Jun 25

People – minimising risk and building a resilient workforce

Written by Sally Togher
Head of Employment

DDI: 01423 724613
M: 07892 792453
E: sally.togher@raworths.co.uk

Most businesses need people, good people. Finding those people and achieving a harmonious employment relationship can at times be challenging.

Employment protection and entitlements have increased dramatically in recent years. The changes which will be brought in by Labour’s Employment Rights Bill will extend those rights even further. The most significant change will be the removal of the two year qualifying period for unfair dismissal. This will mean that employers will need robust recruitment processes and very careful managing of probationary periods when there will be a window of opportunity to terminate the employment, subject to following process.

Tips for minimising risk

Our top tips for minimising the risk of employment issues and claims arising are:

• Getting robust employment contracts and policies in place
• Ensuring careful recruitment and thorough induction processes are in place
• Educating line managers in following process and crucially the risks if they don’t
• Staying up to date with changes in employment law
• Taking advice when faced with problematic employees and before any decision to dismiss is taken

Tips for building a resilient workforce

Equally as challenging is keeping the right people, particularly in a challenging recruitment market which we are seeing across all sectors.

Businesses we deal with are seeing significant changes in what employees are looking for across different generations.  The trend of demands of the younger generation can seem challenging but could be met by relatively simple solutions.

Our top tips for building and retaining a resilient workforce are:

• Regular communication of business results and objectives
• Getting in place clear processes for progression
• Providing a voice, for example consulting with staff about what changes the business could make, how it could increase profit, how it could better utilise its people
• Providing health and wellbeing initiatives. This doesn’t have to entail huge cost. It could be as simple as organising regular lunchtime walks.
• Investing in positive initiatives, such as charity projects and environmental issues

How can Raworths help?

The Employment team at Raworths specialises in supporting businesses with both the preventative work such as the preparation of contracts and policies and line management training and with providing advice on all aspects of the employment relationship.

To discuss this article, please contact Sally Togher, a Partner and Head of the Employment team at Raworths based in Harrogate, North Yorkshire.

The information and any commentary contained in this briefing is for general information purposes only and does not constitute legal or any other type of professional advice.

Published on 12 June 2025