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Importance of regular training – equality, diversity and inclusion

Posted on: May 5th, 2021 by Ginny Hallam

‘Stale, ineffective, brief and superficial’ – words used by an Employment Appeal Tribunal in a recent decision to describe bullying and harassment training delivered to employees. As a result, the employer was not able to successfully argue they had taken ‘reasonable steps’ to prevent racial harassment.

Key learnings:

Timing – the training had been delivered 14 months before the incidents in question and was therefore ‘stale’. Ensure that regular equality, diversity, and inclusion training and refreshers are in place.

Quality – in this case only one training slide referred to harassment which is ineffective in creating long-lasting impact – be clear on training aims and measures of success. Keep a record.

Delivery – equality, diversity, and inclusion training should be delivered ‘forcefully’ and thoroughly in order to have the desired long term impact on employees’ behaviour. Consider building in face-to-face training as well as online support for rounded and robust training.

We can support you to put in place a regular routine of equality, diversity and inclusion training tailored to your business. Our sessions are engaging, interactive and practical ensuring attendees can put their learning into action. Get in touch to find out what our sessions cover.

 

This update is accurate on the date it was sent (5 May 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

Tribunal tales #2 – tribunal trends

Posted on: April 28th, 2021 by Ginny Hallam

Employment tribunal claims continue to increase by 25% on the previous year. Here’s Halborns’ take on why claims are on the increase and trends in the type of claim we’re seeing. 

Claims still risinglatest figures show the Tribunal Service receiving 25% more cases compared to the same period in the previous year (October to December). This is likely to be a result of the increase in unemployment at the end of last year. With the end of furlough over the coming months (and presumably a spike in redundancies) we’re likely to see further increases to the number of claims issued.

Trends in types of claim – as you’d expect, we’re seeing more and more claims issued in respect of redundancies. In particular, claims focus on unfair scoring practices when redundant employees are pooled for selection.

Tribunal backlog – with the increase in cases comes an ever-growing backlog of cases for tribunals to deal with. Although many more tribunal hearings are taking place remotely, the Tribunal Service caseload is at an all-time high. It’s currently not unheard of for tribunal claims to take two years to reach a hearing.

Expert advice at the start of any people challenge or process can help to minimise issues arising further down the line and reduce potential litigation risk. Find out more about securing unlimited employment law advice through our Intelligent Employment service.

 

This update is accurate on the date it was sent (28 April 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

Free speech v harassment pt.2

Posted on: April 26th, 2021 by Ginny Hallam

Expensive exits, tribunal claims, and reputational damage are all possible if ‘speaking out’ is ill-judged and discriminatory. Here are our thoughts on striking the right balance:

Champion inclusivity – lead from the top, train, and reinforce with clear policies on what’s acceptable, what’s encouraged, and how to handle concerns. You can access our ‘dignity at work’ policy through Intelligent Employment, find out more here.

Empower – support with tools and training to identify issues, call out inappropriate behaviour, and nip issues in the bud. Click here for more detail on our sessions in this area.

‘Social’ media – be sure to make clear the boundaries and responsibilities required of your employees when using social media.

Supporting silence – remind employees that often there’s nothing wrong in withholding an opinion – you don’t always have to share your views. That said, reinforce the importance of speaking up (through the appropriate channels) if concerning behaviour is experienced.

Embed – proactively promote inclusivity with regular training. Tribunals are taking a dim view of a ‘tick-box’ approach to training with annual refresher sessions becoming the expectation. Click here for more detail on our sessions in this area.

If you’d like support with promoting equality, diversity, and inclusivity, please get in touch here for further advice.

 

This update is accurate on the date it was sent (27 April 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

Tribunal tales #1 – what to expect

Posted on: April 7th, 2021 by Ginny Hallam

Whether you’re battle-hardened by tribunals or have never been, a tribunal claim is never a welcome sight. So, we’re going to share with you our current insights on the tribunal process along with some tools of the trade to help reduce potential exposure to claims and compensation.

Here’s a taster of what we’ll be covering:

  1. Topical trends – current tribunal statistics and our insight on claimant trends
  2. Putting your best foot forward – proactive steps to minimise the impact from tribunal claims
  3. Evidence, evidence, evidence – the impact of evidence and why it matters
  4. Is winning worth it? – balancing tribunal defence with settlement ambitions
  5. Settlement – timing, options, and tactics

 

This update is accurate on the date it was sent (7 April 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

April wage increases

Posted on: March 25th, 2021 by Ginny Hallam

From 1 April 2021 National Minimum and National Living Wage rates will increase. If you’re thinking of making changes to employment contracts, they’re often easier to land alongside a wage increase. Here’s the detail:

1 April – rate increases

Age 23 and over – £8.91 (up from £8.72)

Age 21 to 22 – £8.36 (up from £8.20)

Age 18 to 20 – £6.56 (up from £6.45)

Age 16 to 17 – £4.62 (up from £4.55)

Apprenticeship rate (irrespective of age) – £4.30 (up from £4.15)

Get in touch for our support in updating your employment contracts and introducing the changes. 

 

This update is accurate on the date it was sent (25 March 2021) but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.