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Halborns is turning 10 in July! To celebrate, we’re doing all things ’10’!

We’re kicking off with the ‘top 10’ employment law developments you need to be keeping an eye on over the next 12 months…we know how to party!

1 – ChatGPT and AI – the appropriate usage of chatbots and AI tools at work should be high on everyone’s agenda. There’s loads of benefits to explore, but plenty of potential risk. We’ve added a new policy to Intelligent Employment as a starting point to help you manage boundaries.

2 – Brexit – we’ll need to keep an eye on whether any further employment laws will be listed for repeal following the government announcement that all EU-derived law will remain unless expressly removed. We also await further detail on changes to the Working Time Regulations and changes to TUPE consultation.

3 – Non-compete clauses – we await the legislation that will provide all the detail on the proposal to limit non-compete clauses to just three months.

4 – Neonatal care leave – a new right to allow up to 12 weeks of paid leave for eligible parents whose newborn baby is admitted to neonatal care.

5 – Unpaid carer’s leave – another new right to provide a week of unpaid leave to employees who are caring for a dependant with long-term care needs.

6 – Extended redundancy protection – extending protections for those on maternity, adoption or shared-parental leave to cover pregnancy and an extended period after they return to work.

7 – Flexible working – we await further detail on a bill proposing a day-one right to request flexible working arrangements.

8 – Predictable T&Cs – a new right to request more predictable terms and conditions (largely aimed at zero-hours workers).

9 – Mental health first aid – a bill is progressing through parliament aiming to make mental-health first aid part of physical first-aid training requirements within businesses.

10 – Equal pay – high-value claims against big high-street names (such as Next) continue to work their way through the courts. If successful we could start to see even more appetite for litigation.

Get in touch if you’d like to discuss anything we’ve covered in more detail.
This update is accurate on the date it was published, 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.

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