Having got through the last tumultuous few years many employers will know that it’s not just Father Christmas that spends a lot of time planning for a ‘single event’. As we move towards 2022, contingency planning will still be on many employers’ radar, especially in light of the introduction of ‘Plan B’ measures in England to help tackle Covid. So, what are a few of the things it can be helpful to bear in mind from an employment law perspective when thinking about planning ahead generally?
- When considering different scenarios that may affect your organisation identify how employees may be impacted (if at all)
- Ensure managers are familiar with employee rights, your duties as an employer, the terms of employment contracts and the organisation’s past practice
- Identify rights your organisation may have which could be helpful in managing issues you are concerned your organisation may face, for example does your organisation have a contractual layoff and short time working clause if there is temporarily insufficient work for employees?
- Remember that whilst the organisation may find itself needing to take action, there may not always be a safe ‘quick-fix’, for example consultation with employees may be needed, such as in a redundancy situation so it’s important to bear this in mind when planning
In terms of HR trends, employers may in particular, want to watch out for increased levels of sickness absence as ‘winter health issues’ combine with Covid-19 sickness rates, employee ‘churn’ and difficulty recruiting.
As always it will be important to keep up to date with legal developments and any government announcements that may affect your organisation. If you have an employment law matter you would like to discuss, please do not hesitate to contact Kingfisher Professional Services Ltd as we are here to help. It’s important to seek advice on the facts of your situation before taking action in relation to any employee.