What Are Employers Prioritising as We Head into 2024? Insights from Our December HR Hub Poll

Here’s what you told us:

1. Rolled-up Holiday Pay: Adoption Still Limited

Despite regulatory changes enabling rolled-up holiday pay, 71% of respondents revealed that they are not using it and have no plans to do so. This leaves just 29% who are either already implementing it or intending to. The results suggest that businesses may need further clarity on the practical implications of this model or are hesitant due to compliance risks.

2. Dismissal and Re-engagement: Rare but Noteworthy

Only 9% of participants admitted to using dismissal and re-engagement to change contractual terms. The overwhelmingly negative sentiment (91% saying “no”) reflects that this controversial approach remains an absolute last resort for most employers. With its reputational and operational risks, businesses appear to be seeking alternative methods for contract renegotiation.

3. Future Contractual Changes: A Divided Outlook

When asked about plans for contractual changes in 2024, 32% of respondents confirmed they are planning to make changes, while 24% said they are not. Interestingly, the largest group—44%—admitted they were uncertain. This uncertainty could reflect broader market instability, with businesses waiting for further economic or regulatory clarity.

4. Employee Awareness of Visa Requirements: Room for Improvement

Only 36% of respondents said they have notified employees about the changes to visa requirements and the need for e-visas. Meanwhile, a significant 64% have not yet communicated these changes. This indicates a potential gap in communication that could leave employees unable to evidence their right to work.

5. Tackling Sexual Harassment: A Mixed Response

On the topic of sexual harassment prevention, respondents highlighted several proactive steps:

• 60% have reviewed or amended employment policies.
• 47% have carried out risk assessments.
• 45% have provided training for staff. However, fewer organisations have sent out staff surveys (12%) or reviewed third-party agreements (14%). These figures suggest that while policies are a priority, there’s still work to be done in engaging employees and external partners in this critical area.

6. Zero-Hours Contracts: The Divide Continues

When it comes to zero-hours contracts, the results were split: 36% of respondents said they use them, while 64% do not. This highlights ongoing debate about the benefits and drawbacks of this employment model, particularly as organisations navigate post-pandemic labour market trends.

What’s Next for HR in 2024?

These poll results provide valuable insight into the key challenges and opportunities for employers in the year ahead. From contractual changes to compliance and employee engagement, the focus is clearly on balancing flexibility with fairness and communication.

Thank you to everyone who participated in our HR Hub and contributed to this conversation. If you’re interested in joining our next event or discussing how we can support your business, please don’t hesitate to get in touch.

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