News
Bullying and harassment in the workplace can have serious legal, emotional, and organisational consequences. For HR professionals, it's essential to understand your legal obligations - and just as importantly - how to build a culture that prevents these behaviours from taking root.
From 26 October 2024, a legal duty came into force for all UK employers: you must take proactive, reasonable steps to prevent sexual harassment in the workplace. This isn’t just about responding to complaints — it’s about creating a safer, more respectful working environment before issues arise.
In the world of global mobility, where hiring overseas talent is vital to business success, the Sponsor Management System (SMS) sits at the heart of UK immigration compliance. For HR professionals, especially those managing sponsored workers under the Points-Based System (PBS), a strong grasp of the SMS is not just advisable - it’s essential.
In an era of increasing scrutiny around workplace fairness, the EU Pay Transparency Directive marks a pivotal moment for HR professionals. Its mandate is clear: pay systems must be built on objective, gender-neutral criteria. For organisations operating within the EU; or UK companies with EU-based employees; this means rethinking how jobs are evaluated and how pay decisions are justified. Failing to act could expose employers to legal, financial, and reputational risk.
A recent Employment Appeal Tribunal (EAT) decision has delivered a wake-up call for HR professionals and employers who rely on external consultants in disciplinary proceedings - especially in sensitive cases involving whistleblowing allegations. In Handa v The Station Hotel, the tribunal explored a complex legal question: Can external HR consultants be held liable for a dismissal claimed to be motivated by whistleblowing?
As AI tools increasingly find their way into recruitment processes, HR professionals face a complex balancing act: how to harness the benefits of automation while staying on the right side of employment and data protection law. One area gaining rapid traction - and scrutiny - is the use of AI detection software to flag job applications that may have been written by generative AI tools like ChatGPT.
As artificial intelligence tools become increasingly embedded in HR decision-making - from performance reviews to promotions and policy enforcement - HR professionals are faced with a growing challenge: how to harness the efficiencies of AI while safeguarding fairness, transparency, and compliance with employment law.
Managing employee absence is one of HR’s most sensitive and complex responsibilities. Whether it’s sickness, disability, or longer-term absence, the process must balance the needs of the business with fairness, empathy, and legal compliance. An effective absence management strategy not only supports workforce wellbeing but also protects your organisation from the costly risks of legal claims.
Every organisation has a legal duty to protect its people - and a clear health and safety policy is essential. Below is a preview of the key opening clauses from a model policy that aligns with the Health and Safety at Work Act 1974. With Lex HR, you can instantly generate the full version - complete, legally compliant, and tailored to your business needs, covering everything from risk assessments to staff training.
From chatbots to image generators, generative AI is rapidly changing the way we work. But without clear rules, it can also create real risks. That’s why LEX HR has developed a comprehensive Generative AI Policy you can adopt or adapt - giving your team clear, practical guidance on how to use AI tools responsibly, safely, and effectively in the workplace.
