By Michael Dobson, Director of Sapphire HR
As we settle into the wake of the April Employment Rights Act updates, it is tempting to take a breath. However, to maintain a resilient, highperforming culture, I’m encouraging business leaders to look ahead to the significant compliance updates landing in August, October, and December.
August: A new reality for industrial action
The mid-year point brings a fundamental modernisation of trade union engagement. By August, electronic and in-person balloting for industrial action will become the standard, provided mutual agreement exists. Crucially, the removal of the 50% turnout requirement lowers the barrier to entry for industrial action.
My advice is to not wait for a ballot to open and instead prioritise proactive employee engagement and transparent internal communication now.
October: The zero-tolerance standard
October marks an important regulatory milestone, specifically regarding workplace culture. We are moving to an ‘all reasonable steps’ mandate to prevent harassment. Critically, this includes third-party liability, holding employers accountable for the actions of clients or customers.
Additionally, the legal window for Employment Tribunals is doubling from three to six months. This is a permanent extension of the statutory limitation period.
I encourage businesses to audit their workplace culture today. These upcoming changes require evidence-based prevention to be woven into daily operations, which takes time to embed.
Strategic sector shifts
Beyond the broad protections, October to December introduces granular changes that will hit specific industries:
New duties will require employers in hospitality to consult on tipping policies and update them every three years.
Employers will be required to inform workers of their right to join a union.
A dedicated negotiating body for the adult social care sector will launch.
The Mandatory Seafarer’s Charter will solidify higher standards for pay, job security, and health and safety.
The Sapphire HR perspective
Ultimately, these legislative developments should be viewed not as administrative burdens, but as a catalyst for professionalising your HR policies and procedures. In my experience, employers who audit their processes in advance find themselves in a significantly stronger position than those who wait for legislation to take effect.
At Sapphire HR, we focus on helping organisations build the infrastructure to navigate these shifts with confidence. The most effective time to align your procedures is now, so that your business is resilient, compliant, and prepared well before the deadlines.
www.sapphire-hr.co.uk
