By Michael Dobson, Director of Sapphire HR
Is your business prepared?
For many of the SME owners and directors I speak with across Newcastle and the wider region, there is an apprehension regarding the upcoming Employment Rights Act, which signifies one of the biggest shifts in employment law in a generation.
The April milestone brings several critical updates, most notably, Statutory Sick Pay (SSP) is being overhauled. The removal of the three-day waiting period and the lower earnings limit turns SSP into a day-one entitlement for all, regardless of their earnings level. Simultaneously, paternity leave and unpaid parental leave will become day-one rights, stripping away the previous service requirements that often acted as a buffer for employers.
While the much-discussed day-one protection against unfair dismissal is to evolve into a six-month statutory probation period by 2027, the cultural shift begins now. With the establishment of the new Fair Work Agency, a single enforcement body with the power to investigate and fine businesses for noncompliance, you can no longer afford to have an outdated HR policy or staff handbook.
At Sapphire HR, we’ve spent the last year scaling our own operations to meet this demand. Following a significant five-figure investment from the Northern Powerhouse Investment Fund II, we have expanded our team of advisers at our Newcastle city-centre headquarters in Clavering House. Our mission has always been to provide reliable HR consultancy with the personalised, agile touch that North East businesses value.
To navigate the upcoming legislative shifts, businesses need flexibility. That is why we provide HR On Demand (HROD), a pay-asyou-go solution designed to give you instant access to our expertise exactly when you need it. It ensures that even the smallest employer can benefit from the same level of tailored HR consultancy and legal protection as a large corporation, but with the total cost control and freedom of a no-contract service.
As we move toward April, my advice to North East employers, regardless of scale or sector, is simple: don’t wait for the deadline to audit your risk. Review your contracts, tighten your probationary management processes, and ensure your line managers are trained to handle these new rights with confidence.
Those who prepare will not only stay on the right side of the Fair Work Agency, but will also find themselves better positioned to attract and retain the best talent our region has to offer.
www.sapphire-hr.co.uk