February HR news roundup

Employers must make “reasonable adjustments” for menopause

The EHRC stated that menopause symptoms could be deemed a disability, warning employers to make “reasonable adjustments” or risk legal action. 

Recent guidance from the Equality and Human Rights Commission (EHRC) highlights critical updates regarding menopause policies in the workplace. Menopause symptoms may now be considered a disability, necessitating employers to make “reasonable adjustments” under the Equality Act 2010. Failure to do so could lead to discrimination claims.

The EHRC emphasises the importance of supporting menopausal employees by offering practical solutions such as rest areas, flexible hours, and adjustments to uniform policies. Positive conversations about menopause are encouraged to foster an inclusive environment. Additionally, disciplinary action against women for menopause-related absences may constitute discrimination.

The guidance underscores the legal obligations of employers to ensure fair treatment and provides insights into mitigating the impact of menopause on women at work. It suggests measures like providing cooling systems, promoting flexibility, and varying shift patterns. Employers are urged to adapt their policies accordingly to ensure inclusivity and fairness. Legal implications underscore the need for employers to understand their responsibilities under the Equality Act 2010 and health and safety legislation.

Practical steps include:

• Education,
• setting up safe spaces for discussions,
• And implementing strong menopause policies.

Ultimately, embracing menopause support not only enhances workplace inclusivity but also demonstrates a commitment to employee wellbeing.

Carer and parental leave laws coming in April 2024

The act will create a new statutory leave entitlement that grants up to one week of unpaid carer’s leave per year, to employees who are caring for a dependant with a long-term care need. 

Recent legislation, including the Carer’s Leave Act 2023 and the draft Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations, brings significant changes to carer and parental leave entitlements, impacting UK businesses. Effective from 6 April 2024, the Carer’s Leave Act introduces a day-one right for employees to take up to one week of unpaid carers leave annually to care for dependants with long-term care needs. While this aims to support carers in balancing work and caring responsibilities, concerns have been raised regarding the absence of paid leave, potentially disincentivizing uptake.

Labour MP Justin Madders highlighted the risk of undermining the legislation’s intent due to unpaid leave, emphasising the need for paid carers’ leave. Despite government reservations about imposing additional burdens on businesses, calls for paid leave persist, with concerns over financial strain on carers. The legislation also enables employers to postpone carers’ leave requests, prompting concerns about power imbalances and employees’ rights.

Additionally, the draft regulations aim to enhance redundancy protection for pregnant employees, extending protection until 18 months after childbirth. However, critics argue that this addresses only a fraction of the challenges faced by pregnant employees and may not effectively combat biases held by employers.

To navigate these changes, HR professionals must familiarise themselves with the new legislation, consider implementing paid carers’ leave policies, and provide comprehensive training to combat bias and ensure fair treatment of employees. Upholding inclusive practices and supporting employees in balancing work and caring responsibilities is crucial for fostering a supportive workplace culture and complying with legal obligations.

Find the statutory instruments for The Carer’s Leave Regulations 2024 here.

Gen Z thinks ChatGPT gives better career advice than managers

Almost half (47%) of Gen Z workers say they get better career advice from ChatGPT than their managers, a report by INTOO and Workplace Intelligence has found.

A recent report by INTOO and Workplace Intelligence reveals concerning trends regarding career support for Gen Z workers, indicating that almost half rely on AI tools like ChatGPT over their managers for career advice. Despite their desire for career guidance, Gen Z employees often feel detached from their managers, hindering their career advancement.

Lucy Fitzgerald, CEO of Fitzgerald HR, emphasises the limitations of AI tools like ChatGPT, which offer generic advice lacking the personalised detail necessary for career progression. While the advice provided by ChatGPT serves as a starting point, it fails to address individual circumstances and organisational contexts.

Jennifer Healy, people and culture director at Vivup, underscores the importance of personalised guidance from managers, highlighting the role of human-centric support in addressing employees’ unique strengths and development areas. This personalised approach is particularly crucial for neurodivergent workers, who may require tailored support beyond the capabilities of AI tools.

Suzanne Hurndall, relationship director at HR Inspire, stressed the evolving expectations of younger workers and the need for businesses to provide diverse training and development opportunities. Managers must be empowered with the skills to support and inspire their teams, fostering consistent and open communication to realise the full potential of younger employees.

In light of these findings, HR professionals must prioritise equipping managers with the tools and skills necessary to effectively support younger employees’ career development. This includes dedicating time for meaningful career discussions, integrating career development into everyday interactions and fostering a culture of continuous learning and development. By doing so, your business can not only meet the career aspirations of younger employees but also cultivate a pipeline of top talent for future success.