Join us for this free to attend event at Blackburn College where we will look at the 5 hot topics employers need to know about in 2022.
Is it time to talk about the menopause?
In the last three years the number of Employment Tribunal cases that relate to the menopause has increased exponentially. In September 2021, there was a parliamentary debate on the menopause which led to an increase in media coverage on the topic which found a lack of consideration in the workplace for those suffering with menopausal symptoms. As part of this session we will consider the legislation around the menopause and why it is important to have an open and supportive environment to protect your business against potential claims.
We will also take a look at mental health and how this can be supported in the workplace. A CIPD survey shows that mental health and stress-related absence is the most common cause of long-term sickness in workplaces and that this has increased in the last year due to the Coronavirus pandemic. Long term absence has a significant negative impact on many aspects of business. We will provide practical advice for employers in supporting employees with mental health issues and consider legislation and employer responsibilities to avoid problems arising.
From 11 November 2021, all care home workers and anyone entering a care home had to be fully vaccinated against COVID-19. A government consultation on whether to extend compulsory vaccinations to frontline NHS staff has concluded and it is confirmed that they too must be fully vaccinated. What does this mean for other sectors? We will consider the implications of this legislation for businesses and issues surrounding a compulsory vaccine stance.
Sexual Harassment in the workplace
The Government has now published its consultation findings on workplace sexual harassment which introduces a duty on employers to prevent sexual harassment and protect employees against third-party harassment. There are plans to publish a new statutory code of practice along with guidance for employers on preventing sexual harassment and new legislation is anticipated in 2022. We will look at an employer’s responsibilities in relation to sexual harassment in the workplace, best practice and any changes you need to know about.
It is anticipated that the Government’s Employment Bill will be published in 2022. As part of this bill, the Government opened up a consultation on implementing changes to the existing rights to request flexible working. The consultation closed on 1 December 2021. One of the main points considered was whether employees should be entitled to make flexible working requests from day one of employment. Other considerations were if the 3 month response time from employers to requests was too long and if employees should be allowed to make more than 1 request in 12 months. What are the potential changes and how will this affect employer’s and their responsibilities?