The Top Care Organisation HR Issues in 2017

Maintaining a top care organisation will require changes in HR and with your employees in the not so distant future. Top Care Organisation HR Issues in 2017 will need to be understood to make a successful transition. There are some HR issues, which are affected by new regulations in the UK and others related to the changing world of skill requirements along with the quality of the employee environment.

Top Care Organisation HR Issues in 2017 and a Successful Transition

HR managers in the adult social care industry will need to understand the new laws and regulations while providing an inclusive approach in the workplace. While many new regulations won't take place until the middle of 2018, it will require HR care organisations to begin making the new changes, starting this year. Here is a guide to these new changes and expectations for the future.

Make clear your company values

This may seem like an old issue, but with Brexit it will be more important than ever to maintain a workplace that is inclusive. Care organisations will need to keep their workplaces free from bullying, harassment and other like issues. Making clear your company values will reduce any complex issues in the future. A diverse workplace is on the rise and there have been reports of increasing conflicts with the referendum vote. The focus of a top care organisation is the inclusion of all employees.

Employment Law Changes in 2017

With the Brexit referendum, aged care organisations need to be aware of these new government compliances. Here are some of the most important ones.

1. General Data Protection Regulation (GDPR) will take effect May 2018 in the UK, but care organisations need to prepare now for a successful transition. The consent to process personal data must be clear and specific giving the employee and the aged care provider legitimate interests for both. 

Aged care organisations will need their HR to audit employee data making sure they are in compliance with these new regulations. This will require the lead time, starting in 2017 to make sure for a successful transition.

2. Gender pay gap reporting will be required for the first time. Care organisation HR will be required to report information on male and female pay including bonus pay on a yearly basis. This will require participation this year and will need to be reported in April 2018 based on your 2017 data.

3. An apprenticeship levy will be applied to large aged care providers, but smaller organisations will receive funds to pay for their apprenticeship training. The funding for apprenticeship comes into effect starting May 2016.

4. National minimum wage takes effect with it rising and will take effect in April 2017. This will be effective for employees, aged 25 and over.

Some other laws affecting the adult social care industry include an immigration skills charge, which might not apply to some aged care employees and salary-sacrifice schemes will be eliminated.

Attracting talented employees locally

It has always been a challenge to attract the most talented employees and this can become difficult for many HR care organisations. To help deal with this issue in 2017, it will require organisations to act locally and transfer skills to make a successful transition. Signing bonuses are a thing of the past with aged care employees wanting something different with a better quality work environment. 

Automation is another challenge for organisations with the future number of employees being eliminated. Organisations can prevent this from happening by offering to prepare employees for other jobs, providing them with the skills and training to do the new job. 

The Future of the Gig economy

Times change, which always leads to new ways of doing things and the next big trend for care organisations is the Gig economy. By 2020, a large percentage of workers will be independent contractors. This type of workforce can benefit both the aged care worker and the employer. 

HR departments can find the right employee to perform a task while the employee is happy to have the flexibility to perform their unique skills. Aged care providers need to adjust their HR department to satisfy this future need in the organisation. We are the Aged Care Channel and provide help with these issues, contact us for more information.

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