Employment expert Ami Naru has raised concerns about potential changes to unfair dismissal protections which could heavily impact travel firms.
Speaking at a recent industry event, Naru highlighted the likelihood of increased tribunal claims if the proposed ‘day one’ protection rules are enacted.
Recent discussions propose that the period for protection against unfair dismissal may be reduced from two years to the start of employment. This proposed change is causing ripples of concern within the travel industry.
This proposal could lead to a surge in tribunal claims, necessitating travel firms to be even more diligent in their hiring and probationary processes.
Ami Naru, a partner at Travlaw, expressed her reservations about these proposals. She suggests that such changes might overburden employers with the responsibility of navigating complex employment rules from the outset.
Naru stated, “If this is introduced, it’s going to create more work for employers,” underscoring the potential operational challenges businesses may face.
For travel companies, already navigating a complex regulatory environment, this proposed legislation could add another layer of operational complexity.
Companies may need to implement rigorous probationary periods and performance reviews to safeguard against potential claims under the new rules.
Employment expertise will become crucial as businesses adjust to potential legislative changes, necessitating a strategic review of current HR practices to ensure compliance.
Naru warns that a ‘day one’ protection could lead to a deceleration in hiring within the sector, as companies may become more risk-averse.
The recruitment landscape might see alterations, where firms exercise greater caution, potentially slowing down the hiring process and increasing scrutiny during probationary periods.
Under the current framework, the undue dismissal protections begin after two years of continuous employment. This offers businesses a buffer period to evaluate the suitability of new hires.
Plans suggest altering this timeline, impacting existing hiring strategies significantly. Firms anticipate the need to modify their practices based on the evolving legal landscape to remain compliant and competitive.
Travel firms are urged to stay informed about legislative developments to promptly adapt their strategies and avoid potential legal pitfalls in their employment practices.
Employment experts like Naru recommend that firms regularly review their HR policies, ensuring alignment with potential legal changes to mitigate risks.
Proactive measures include expanding legal counsel and developing robust onboarding processes to manage new hires efficiently and lawfully.
By anticipating changes in employment law, travel companies can better position themselves to handle the challenges these proposals may present, reducing the potential for costly disputes.
The anticipated changes to unfair dismissal laws underscore the need for travel firms to be vigilant and strategic.
In summary, the travel industry faces potential challenges from proposed changes to employment laws, particularly with ‘day one’ dismissal protections.
Travel companies must prepare to adapt to these changes, ensuring that their hiring and employment practices are robust enough to withstand increased scrutiny and legal challenges.
