As 2025 gains momentum, employers should reflect on 2024 to see what lessons can be learned to pave the way for a smoother year ahead.
Throughout 2024, many organisations, from Amazon to PWC, started to make increased office attendance mandatory. With some degree of working from home now deeply entrenched in most office working culture, these decisions have received some media coverage and, in some cases, a public backlash.
Employers that want to encourage people back into the office could do so through incentives, such as creating a pleasant office space that caters to employees’ needs, for example, a designated space for quiet working. It is crucial to communicate the reasoning behind the decision and to be wary of the legal risks of demanding office attendance, such as potential indirect discrimination claims.
The Employment Rights Bill strives towards better protection for workers but, due to the government’s decision to push back most proposed changes until 2026, the impact of the bill has not been immediate. Various government consultations are expected throughout 2025 though, so expect plenty of development as the year progresses.
The Post Office scandal, involving the wrongful prosecution of hundreds of workers, revealed a culture of poor senior management that did not investigate repeated claims about the faulty software. This highlights the importance of cultivating an environment where employees’ concerns are listened to and investigated thoroughly.
To do this, employers must introduce a comprehensive policy clearly outlining the business’ complaints procedure and conduct training on it. Regularly repeating this training and ensuring the information is accessible, such as posted on the organisation’s intranet, so it can be referred to when needed, will help managers feel more confident when dealing with complaints.
The Huw Edwards scandal is a lesson in responding promptly to allegations of misconduct. It is essential that investigations are dealt with quickly but thoroughly, following company procedure to safeguard victims and ensure a high standard is set.
In this case, the public interpreted the slow response as the BBC ‘protecting’ the accused, causing damage to its reputation. Employers should be aware that such damage can negatively impact talent attraction and retention.
Matt McDonald is an employment partner at Shakespeare Martineau