New laws you need to know about

There are a host of of new laws coming into force this year. We run through them all outlining: when, what and how businesses should be looking to prepare.

The Carer’s Leave Act 2023 | This gives carers the right to request a week’s unpaid leave each year to care for a dependent with long-term care needs, among other things. Read more.

Workers (Predictable Terms and Conditions) Act 2023 | A victory for shift workers dealing with unpredictable schedules. It grants workers the right to request a predictable working pattern. Curious? Read more.

Pensions (Extension of Automatic Enrolment) Act 2023 | Ensuring that auto-enrolment into pensions happens from the age of 18. Read more.

The Protection from Redundancy (Pregnancy and Family Leave) Act 2023 | Helping those who go on maternity or family leave stay secure in their roles or be offered alternative options. Read more.

Employment (Allocation of Tips) Act 2024 | Ensures that all tips go straight to the staff who’ve earned them. Read more.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 | Beefs up employer responsibilities to protect employees from sexual harassment in the workplace. Read more.

Hitting the headlines…

Employment stories in the news that raised our eyebrows this month…

Premier League reaches out-of-court settlement with employee who had accused the organisation of racial and disability discrimination via The Daily Mail

Tweeting barrister’s employment tribunal appeal dismissed via The Law Society Gazette

Ex-firearms officer wins sex discrimination payout via BBC News

Hotel forced female manager to take more brutal pandemic paycut via The Times

Your questions, answered

Lucy Gordon, Partner, Employment & Immigration

Q: When all’s said and done, what are the genuine impacts Artificial Intelligence (AI) will have in the workplace, and what do HRDs need to keep top of mind?

When it comes to shiny new tech like AI, the chatter often revolves around the thrilling potential it holds. Yet in all the excitement, it can be easy to turn a blind eye to how it could impact run-of-the-mill stuff like our da-to-day work – which is equally, if not more, important.

For businesses and HRDs, it’s essential to have a clear picture of where and how AI is being used within the company – in real terms. And let’s not forget about its  “supercharging” effect – when use of AI amplifies certain employee activities, it can be a game-changer but it can also up the ante on risk.

We’re talking about both the sunny and stormy scenarios here. On the bright side, AI can boost employee productivity and might lead to changes in appraisal and training processes. But, on the flip side, reckless use of AI can open a can of worms, from IP risks to material that is inaccurate or doesn’t truly represent the individual’s or the company’s stance. 

To get a handle on this, it’s helpful to consider specific instances where AI might come into play and the meaningful and tangible changes this could trigger, both in terms of efficiencies and risks. Think about areas like hiring, appraisals, performance monitoring, and the like.

At the end of the day, businesses need to take a good, hard look at AI. It’s about balancing the pros with the cons and finding that “just right” pace of adoption – not too fast, not too slow – to stay competitive. It’s like finding the “Goldilocks zone” of AI adoption.