Following their re-election earlier this year, the Labour government has promised fast and substantial changes to employment law. For employers and HR leads, sudden changes and new regulations and requirements can seem daunting, but don't worry - we're here to break them down for you!

In this article, we'll firstly take you through the changes employers should be aware of, before exploring how they are set to alter the employee benefits landscape.

Changes to healthcare in general

According to an article published by Howden, the new Labour government has made a commitment to providing extra funding for the NHS, particularly dental care and mental health support. Other plans include:

• Reintroduction of the “family doctor”
• Reduced waiting times for the NHS
• Pharmacists and opticians to have more control in overall healthcare delivery

The need for employer-funded healthcare

Given the strains placed on the NHS and record waiting times for appointments we’ve seen over the past few years, it’s no surprise that more and more people are going private. One study conducted by Howden Life and Health revealed a 46% increase among people who don’t have access to employer-funded healthcare choosing to invest in private medical insurance.

This trend shows that many people feel they have no choice but to pay for healthcare themselves, because the NHS is not in a position to meet their needs. Here's what our Medical Director, Dr Gidon Lieberman, recently said on the Labour government vision to reform the NHS:

What do the changes mean for employers

Unfortunately, the NHS is likely to continue to face challenges in the coming years, and employee demand for employer-funded healthcare will almost certainly carry on growing. From an employer's perspective, it’s important to remember the many benefits of offering healthcare benefits like Private Medical Insurance:

• Increased productivity: According to the Integrated Benefits Institute (IBI), businesses lose over $575 billion annually due to poor employee health.
• Attracting talent: 89% of survey participants considered healthcare benefits “very important” or “extremely important.”
• Reduced absenteeism: Employers who offer comprehensive health benefits experience 27% fewer cases of absenteeism compared to those who do not.

What if your business is not in a position to provide PMI or employee health and wellbeing benefits?

We understand that offering PMI to every employee is expensive and simply not viable for many businesses, especially since a recent 20% increase in private healthcare premiums that is pricing more organisations out of the benefit.

Fortunately there are alternative options such as health cash plans, virtual GPs and comprehensive wellbeing services (like Fertifa 💜) for businesses limited by budget. Fertifa can support your employees through fertility, menopause, family-forming, women's health, men's health, and neurodiversity challenges, too. If you're interested in implementing reproductive health benefits at your company, give us a call here.

For more ideas and inspiration on how to build a benefits package that suits your organisation and its people, be sure to check one of our HR guides below:

• Building an employee benefits package in 2024
• The top 7 employee benefits that will help you win the talent war
• SME 101: The 8 most impactful employee benefits for small companies

We know that building a benefits package that both works within budget and meets the needs of your workforce can be challenging. If you are looking for some guidance or have any concerns, please don’t hesitate to reach out!

Employment law changes

The new labour government have also announced immediate changes are set to be made to employment rights, include maternity benefits and sick pay, which employers may have to cover the first three days of. Other changes include:

• Ban on zero-hour contracts
• Established workers rights policies
• Increase in National Living Wage

As an employer, it’s important to stay updated with changes to employment law and how they might impact your organisation. This report from law firm Hill Dickinson offers a clear breakdown of the changes to employment rights the new government has advised us to expect. Here are some of the key point from the report – we hope you find it useful!

• Unfair dismissal rights: Currently, employees have the right to claim unfair dismissal after two years of employment. Going forward, they will have unfiar dismissal rights from day one
• Parental leave, flexible working and statutory sick pay (SSP): Rights to parental leave and flexible working will apply from day one of employments. SSP will extend to all workers.
• Sexual harassment – Greater protection for whistleblowers and women who report incidents of sexual harassment at work
• Maternity protection – For information on maternity and paternity rights, be sure to take a look at our article which includes all expected changes and additions under the new government.
• ‘Fire and rehire’ – The practice of rehiring dismissed employees under new conditions will be banned.
• Pay and equality – Outsourcing to avoid equal pay for women will be banned and larger firms will have to publish pay gap reports.
• Minimum wage to be reviewed
• Bereavement leave- Yet to be clarified whether bereavement leave will be paid or unpaid, but changes have been promised
• Unpaid internships- Set to be banned apart from when part of educational/training programme
• Menopause – Large firms (more than 250 employees) to produce menopause action plans, with new guidance on workplace measures to be provided

Check out our article on what changes were made to employment laws in early 2024 too.

What does the Menopause Action Plan mean for employers?

Companies with more than 250 employers will be required to establish an in-house action plans to support employees through menopause.

Every day at Fertifa, we see examples of just how detrimental menopause symptoms can be to employees, especially in the absence of effective workplace support. The announcement of a mandated Menopause Action Plan is step in the right direction towards support systems that make a real, meaningful impact to anyone facing menopause challenges in the workplace and adequately recognise just how tough they can be.

The need for menopause support in the workplace

Menopause can have an huge impact on people’s lives both inside and outside the workplace. Here are just some of the many statistics which demonstrate that employer-led menopause support is a necessity, and not just a “nice-to-have”

1. Retention: 1 million women in the UK who have experienced menopause challenges have left their jobs already due to inadequate support
2. Symptom Management: According to a 2023 British Menopause Society survey, 45% of women said menopausal symptoms had a negative impact on their work performance, including issues like concentration, mood swings, and fatigue
3. Awareness Gap: 72% of workplaces in the UK have no formal policy to support employees going through menopause, despite the fact that 59% of women felt uncomfortable discussing their symptoms at work.
4. Absenteeism: Research from The Menopause Charity found that 1 in 4 women considered quitting their job due to menopause, while 1 in 10 women reduced their hours due to symptoms, contributing to absenteeism and lost productivity.

If you’re looking to provide greater support for employees experiencing menopause, get in touch and a member of the team will take you through how to work with Fertifa. You can also download one of ourHR Handbook on how to support menopause in the workplace below,A

What will be required from Menopause Action Plan?

Here’s a breakdown of what will be required from larger companies under the new Menopause Action Plan mandate, which the government has promised to be in effect no more than 100 days after it's formation on the 17th July 2024.

• Larger companies (more than 250 EEs) will have to produce an annual ‘Menopause Action Plan’ that describes how women in their company are being supported through menopause.
• The government will publish guidance on how to support menopause in the work, but not specific requirements in recognition of the different and unique set of healthcare needs each workplace has. Suggestions for support that the government is expected to make include:‍
  • Education and awareness: Offer educational workshops or webinars to all employees to raise awareness about menopause and its symptoms. Provide specialist training and resources to managers on menopause and its potential impact on employees.‍
  • Supportive policies: Develop specific policies/guidelines that address menopause-related concerns, including workplace adjustments. Ensure that menopause is recognised as a legitimate reason for sick leave when needed.

• Flexible working: Where possible, allow flexible work hours or remote work options to accommodate menopausal symptoms such as heavy bleeding, insomnia, anxiety, and headaches. Consider job-sharing or reduced hours as temporary adjustments if needed.
• Clear communication channels: Encourage open communication between employees and managers to discuss any workplace adjustments or concerns related to menopause. Establish a confidential process for requests if needed.
• Inclusive culture: Foster an inclusive workplace culture that promotes empathy and understanding among colleagues. Encourage co-workers to be supportive and respectful of anyone experiencing menopausal symptoms. Talk about menopause in the workplace to help end the stigma and normalise it.‍
• Menopause champions: Menopause champions can be instrumental in helping build a more inclusive and diverse workplace. They signal a commitment to employee wellbeing, and help boost productivity, job satisfaction and retention. They also provide a safe space for sharing experiences, seeking advice and receiving practical support.

How Fertifa can help your organisation set up a Menopause Action Plan

Through human-led clinical care, we support employees with ongoing care throughout their menopause and perimenopause journeys. Businesses we partner with provide their employees with access to:

• Our suite of educational employee resources, created and curated by medical experts on the most asked-about menopause topics
• Menopause specialists through video consultations with our in-house clinical team
• Treatment plans for menopause symptoms, including Hormone Replacement Therapy, delivered straight to their door

By working with Fertifa, you can be sure that your people are getting the help they need, when they need it, from our world-leading team of menopause specialists.

Want to discover how we support employees through all health journeys relating to women’s health, men’s health, menopause, fertility, family-forming and neurodiversity? Book a call with a member of the team - we'd love to chat.