Feature Articles

A new year, a new start and a new focus for HR teams! 2021 was, arguably, the year of reactivity, to constantly stay up to date and comply with the Government’s ever-changing rules and regulations. However, as we move into 2022, we’re in a much better position to plan for what’s coming and be pro-active in assessing the impacts proposed changes may have on individual organisations. While it’s impossible to ever be 100% certain (a lesson sorely learned in 2021 — thanks Covid!), we’ve outlined the key measures which are expected in the coming months.

2021 has unquestionably raised unique challenges and opportunities. HR teams have been thrown an abundance of new laws, precedents, guidance and practices, so have been working tirelessly to ensure compliance and satisfaction from their individual organisations. It’s important to look back on the changes which have been implemented and assess what is needed for a successful 2022.

Following the rapid rise in Covid-positive cases of the Omicron variant, the devolved parliaments in Scotland, England and Wales have announced new restrictions. Scotland and Wales have taken a more forceful stance by banning crowds at sporting events, restricting the number of households represented in hospitality settings and re-introducing strict social distancing measures, to limit the transmission of the virus.

One of the major tools you can use to combat Covid transmission is ventilation in the workplace. Unfortunately, during the winter months, opening windows and doors can have a detrimental effect on working conditions. Working in a cold environment can feel unpleasant and distracting. If your workplace is too cold, it can also pose health risks.

Laura King outlines six ways to prepare your business against inclement weather this winter.

Since the announcement that the Government was to make Covid vaccination a legal requirement for workers in health and wider social care settings, employers are concerned about how it affects them and their staff. Laura Davie, Content Consultant at Croner-i, explores the typical Q&As regarding mandatory Covid vaccines in health and wider social care settings.

Since the announcement that the Government was to make Covid vaccination a legal requirement for workers in some care homes, employers are concerned about how it affects them and their staff. Nicola Mullineux, Content Manager at Croner-i, explores the typical Q&As regarding mandatory Covid vaccines in care homes.

Please note this article was written before the move to the Government’s “Plan B” from 10 December 2021 and re-introduction of work from home advice in England from 13 December 2021 and therefore is not applicable whilst this advice remains in place.

A vaccine to prevent serious health effects from coronavirus has been developed and made available to the public. In this article, Nicola Mullineux, Group Content Manager at Croner-i explores the top questions employers may have surrounding the vaccine, such as requiring employees to be vaccinated and more.

Please note this article was written before the move to the Government’s “Plan B” from 10 December 2021 and re-introduction of work from home advice in England from 13 December 2021 and therefore is not applicable whilst this advice remains in place.