2023 is bringing some challenges to employers, some of which we haven’t experienced in a long time. The rising cost of living has really created unprecedented changes for UK businesses.
It’s our job to be prepared where we can and receptive for when we can’t. And in order to reflect the changes, your HR policies need to be refreshed so that they’re reflective of the challenges 2023 will bring. That way you can protect your business and the rights of your employees.
In this post, we’ll look at some key HR policies to renew in 2023. These could be policies that you’ve already implemented or are considering implementing, but either way it’s advisable to add them to your handbook and inform your employees.
Policy Review
Adjusting and altering your HR policies isn’t really something you need to do on a regular basis. Rather it’s best to schedule in reviews over allocated time periods, for instance once a year. But once you have chosen the policies you will renew, make the draft changes on which you consult with your employees. They may have opinions, comments, or questions about them for you to consider before they are finalised.
Once the policies have been finalised, it’s important that you get confirmation from your employees that they’ve received them, understood and accept any changes that are being made.
Always keep a log of your policies and the date they were last reviewed to stay up to date with what still needs doing.
HR Policies To Renew For 2023
Employee Health and Wellbeing
Wellbeing is defined as the experience of overall health, covering all health areas; physical, mental, social, financial.
The health and wellbeing of employees is one of the focal points of 2023, and tools like the CBI Work Health Index will only encourage and develop your business’s health offer. This Index supports economy-wide investment levels in health and wellbeing interventions conducted for employees. It increases awareness of employee health.
Renewing employee wellbeing policies should reflect these issues and have strategies for encouraging and creating comfortable workforce cultures. Seeking help, support, or advice is promoted and wellbeing should be recognised and inserted into workforce practices.
Health and safety issues that impact both men and women are a topic for renewal in 2023, especially focusing on supporting those affected by domestic violence.
Use of CCTV
CCTV is a great security precaution for any business in the UK to have. You can safeguard your property and your employees from the threat of crime and conflict within the workplace. However tempting it may be to use CCTV in disciplinary situations, without a CCTV policy in place you will be infringing strict privacy laws. Laws that protect individuals’ rights.
If you use CCTV at work, you must have the right CCTV policy in place that adheres to the UK Data Protection Act 2018. It’s also necessary to inform your employees of the CCTV as they are being recorded and it is classed as personal data. That means that if an employee who has been recorded asks to see the footage featuring them, you’re obliged to honour this request.
You must check or review that the CCTV policy you have in the workplace follows the rules and guidance of the UK Data Protection Act 2018.
Personal Relationships at Work
Many of us spend quite a lot of time in the workplace and sometimes, forming relationships is inevitable. Relationships can sometimes affect work productivity or atmosphere, and when workplace relationships go wrong they can cause significant problems for employers.
Check your policies to see if they set out your expectations of when the employees are expected to tell you they are in a relationship. Also include how you will respond if a manager begins a relationship with someone they manage.
Employers do have the right to act if a work relationship has had, or may have, a negative effect on their business.
Social Media
An employer’s social media policy outlines how not just their organisation but their employees, also, should be conducting themselves on their online space. The thing is, everyone has a right to free speech but employer’s also have a right to protect the reputation of their organisation.
The fact that so many people have access to such an unfiltered space makes it impossible to know every little thing that’s been said by or about someone, but you will find out quickly enough from other employees who see posts.
However, you can outline the guidelines and rules you have for protecting your business reputation on social media. There continue to be cases of employees being dismissed due to inappropriate use of social media. The majority of employees will have access to social media. But that doesn’t mean that employers are unable to control what is said or done in their personal time about their employer or their work.
Review your social media policies to check your guidelines. Key employees in on the values and vision of your business. Explain to them of the purpose of the business and their role in it. It’s likely to help in protecting the reputation of the business on social media through professionalism and proper etiquette.
Are Your HR Policies Compliant?
To have HR policies that are compliant with the law is one thing, but it’s another to make sure they protect your business and the interests of your employees, too.
Metis HR are specialists in providing HR advice tailored to your needs. We will work with you to reach a considered decision that delivers the best outcome for your business. If you are unsure about what to do, contact the experts at Metis HR.
To discuss your next move, email us at info@metishr.co.uk or ring 01706 565 332 to speak directly to an experienced HR Consultant. We’re looking forward to hearing from you.
