As HR leaders, it's essential to stay ahead of the curve when it comes to employment law changes. The latest research from Breathe HR reveals that many organizations are unprepared for the upcoming reforms, which take effect in October. According to the survey, 27% of HR professionals reported that their organization is unprepared for employer liability for third-party harassment, while 22% are not ready for the extension of employment tribunal time limits.
These changes are significant, and HR leaders must take immediate action to ensure their organization is compliant. The extension of employment tribunal time limits, for instance, means that employees will have more time to bring claims against their employers. This, in turn, increases the risk of costly litigation and reputational damage.
To mitigate these risks, HR leaders must prioritize readiness. This includes ensuring that all employees understand the new laws and their responsibilities, as well as implementing processes and procedures to prevent third-party harassment and sexual harassment.
It's also essential to recognize that these changes are not just a compliance issue, but also a strategic opportunity. By being proactive and prepared, HR leaders can demonstrate their organization's commitment to employee well-being and create a positive employer brand.
In terms of next steps, HR leaders should:
- Review their organization's current policies and procedures to ensure they are compliant with the new laws
- Provide training and resources to employees to ensure they understand their responsibilities and the new laws
- Implement processes and procedures to prevent third-party harassment and sexual harassment
- Monitor the impact of the changes on their organization and be prepared to make adjustments as needed
By taking these steps, HR leaders can ensure their organization is ready for the October employment law changes and position themselves for long-term success.