Our continuing series on workplace challenges involving relations between employers and employees, conditions, remote working, maternity rights, keeping on the right side of HR and yet more labyrinthine aspects of employment law has provoked strong reactions this year.
Perhaps more relevant than usual at this festive time of the year was the query regarding after-work events where alcohol might be involved, and about who might be responsible when things go wrong. The advice in part was to ensure employees are aware of dignity, respect, anti-bullying and harassment policies in the context of any workplace events.
The issue of remote working and what employers expect in this regard, what they can realistically secure and how employees can negotiate a stronger position for themselves has gained much traction throughout the year, and will certainly do the same in the new year.
Alongside restoring creativity or cohesion in the workplace, sudden calls to return to the office can be due to a myriad of reasons, potentially including an effort to “cull staff” or to rein in poor remote performers. The issue is set to remain of key interest in 2025.
Your work questions answered: I was humiliated and verbally abused by my manager, what rights do I have?
Your work questions answered: My employee has changed hours without permission, what can I do?
My company is clamping down on working from home. Can I reject this change?
Your work questions answered: ‘I have ADHD and so work from home a lot. When I go to the office, nobody speaks to me’
Searching for better career growth and development opportunities is among the most common reasons for switching jobs, but one reader suffering a serious long-term illness was advised they should not fear a lack of accommodating employers elsewhere once they can fulfil the role they were hired to do.
Another key area of interest is where an employer might try to insist that work to be carried out deviates from what was agreed in the first place with a worker. “If you’re going to update or alter a policy, you need to communicate that, and if it’s a significant update, meaning if it’s something that changes your essential terms and conditions of employment that are set out in your contract of employment, you have to get agreement,” said our expert on the subject.
How to maintain harmonious working arrangements will obviously remain a serious challenge in 2025. Send us your queries using the form below, and our experts will do all they can in this column to advise on the best way to proceed.
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