Seton HR Solutions

If we thought that saying farewell to 2024 and hello to 2025 meant easier times ahead, then think again!

But it needn’t be that way, and Seton HR Solutions can advise and guide you through whatever HR challenges you are faced with.

A couple of key points from 2024:

Changes to the Working Time Regulations were introduced by the government from the start of this year, simplifying calculations of holiday pay for irregular hours and part-year workers. Irregular hours and part-year workers will now have their holiday pay calculated as 12.07% of actual hours worked in a pay period, for leave years starting on or after 1 April 2024.

A new government from July, with Labour swiftly introducing their Make Work Pay plan. Labour has promised to consult on adjustments to employment status, including scrapping the UK’s current three-tier system and creating a single status of ‘worker’ in which people are either employed or self-employed. As part of several employment law reforms that will form part of an employment rights bill, Labour plans to introduce a day-one right to protection from unfair dismissal for all workers. Labour said it would legislate to ensure employees are given “basic day-one rights”, which also include parental leave, sick pay, and flexible working.

So, what about 2025?

We can certainly expect a few discussions on the governments “Make Work Pay” plan and their Employment Rights Bill. However, one area under review is reforms to Statutory Sick Pay and let’s remember that employers are responsible for paying SSP and this may be particularly important for small businesses.

Information shared recently by the CIPD explained the bill makes three key reforms to SSP by:
1.     Removing the current three qualifying or ‘waiting’ days, meaning that when it becomes law, employees will be eligible for SSP from day one of sickness absence.
2.     Extending eligibility to employees earning below the Lower Earnings Limit (LEL), currently £123 per week.
3.     Giving responsibility for enforcement of SSP to a new single enforcement body, the Fair Work Agency, once set up.

The CIPD welcomes these reforms and have championed the need for effective SSP reform for several years and have responded to previous government consultations on the topic.

But will the reforms alone achieve the government’s aim of ensuring that “no one should be forced to choose between their health and financial hardship” become evident over time? Or are further changes needed to create an effective financial safety net for people when they are too ill to work?

The ongoing government consultation with various parties will continue in 2025 and no doubt we will hear more information.

Extending seasonal best wishes to you all.

In 2025, will you have any concerns about how your business can support its colleagues and thrive through a changing people environment?