This month, we sat down with Rob Elliott, our Senior HR Consultant, Solicitor, and Trainer, to discuss the current ‘hot topics’ in HR and Employment Law, including suggestions on how this may develop throughout 2022.

As Operations Manager for our HR and Employment Law team, Rob also gives an update on how we plan to continue supporting our clients.

Which areas of HR and Employment Law do you specialise in?

“I deal with the full range of employment areas and issues. This includes identifying and designing HR strategy, managing employee relations, and assisting with redundancies, restructures and business transfers involving TUPE.

I also give legal advice relating to Employment Tribunals and deliver various training courses covering leadership skills and personal development.”

What are the current ‘hot topics’ for our Consultancy team?

“We are receiving an increasing number of enquiries relating to recruitment and selection. It’s no secret that his has become challenging for many employers, while also continuing to manage home workers or planning to bring employees back to the office.

To support our clients, we are continuing to offer advice, consultancy support, and training for all stages of the recruitment process. The same also applies for the management of home workers or their transition back to the physical workplace.

Alongside this, diversity and inclusion remains a key topic, as well as matters involving grievances or disciplinaries. There have been many of these cases in the news as of late which should reiterate the importance of handling them correctly.”

Which areas of HR and Employment Law could become prominent in 2022?

“This answer will always depend heavily on the organisation in question, but there are some areas which should be noted by all.

One of these is the interplay between recruitment, retention, and employee preferences in terms of flexibility. If organisations refuse to consider these preferences, there could be instances where attracting and retaining employees becomes difficult.

A change to the Flexible Working Bill may also be published this year. We have already discussed this in one of our articles, but the main proposed change would see employees gain the legal right to request flexible working after one day of service rather than 26 weeks.

This would have numerous implications in terms of managing incoming requests, while ensuring company policies and procedures are up to date.”

How will AHR Consultants continue to support clients?

“The results from last year’s Client Satisfaction Survey were great, showing that 94% of our clients find the Consultancy team helpful and we are excited to continue building on this.

We will continue to support our clients with their individual needs by working together as closely as possible. Ultimately, this approach helps us to gain a better understanding of the strategic aims of each client that we support along with the challenges that they may be facing.

We hope to achieve this by continuing to have regular check-ins with our clients and manage ongoing matters actively.”

How can clients get maximum use of our service?

“Calling our advice line to discuss new or existing matters will ensure that our clients get the most from our service. The more embedded we are within a client’s organisation, the better we can develop our understanding of their objectives and desired outcome.

Requesting advice through an email is efficient in some cases, but talking the matter through on the phone will allow us to utilise our relationship to manage issues proactively.

Every call to our advice line is recorded, so we are happy to provide a copy of telephone advice if requested.”

If you would like to receive advice on a topic covered in this article, or any other area of HR and employment law, call us today on 0345 076 2288.