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Why your hiring process is costing you top talent – April Newsletter

With April halfway through, and new budgets out. Businesses need to be thinking hiring plans for the year ahead and how to get ahead of the talent war.

Welcome Back to Faye!

Our candidate resourcer pro Faye is back after maternity leave. We’ve been lucky to find a flexible working arrangement that works for us all and so happy to have Faye back with the team.

Faye says “I am ready to go!! 🤩 I have had the best 10 months and made amazing memories. While I am missing my mini sidekick I know she is having the best time with her Nanny”. So if you have vacancies our team are ready to launch into action!

You don’t have a hiring problem – you have a decision problem.

“The best candidates aren’t being rejected… they’re walking away”

It’s something we’re seeing more and more across the market right now.

On paper, everything looks right:

Strong employer brand
Competitive salary
Solid pipeline of candidates

And yet..roles are still open weeks and months later.

Most businesses assume the problem is finding the right people.

In reality, sometimes the problem is what happens after you find them.

The pattern we keep seeing

The strongest candidates move fast.

Not because they’re desperate, but because they’re in demand.

While you’re:

Scheduling a second and third stage interview
Waiting for internal feedback
Comparing ‘just one more’ candidate

They’re:

Receiving offers
Accepting them
And disappearing from your pipeline

Quietly.

No rejection. No negotiation. Just gone.

The cost no one talks about

Every delayed decisions compounds:

Your team stay stretched and under pressure
Hiring managers lose momentum (and patience)
Standards start to slip out of frustration
And eventually, you hire reactively not strategically

Or worse, you restart the process entirely.

The myth holding teams back

“We’re just waiting for the right person’. It sounds sensible, it feels responsible. But in this market, it’s often a cover for indecision. Because the ‘perfect’ candidate? They don’t wait around to be discovered. They choose.

What high performing companies do differently

They treat hiring like the business-critical function it is.

They:

Define what ‘good’ actually looks like before they interview
Align decisions-makers early
Move quickly when they see the right signals
And trust informed judgement over endless comparison

They don’t remove diligence. They remove hesitation.

A simple question worth asking

If your last great candidate accepted another offer…

Where exactly did you lose them?

Was it:

Speed?
Clarity?
Confidence in the decision?

Because that’s where the real problem usually sits.

Want to see where you’re losing people in your process?

For more information or to subscribe to our newsletter.

Call us on 01516015288 or email info@jfrecruitment.co.uk

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The Strategy Behind Stronger Hires

Great Feedback on our Webinars

Redundancies are a difficult time for everyone. Yet with our webinars, you can empower your people or yourself during a difficult time because confidence and willpower go a long way in this job market.

Our webinars cover:

Writing a CV and cover letter
Optimising your social media
Applying for jobs and tracking applications
Interview Preparation
The Actual Interview
Post Interview Follow Ups

We can tailor our webinars to your business, and team, so call Claire on 0151 601 5288 or email claire@jfrecruitment.co.uk to discuss further.

Why Retained Recruitment Is a Strategic Advantage, Not Just a Hiring Mode

Most businesses don’t struggle to advertise roles.
They struggle to secure the right people

In competitive markets, especially at senior or specialist level, hiring is no longer an administrative task. It’s a commercial lever. The difference between an average hire and the right hire shows up in revenue, culture, delivery, and long-term growth. That’s where retained recruitment shifts the game. Retained search is not about filling vacancies. It’s about running a structured, targeted campaign to identify, approach, assess, and secure the best talent in the market, not just the most available.

The Strategic Benefits of Retained Recruitment

• Dedicated focus
Your role becomes a priority search, not one of many contingent bets. Time is invested in market mapping, competitor analysis, and proactive outreach.

• Access to passive talent
The strongest performers are rarely scrolling job boards. Retained models allow for discreet, strategic engagement with high-impact individuals who are not actively applying.

• Higher quality shortlists
Instead of volume, you receive a curated selection of thoroughly assessed candidates aligned on capability, motivation, and cultural fit.

• Faster decision-making
A structured search process reduces time lost in misaligned interviews and inconsistent pipelines.

• Reduced risk of mis-hire
Deeper qualification, market benchmarking, and structured assessment protect against costly hiring mistakes.

• Market intelligence
Salary trends, competitor movement, candidate expectations, and brand perception insights become part of the process.

Which Businesses Benefit Most?

Retained recruitment is particularly powerful for:

Scaling SMEs
Growing businesses often lack the internal infrastructure to run complex senior searches. Retained support provides immediate expertise without the fixed cost of building an internal team.

Founder-led or owner-managed companies
Where leadership time is limited, a retained partner can manage the entire search process while protecting brand and reputation in the market.

Businesses making critical hires
Whether it’s a Head of Sales, Operations Director, Finance Leader, or technical specialist, certain roles directly impact performance. These hires warrant a strategic search approach.

Companies entering new markets or launching new divisions
When the hire will shape direction, culture, and commercial success, precision matters.

Organisations without consistent hiring volume
If recruitment is sporadic rather than constant, retaining a specialist partner can be more cost-effective than maintaining a full in-house function.

Why It Matters

Every significant hire shapes more than a job description. It influences performance, culture, leadership capability, and future direction. When the stakes are high, recruitment shouldn’t rely on visibility alone. It should be driven by research, insight, and deliberate engagement with the right people in the market. Retained recruitment provides structure, commitment, and strategic focus. It replaces chance with intent. For businesses that view talent as a competitive advantage rather than an operational task, the approach to hiring becomes part of the growth strategy itself. The question isn’t simply who you hire next.
It’s how you choose to secure them

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Redundancy support that makes a real difference

Supporting people through redundancy, with dignity and confidence

Redundancy is never easy. Even when handled with care, it can knock confidence and leave people feeling unsure about what comes next. For employers, it’s one of the toughest responsibilities to manage well.

Our “Get That Job” webinar was created to support people through that exact moment.

Delivered by two experienced recruiters, Joanne and Claire, the session offers clear, practical guidance on how to move forward with confidence. Both Joanne and Claire have been made redundant themselves, so they understand first-hand how challenging this process can be from both the employee and employer perspective.

In our one-hour webinar, we guide participants through:

Writing a CV and cover letter
Optimising social media and LinkedIn profiles
Applying for jobs and tracking applications
Interview preparation
The actual interview
Post-interview follow ups

For organisations navigating redundancy, this webinar is a simple, meaningful way to support people beyond the process itself. For individuals, it provides clarity, reassurance, and practical tools to help them take their next step with confidence.

If you’re looking to reduce the impact of redundancy and support your people in what comes next, our “Get That Job” webinar can be booked for teams or groups and tailored to your organisation’s needs.

Contact us to explore group bookings or tailored sessions.

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📣 Team News

Exit Interview – Success

Last year we introduced a new service, offering exit interviews for businesses that don’t have time to conduct them OR want to allow employees the opportunity for an honest and impartial exit from the business.

Which brings the employee closure and the business, an action plan to help reduce future turnover. Creating a culture where people want to stay and flourish.

Our clients are now seeing the results of this, proving when people leave well, businesses grow better.

If you’d like more information on this service, or want to discuss how to effectively structure exit interviews, call Claire on 0151 601 5288 or email claire@jfrecruitment.co.uk

Meet Claire?

Claire is a regular member of Networkin, an online networking group. They meet every other Friday morning 7am – 8.30am. The first meeting back open to visitors is Friday 20th February 2026. If you’d like to attend as Claire’s guest email claire@jfrecruitment.co.uk

Meet Jo?

Jo attends networking on Tuesdays and Thursdays. Every other Tuesday, you’ll find her at Boomerang Networking in Thursby House, Bromborough, 9am-10.30am. On Thursday mornings you’ll find her at BNI Chester at Grosvenor Pulford Hotel. She’s always looking to add to our list of trusted referral partners, so if you’d like to attend as her visitor, email jo@jfrecruitment.co.uk

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From HR to IT: Why Hybrid Work is a Game-Changer

With fall upon us, and the darker nights creeping in, people begin taking stock of commute time and hybrid working becomes even more appealing. Hybrid work has transformed from a temporary fix into a powerful long-term strategy. Across head office departments, HR, Finance, IT, Sales & Marketing, and Admin teams are finding new ways to collaborate, innovate, and thrive. The benefits are clear: happier employees, stronger performance, and a real boost in attracting top talent. In this edition, we explore how hybrid work is reshaping the future of head office roles for the better.

📣 Team News

Charity Golf Day

Jo attended a recent Charity Golf Day held at Aldersey Green in aid of Vision Support Charity, the day raised a total of £1365 for the charity, which will help them continue their mission to support and empower people with vision impairment.

Meet Claire?

Claire has recently joined an online networking group called NetworkIn, they meet every other Friday morning at 7am online. The next meetings are 3rd & 17th October 2025. If you’d like to attend as a visitor completely free of charge as Claire’s guest, email claire@jfrecruitment.co.uk

Meet Jo?

Jo attends BNI Chester who meet every Thursday morning at Rowton Hall in Chester. She’s always looking to add to our list of trusted referral partners, so if you’d like to attend completely free as her visitor, email jo@jfrecruitment.co.uk

How Head Office Roles Are Adapting to Hybrid Work

Hybrid work isn’t just a trend—it’s become the norm across head office functions like HR, Finance, IT, Sales & Marketing, and Admin.It’s helping organisations thrive and employees flourish in new and meaningful ways. Here’s why:

Harmony Between Home & Office Unlocks Happiness& Productivity

A recent UK study of over 1,000 workers found that 75% of hybrid employees experience less fatigue and stress, while 86% savour the extra time freed up by skipping commutes. That contributes to 74% feeling more productive and 76% more motivated overall. The Guardian.

This clarity and energy translate across departments—from HR managing sensitive documents to IT teams needing focused time for systems work,to Sales & Marketing collaborating creatively in the office. Hybrid is proving impactful everywhere.

Hybrid Is Here to Stay—Across Sectors

CIPD data shows 83% of UK organisations now have some form of hybrid working, with 35% requiring two office days and 33% requiring three. cipd.org

In contact centres—home to many back-office and support functions—71% of advisers work at least some of the time from home, and this is expected to remain robust through 2027. HR review | HR News, Opinion & Advice.

Flexibility = Talent Magnet

Hybrid work isn’t just good for current teams—it’s pivotal for building future ones. One study found 83% of people are more likely to apply for jobs advertised as flexible, and 39% would consider leaving if flexibility wasn’t an option, especially millennials. Zoom

As a recruiter for head office roles, offering (or even just advocating) hybrid policies can boost your appeal across HR, Finance, IT, and beyond.

Standard Chartered Leads with Trust

Bill Winters, CEO of Standard Chartered, champions flexibility—letting employees choose when to come in, modeling hybrid work himself and visiting the office about four days a week. He believes in trusting professionals to manage their schedules, and it’s working. Business Insider

Better Well-Being, Smarter Business

ONS data highlights how hybrid workers save an average of56 minutes per day in commuting—and gain 24 extra minutes for rest and15 more minutes for exercise. Wikipedia

So HR teams, for example, gain more clarity and energy to attract and care for people. Accounts teams perform with sharper focus. And Sales and Marketing folks arrive fresher, bringing their A-game to collaboration.

A Unified Approach Across Departments

HR: Coaches new starters virtually and meets in person for cultural alignment.
Finance / Accounts: Completes detailed tasks at home, collaborating in-office for audit and strategy.
IT: Manages support remotely, reserves on-site time for hands-on infrastructure tasks
Sales & Marketing: Innovates remotely, collaborates in-studio or in-office for campaigns.
Admin Support: Handles coordination and scheduling from anywhere—at home or in the office.

Every department stays connected, energized, and efficient, not despite hybrid work, but because of it.

Lets Be Real!

Hybrid work is more than a setup, it’s a competitive advantage. It elevates productivity, wellbeing, recruitment, and departmental cohesion. As a recruiter in financial services and head office roles, you’re uniquely positioned to champion this model, connecting candidates and employers around flexibility, trust, and performance.

Want to talk how hybrid can work for you? Call us on 01516015288.

CANDIDATE SPOTLIGHT

HR Manager – Chester/Ellesmere Port/Deeside – £50-55k

CIPD Level 7 Pending
Generalist HR Manager
Standalone or with a small team
Set up policies and guide change
Strategic thinker
Excellent communicator

To hear more about our candidate, contact Claire on 01516015288 or email claire@jfrecruitment.co.uk

Last Three Vacancies Filled

HR Advisor – Wirral – £38k
Claims Handler – Liverpool – £32k
Administrator – Wirral – £28k

Just for LOLS

Jobs of the Future (That Might Exist Sooner Than You Think…)

Digital Detox Therapist
Someone to help you put the screen down, or lock it away!

🌱 Fun Fact
Bubble wrap was originally created to be wallpaper

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🧭 Quarterly Snapshot: Team News and Market Update!

As we move into the second half of the year, we’re seeing some significant shifts across the head office recruitment landscape in the North West. Whether you’re planning to hire permanent staff, bring in temporary cover, or onboard contractors for specialist projects, here’s what you need to know.

📣 Team News

Baby News!

You may remember our lovely Faye went on maternity leave, and we’re so happy to report she’s had a beautiful baby girl. Both mum and baby are healthy and enjoying bonding!

Meet Claire?

Claire has recently joined an online networking group called NetworkIn, they meet every other Friday morning at 7am online. The next meetings are 8th and 22nd August 2025. If you’d like to attend as a visitor completely free of charge as Claire’s guest, email claire@jfrecruitment.co.uk

Testimonial Tears

We received a lovely testimonial from Darren Jamieson after we helped his daughter find a temporary job for the summer. Brought Jo to tears, featured Jo and Darren presenting the accolade at an event.

Meet Jo?

🧭 Quarterly Snapshot: What’s Happening in the Head Office Recruitment Market?

📈 Hiring Trends: Still Active, But Cautious

While recruitment activity remains healthy, particularly in professional services and tech, many businesses are approaching hiring with more scrutiny than this time last year.

Permanent hiring has slowed slightly due to budget caution, with more businesses choosing contract or temp solutions to manage headcount flexibility.
Project-based hiring is growing, especially in IT and compliance – short-term, outcome-driven engagements are increasingly popular.
Internal mobility and upskilling are on the rise as HR teams work to retain and develop existing talent.

👩‍💻 Role Demand by Function

Here’s where we’re seeing the strongest activity this quarter:

Function	Roles in Demand	Trend Insight
HR	HR Advisors, Talent Acquisition Partners	Focus on retention, internal hiring, DEI
IT	1st/2nd Line Support, Business Analysts	IT transformation + project rollouts
Accounts & Finance	Credit Controllers, Management Accountants	Pressure on cashflow, cost control
Admin & Office Support	Executive Assistants, Sales Admin	High demand but fewer quality candidates
Sales & Marketing	Digital Marketers, B2B Sales Executives	Demand for commercial growth and visibility
Insurance	Insurance Account Handlers, Underwriters	Sector is steady; client servicing and cross-selling remain key

⚠️ Candidate Shortages & Expectations

Candidate availability remains tight in key areas, especially:

Experienced finance staff (Part-qualified, AAT, and Management Accounting)
IT Support and Infrastructure
Digital Marketing generalists
High-level administrators and EAs

Additionally, candidate expectations continue to evolve:

Flexibility remains a deal-breaker – hybrid or remote options are highly sought.
Salary transparency is more important than ever in job ads and initial conversations.
Counteroffers are increasingly common – employers are working harder to retain their top people.

💷 Salary Movement Snapshot (North West Averages)

Role	Avg. Temp Rate	Avg. Perm Salary (mid-range)
HR Advisor	£18–22/hr	£32,000 – £38,000
IT Support (1st/2nd Line)	£20–25/hr	£28,000 – £35,000
Management Accountant	£22–30/hr	£42,000 – £50,000
Executive Assistant	£17–21/hr	£35,000 – £40,000
Digital Marketing Executive	£19–24/hr	£30,000 – £36,000
Insurance Account Handler	£18–23/hr	£30,000 – £36,000

Note: Rates can vary depending on sector, location (Manchester vs. wider North West), and contract length.

🔍 What This Means for Employers

Speed is critical: Good candidates are going off the market in days, not weeks. Slow hiring processes risk losing top talent.
Temp and contract talent is a smart buffer: For project spikes, absence cover, or budget-conscious hiring, it’s an efficient way to keep momentum.
Partnering with a specialist recruiter can streamline your process, provide market insight, and ensure cultural fit – especially in a competitive climate.

If you’re planning to hire , whether it’s a maternity cover, a full-time addition, or a short-term project role, we’re here to support you with up-to-date market knowledge, pre-vetted talent, and flexible recruitment solutions across the North West.

📞 Ready to talk?

Get in touch to discuss current availability or salary benchmarking for a specific role. 01516015288.

CANDIDATE SPOTLIGHT

Operational Manager – Wrexham – £35-40k

Team Leadership & Management
Sales & Customer Service Expert
Client Retention & Service Improvement
Account Strategy & Revenue Growth
Team Building, Leadership Development
Data Driven Insights

To hear more about our candidate contact Claire on 0151 601 5288 or email claire@jfrecruitment.co.uk

Last Three Vacancies Filled

Senior HR Advisor – Liverpool – £52k
Office Manager – Wirral – £35k
Service Operative – Wirral – £14.00p/hr.

Just for LOLS

Jobs of the Future (That Might Exist Sooner Than You Think…)

Emoji Translator
Because 😂 means different things in Tokyo and Toronto

🌱 Fun Fact
There’s a species of jellyfish that can live forever.
It resets its life cycle when under stress

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The Exit Interview

🧭 The Strategic Power of Exit Interviews

Insightful exits = smarter hires.

When someone leaves your business, they take with them experiences, opinions, and feedback that if captured properly can help you:
• Hire better replacements
• Improve onboarding
• Fix management or culture issues
• Prevent future turnover

❓ Exit Interviews: The Right Questions Matter

A quick “why are you leaving?” isn’t enough. To truly learn, you need thoughtful, open-ended questions like:

What initially attracted you to this role—and did it meet your expectations?
What do you think we could have done better to support your development or wellbeing?
How would you describe the company culture to someone new?
What advice would you give to the person taking over your role?
Was there a specific moment or factor that influenced your decision to leave?

Answers to these can uncover hidden issues, recurring themes, and missed opportunities.

🎯 Link Exit Insights to Recruitment Strategy

When you consistently review exit interview data, patterns emerge, and that’s recruitment gold.
You can use it to:
• Rewrite job descriptions to better reflect reality
• Improve onboarding where people felt underprepared
• Coach managers or tweak team dynamics
• Refine your employer brand to attract better-fit candidates

💼 How We Can Help

At JF Recruitment, we don’t just help you fill roles, we help you understand why they need filling.

Our Strategic Recruitment Consulting includes:
• Complete your exit interview (often people feel more comfortable speaking to an external person)

Reviewing exit interview feedback
Aligning it with future recruitment goals
Helping you build a proactive talent management plan
Replacing departing staff with smarter, faster hires

📊 Why It Matters

📉 70% of leavers say they’d consider staying if changes were made earlier
📈 Companies who act on exit feedback reduce future turnover by 30%
💸 Saving even one bad hire can mean £20,000+ back in your budget

📞 Ready to Rethink Talent Strategy?

If recruitment still feels reactive, exit interviews might be your secret weapon.
Let’s talk about how we can help you turn farewells into forward motion.

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Exciting News!! Award Nomination – Help us Win!

Super excited to announce we’re been shortlisted for not one category but two in this years Liverpool Chamber Innovation in Business Awards 2024.

I’d love if you could spare a minute to vote for us – https://lnkd.in/eVbdN-7h

Our categories are Talent Development and Business of the Year Under 30 Employees.

These awards mean so much as 25% of the result is public vote, so your vote for us really matters.

Thank you so much!

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Optimise Your Onboarding Strategy

Ways to improve and optimise your onboarding strategy

To ensure new employees fully immerse themselves into your business culture, and engage with their new role, it is important to provide a seamless and friendly onboarding process. By taking these recommended steps, you can ensure that things move efficiently, from the job offer stage to induction.

1. Keep in touch

To ensure your candidate is receiving the right support, keep in touch. Let them know you are happy to help them with any queries, or support with notice periods or counter offers. We often suggest that you give the candidate a call within 48 hours to inform them of how happy you are that they are coming on board, and perhaps offer for them to visit the office beforehand to meet the team. This will help them transition fluidly to become an engaged part of your team.

2. Send the offer letter

The best way to secure the candidates commitment early on, and engage them straight away, is to not delay in sending the offer letter. Our advice is always to email the candidate on the day the offer is made outlining confirmation of the offer. Let them know that a written offer is on the way, either via post, email or both. Ensure that this is with them as soon as possible.

3. Induction and Introduction

On the first day of employment, give a tour of the office or building so that the new employee can feel at ease and become familiar with their workspace. If they are working remotely, set up a team video call to welcome them, perhaps including a short ‘get to know you’ session. Ensure the employee has access to thorough training, whether this is a formal induction, a video, or one to one mentoring. Depending on the role they have been hired for, decide when their duties officially begin, and have someone available to them to answer any questions they might have, and if possible, offer some one-to-one mentoring.

It is estimated that 60% of UK workers experience imposter syndrome connected to their work accomplishments. This can often be triggered by a new role, or increased responsibility at work, which is why it is key to implement a successful onboarding strategy. By practising the methods shown above, not only are candidates more likely to engage and flourish in their new role, but also reduce feelings of inadequacy and self-doubt. Some other methods to help combat feelings of imposter syndrome include:

Recognising you are experiencing imposter syndrome is the first step to combating it. Identify your unhealthy thinking patterns, and use cognitive behavioural therapy methods to challenge negative thoughts.
Asking for support when you need it is a sign of strength,not weakness. Struggling in silence can be very isolating in the workplace, so be sure to speak out to avoid a build up of work and worry.
Try to refrain from negative self-talk, instead regarding learning experiences as growth instead of shortfall.

In addition to recognising feelings of self-doubt within yourself, there are also steps you can take as an employer to become more aware:

If you can, encourage a healthy work/life balance for employees. By creating a safe and nurturing work environment, colleagues will feel more comfortable opening up about vulnerabilities, and maintaining a healthy balance will reduce risks of employees overworking and burning out.
By adopting mentoring and coaching practices, you can help those new to the workforce to feel supported by more experienced colleagues.
By keeping an eye on new colleagues who seem to be struggling, you can combat the early signs of imposter syndrome. Look for warning signs, such as withdrawal from team interactions, in order to support and address the issue.

CANDIDATE SPOTLIGHT

HR Lead- Chester/North Wales- £75-80K

Employee Relations
Training, Performance Management
E-Support/ Wellbeing
Policy Creation and Management
Recruitment and Onboarding
Talent Management
Tribunals

Top 3 Vacancies Filled This Month

Business Development/ Account Manager – Wirral – £35k
HR Advisor – Chester – £32k
Office Manager/ Secretary – Wirral – £38k

Just for LOLS

Jobs we’re glad aren’t a thing anymore…

Hacker

We wish we could tell you that hackers (computer hackers, that is!) no longer exist, but unfortunately, these working men were more handy with trees than HPs. Hackers were known as woodcutters, and were axed, yet again, due to technological advancements.

Fun Fact

Someone who suffers from “anatidaephobia” believes that somewhere, somehow a duck or goose is constantly watching them

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Employment Law changes in April

While it’s important to consider all the things you need to do to make you an attractive employer to the right candidates, the first thing you need to do is to make sure you are compliant with the law.

With the upcoming changes to employment law coming in April 2024, we thought we’d take a look at what’s changing and how it could affect you.

Changes to flexible working requests

We’ve spoken in the past about how important flexible working has become to candidates and the need to review your flexible working policies.

Now is the time to make sure you have those policies in place and your management are up to date and trained on how to handle requests in line with the regulations.

A good flexible working policy means you are better able to attract great candidates, and without one, you might just find yourself on the wrong side of new legislation. The changes being made mean employees can request flexible working from day one and can make 2 requests a year. They don’t need to make a business case for it, and you must respond within 2 months. You also need to consult with them before rejecting requests.

Changes to paternity leave entitlements

Making sure that dads can take time out when there’s a new addition to their family is really important. You’ll probably have a great paternity leave policy in place already, but you’ll need to be aware of the changes that have come into place recently.

From April 2024, paternity leave can be taken as two consecutive weeks or two separate blocks of one week to be taken within 52 weeks from birth (or placement for adoption).

The notice of entitlement should be given on or before the 15th week before expected week of birth.

Four weeks’ notice will be required to take each period of leave (except cases of domestic adoption where notice is seven days). Employees may give 28 days’ notice to vary the date of their planned leave if desired. Paternity leave pay has also increased from £172.48 to £184.03

More protection against redundancy during pregnancy, maternity, adoption, and shared parental leave

Another of your policies that you’ll need to revisit is redundancy. Pregnant employees and those returning from maternity, adoption, and shared parental leave will now have extra protections against redundancy. The redundancy protection period is extended until 18 months after the birth of a child for employees returning from family-friendly leave.

New carer’s leave entitlement

You may also need to update your current time off work policy, or create a separate carer’s leave policy. Employees will have this right from day one and take up to one week of unpaid leave per year.

Employees can take their full entitlement of a week in one go, or at different periods as long as they take at least half their working day each time.

Employees can use this leave to care for a dependent that needs long-term care.

Long-term care needs are defined as an illness or injury that lasts longer than three months, has a disability covered in the Equality Act 2010, or due to old age. In some circumstances, you may be able to postpone a period of carer’s leave.

Changes to holiday calculations

Another area of employment law to be updated are laws on how to calculate holiday entitlement, while pay for irregular hours workers and part-year staff is also changing.

The new rules only apply from the start of the first new leave year on or after 1 April 2024.

There are two methods available: the default method or rolled up holiday method.

If you have a leave year running from January to December, the new rules will apply from January 2025.

If these new rules are different to what you already have in place, this will be a change to your employee’s terms and conditions and their contract of employment.

Increase to the National Living Wage and statutory payments

The threshold for National Living Wage will be lowered to include 21-year-olds.

The new National Living Wage rate will be £11.44 per hour; £8.60 for those aged 18 – 20; £6.40 for those over school age but not yet 18, and apprentice rate.

Payments for Statutory Sick Pay will increase from £109.40 to £116.75 per week from 6 April 2024.

Payments for Statutory Maternity Pay, Statutory Paternity Pay, Statutory Shared Parental Pay, Statutory Adoption Pay, and Statutory Bereavement Pay all increase from £172.48
to £184.03 per week from 7 April 2024.

Don’t worry

We know this is all a lot to take in. With so many policy changes happening at once, it’s worth reminding you that we’re always here to help when you need us, and we work with some excellent HR companies who can help you to navigate the new legislation. Get in touch for more information.