New Government Brings New HR Policies: What SMEs Need to Know

With a new government in place, several significant changes to employment law are on the horizon. These changes aim to enhance employee rights and protections, but what does this mean for small businesses?
Tina Holt, HR Director, details the latest updates and their implications.


Key Changes in HR Compliance

Day-One Rights for Unfair Dismissal

Flexible Working Requests

Carer's Leave

Redundancy Protection for Pregnant Employees


Did you know: Brought in as part of the 2017 reforms to the Loi Travail (labour law), the French ‘right to disconnect’ allows employees to not receive, or to be able to ignore, all digital forms of work communication – phone calls, emails, texts, etc – outside of their defined and contracted working hours. 

Right to Disconnect

Zero Hours Contracts and One-Sided Flexibility

Single Enforcement Body

Family-Friendly Rights

Menopause in the Workplace

Are These Changes Set in Stone?

Not yet. While some changes, such as flexible working requests and carer's leave, have already been implemented, others, including day-one rights for unfair dismissal and the right to disconnect, are still proposed and awaiting final legislation. The new government has made clear commitments to these reforms, but the specifics and timelines may evolve as the legislative process progresses.

What This Means for Small Businesses

For small businesses, these changes represent both challenges and opportunities. The enhanced protections and rights for employees necessitate updates to HR policies and processes, potentially increasing the administrative burden. However, these changes also promote a fairer and more supportive working environment, which can only enhance employee satisfaction and retention.

To effectively manage these new HR compliance changes, SMEs should take several proactive steps. At RfM Transform, we provide cost-effective and comprehensive support to help you navigate these challenges seamlessly.

Recommendations for SMEs:

  1. Review and Update Policies: Ensure all HR policies reflect the new laws, particularly those related to dismissal, flexible working, and employee leave.

  2. Train Management: Educate managers on the new regulations and the importance of following fair procedures from the start of employment.

  3. Plan for Compliance: Develop a compliance plan to manage the additional administrative tasks and ensure all new rights and protections are respected.

How RfM Transform Can Help

At RfM Transform, we can help you with all of this and more!

Ensure your business not only meets the new HR compliance requirements but also creates a positive and supportive work environment. For more detailed information and tailored solutions, get in touch RfM Transform.


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