunteers).
• Publishing your company’s action plan
  The UK Government today (29th October 2024) announced the intention to make employers publish their action plan to prevent sexual harassment in the workplace or be named and shamed. This should include:
  – Providing training – will you, and if so, how frequently, i.e. annually and upon induction. And will it be in-person or online? If online, how will you ensure employees are completing online training and understanding it?
  – Reviewing policy and procedures and risk assessments – these should be completed at least annually but potentially after a report of sexual harassment in your workplace to ensure it’s still relevant. Will there be consultation with managers/directors, or will
  you consult employees as well?
  – Your intentions to actively encourage reporting and declaration – how do you also intend to deal with these effectively?

  It is clear that employers are going to have to show categorically that they have taken all reasonable steps to prevent sexual harassment in the workplace.

• Repercussions
  Reactivity is not acceptable anymore – employers need to be proactive. If employers do not comply with this new law, they are breaking it. If an employer fails to take reasonable steps to prevent sexual harassment in the workplace, and a sexual harassment claim ends up in tribunal, the company can be found to be financially liable for not doing enough to prevent it.
• We do training
  At We do HR, we can offer comprehensive training and guidance on the steps you need to do. Please get in touch to arrange a discussion about what steps you need to take. If you wish to conduct some research yourself, check out the Equality and Human Rights Commission website

2. Drug and Alcohol Testing
Random drug and alcohol testing within companies is becoming more common, and some companies require a drug and alcohol test of an employee as part of their pre-employment check. But for those who don’t have it yet, what are the correct processes if you wish to introduce this into your business?

• What does testing entail?
  Testing can be done for a number of reasons: random, with cause, and/or pre-employment. Depending on your company needs, you may need regular or ad hoc testing.
• How do I introduce this policy into my Company?
  You need to give your employees at least one month’s notice of the policy coming into effect – this is referred to as a consultation period and allows employees the opportunity to ask questions, as well as cease use, and therefore removing traces from their system.
• We do Drug and Alcohol Testing
  At We do HR, our team is qualified to visit your workplace and conduct testing. Whether it’s for monthly random spot-checks, a one-off with cause test for an employee who you have reason to suspect of something, or for pre-employment requirements; we do the testing, so you don’t have to!

  Our fee is £150 (+vat) per hour, and we use specialised equipment that gives you answers
  within minutes. The added bonus of We do HR testing your employees is that we can support
  you at the time with managing the next steps if a result isn’t negative. Get in touch at 01325
  488425 if you are interested in this service.

3. Performance Management
The new legislation changes that have or are coming into effect over the coming months are intended to hold employers more accountable for things in the workplace – seemingly making harder work for employers. However, there is something that employers can do to put the accountability back onto employees – and that is all about how you handle your performance management within your business.

• Why is performance management important?
  Performance management provides opportunities for ongoing feedback, boosts employee engagement and can motivate employees to work harder. It also ensures managers can tackle performance issues with an employee whilst they are small – lowering the chances of workplace issues formulating into more formal and complex processes (i.e. grievances and disciplinaries).

  Setting expectations and tailoring support to employees’ needs based on their experience, background and current performance makes an employee feel understood and supported, whilst also setting clear expectations of how they can achieve and/or improve in their work. More open communication between managers and employees promotes a more open culture and supportive workplace – boosting employee retention and development opportunities.

• Target setting and records
  It’s important to maintain records of any one-to-ones, probation reviews and PDRs, in the event they need to be used as evidence for employees who are under-performing. Setting objectives and targets from day 1 isn’t micro-managing but rather enabling employees to use their initiative and skills to complete their job successfully. Setting realistic deadlines with reviews/check-ins means you can pick up on the small things whilst they’re still small; so the employee feel supported rather than critiqued. If you want support with implementing these changes to your business, get in touch

4. Breathe HR – Get Back Your Time
Are you struggling to manage your employees’ holiday and leave requests? Are you finding you’re miscalculating leave entitlement? Are you struggling to schedule in and handle performance management efficiently? Then it’s time you digitalised all of these and used Breathe HR.

• Easily manage holiday requests
  Get rid of that A1 calendar with stickers all over it, and instead take your holiday and leave requests online – Breathe HR’s built-in calendar automatically updates with the changes when someone decides they’re no longer going away, or a last-minute request comes in. You can also assign other holiday approvers, so the work isn’t all on you.
• Easily manage sickness & absence
  Furthermore, you can also monitor sickness and absence levels with ease: employees log their sick leave and you view their record. No chasing the employee down when they return to work to fill in paper forms. You can also run reports if you need them for evidence or formal meetings, and Breathe HR also uses the Bradford Factor (if selected) so you never need to do the calculations again!
• Optimise your performance management
  Utilise the onboarding and performance management features of Breathe HR to optimise your time and keep accurate records. Set objectives prior to meetings and allocate dates ahead of schedule, so you always know when a review is coming up (and so will the employee as it sends email reminders on your behalf). Monitor performance with the indicators to see who is on track or above, and who may need intervention. Anytime, anywhere – it’s all managed through a cloud-based software meaning you don’t have to be in the office to get done what you need.

  Get in touch if you would like a demo and to discuss how Breathe HR can save you time and
  paperwork.

Call 01325 488425 or email admin@wedohr.co.uk for more information.