First published on Tuesday, January 7, 2025
Last updated on Tuesday, January 7, 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 to raise prices due to tax and wage increases from Autumn Budget
More than half of UK companies plan to raise prices in the next three months as they face a “pressure cooker of rising costs and taxes”, the British Chambers of Commerce has said.
Nearly two thirds of companies said they were worried about taxes following the Budget, which announced a rise in employer National Insurance Contributions (NIC) and an increased National Minimum Wage, both due to come into effect in April 2025.
Businesses will need to review their salary and benefit policies to remain compliant and competitive. One way to save time with automatic updates and calculations is using end-to-end payroll software such as BrightHR Payroll.
Chaos for UK businesses and services hit by snow and severe flooding
The Met Office issued multiple weather warnings across the UK this week. With flooded roads, cancelled trains, and wellies firmly on—there’s a lot for businesses, services, and employees to contend with.
When staff can’t make it to work, a clear policy saves you from making it up as you go. Set expectations early by updating everyone on absence reporting, flexible working options, and any health & safety measures. Make sure to communicate any temporary changes in policy clearly and quickly.
You can start by downloading our free severe weather policy—because “winging it” isn’t waterproof.
Revenge quitting on the rise—what can employers do about it?
Revenge quitting—the act of leaving your job abruptly in response to negative experiences—is on the rise, according to a new Glassdoor survey. Data suggests the main reason are a lack of recognition, burnout, or disengagement with workplace culture.
“Ultimately, ‘revenge quitting’ is about people taking control in a world where they’ve historically had little power”, says Marais Bester, senior consultant at SHL.
To respond to this employers will need to focus on creating a genuinely positive workplace culture where teams feel valued, and grievances are addressed fairly and proactively. Conduct regular one-to-ones, ensure feedback channels are effective, and act quickly on issues before they escalate.
A smooth, professional resignation benefits both parties. For more advice on handling resignations, supporting your staff, and dealing with issues raised in a professional manner, try BrightAdvice.
And that’s a wrap. Tune in next week for more headlines to make sure you stay ahead of major employment law changes!
