First published on Tuesday, February 18, 2025
Last updated on Tuesday, February 18, 2025
Welcome to HR Heartbeat, where we give you a rundown of the week’s top employment law stories. Stay on the pulse of current trends impacting your business, plus get up-to-the-minute commentaries on all things HR and legal.
Firms plan to cut jobs as employment costs rise
Companies are planning to cut jobs or recruit fewer people ahead of rises to National Insurance payments and wages, according to a survey of UK employers.
Businesses surveyed by the Chartered Institute of Personnel and Development (CIPD) said they would raise their prices to cover increasing employment costs. Employers are currently facing higher National Insurance Contributions (NICs) and an increase in the National Minimum Wage from this April. The survey found that over a third of the 2000 firms it spoke to planned to cut jobs or hire fewer workers.
Experts recommend employers begin by finding efficiencies in other areas before resorting to drastic measures. BrightHR’s HR Software can help you cut costs—calculate just how much via our Payback Calculator. If you do find yourself in a position where redundancies are necessary, it’s important you do it right. Use our navigator to get step-by-step guidance and 24/7 employment law advice.
Growing calls for rights for parents of seriously ill children
A petition calling for employers to offer career breaks for parents of severely ill children has sparked a major debate in parliament, highlighting a longstanding gap in workplace protections.
More than 100,000 people signed the petition initiated by Christina, whose personal struggle ignited her campaign for change. Christina lost her job of 19 years because of the extensive care required for her daughter, Skye, who was diagnosed with acute lymphoblastic leukaemia in December 2021.
Unable to secure immediate state support, she relied on donations while advocating for a legal framework allowing parents in similar situations to take career breaks without the fear of losing their jobs. Her efforts led to a Westminster debate on the issue, with further discussions planned before Easter.
Kate Palmer, employment services director at Peninsula, says that “looking at the current support available, it’s understandable that there are arguments for a career break to be a legal right for parents of seriously ill children.” For more information on upcoming changes to family-friendly rights, you can read our article here, or alternatively, try asking our superfast AI tool Bright BrAInbox: ‘What is the Neonatal Care Bill?’
TV chef accused of sexually inappropriate behaviour reminds employers to be vigilant
Allegations against TV chef Gino D’Acampo are now mounting into the “dozens”, which he has strongly denied. The investigation also uncovered that at least one production company knew about staff concerns but continued working with D’Acampo.
ITV News reported that most of the people they spoke to were too afraid to make complaints. They were working as freelancers and feared it would impact their chances of getting future jobs.
Employers—turning a blind eye won’t make the problem go away. In fact, it can make things worse if the harasser remains unchallenged. The Worker Protection Act which came into force last October means that employers have a legal duty to take reasonable steps to prevent sexual harassment. This new duty is a proactive one, meaning that your business needs to assess risks and take action before allegations are even made.
Navigating allegations of sexual harassment in your business can be difficult—always seek expert support from qualified experts to minimise legal risks to your business. For instant advice, try asking Bright BrAInbox: ‘What can I do to show I am preventing sexual harassment at work?’
And that’s a wrap. Tune in next week for more headlines to make sure you stay ahead of major employment law changes!
