HR Forum Minutes

Impact of Employment Rights Act and Policy Adjustments 

The discussion centred on the implications of recent amendments to the Employment Rights Act and the requisite adjustments to internal policies and employment contracts. It was resolved to:

• Maintain a three-month probationary period, with an option for a one-month extension to provide additional flexibility in employee assessment. 
• Implement necessary updates to employment contracts commencing January, ensuring alignment with the revised legislative framework. This necessitates a heightened reliance on HR for streamlined and regular assessments of new employees, particularly given the reduced six-month window for such evaluations. 
• Concerns were raised regarding the potential for these reforms to lead to more cautious recruitment practices by employers, given the increased risk associated with a shorter assessment period. 
• Conversely, the legislative changes have positively impacted the firm’s Employment Law department, leading to a notable increase in related casework.

Use and Governance of AI Tools in Legal and HR Processes

• Participants acknowledged the cautious yet growing adoption of AI tools within legal and HR operations. The prevailing sentiment emphasized responsible integration, comprehensive training, and a deliberate approach to avoid premature investments in a rapidly evolving technological landscape.
• A significant point of discussion revolved around the critical need for sense-checking candidate applications and technical assessments to verify that responses genuinely reflect the applicant’s capabilities rather than being generated by AI software.

Legal Training Routes: LPC, SQE, Apprenticeships, and Qualifications 

The efficacy of various legal training pathways was reviewed, with particular emphasis on: 

• Apprenticeship Route: This pathway has demonstrated significant success, producing qualified individuals who are deeply integrated into the business and strongly aligned with company values. 
• SQE: The SQE presents a new challenge, with firms adopting varied approaches. Many continue to mirror the traditional training contract’s seating model and ideally seek candidates who have completed the LPC. 
• It was noted that many firms require candidates to self-fund SQE 1, while a select number of SQE 2 placements are funded annually.

Flexible / Hybrid Working Arrangements 

• Most attendees indicated that their respective departments have established robust, long-term policies for flexible and hybrid working. A critical ongoing consideration is the balance between the needs and preferences of junior staff and those of senior staff, which is vital for retaining experienced personnel while simultaneously fostering the development of junior employees. 
• Variances in implementation across departments, often determined by Heads of Department, necessitate continuous monitoring to ensure equitable application throughout the organisation.

Employee Well-being, Neurodiversity, and Workplace Inclusion 

Increased awareness surrounding neurodiversity has enabled firms to provide appropriate accommodations and support employees undergoing diagnosis processes. This commitment is reinforced by ongoing dialogue and training initiatives for Hiring Managers, aimed at ensuring consistency in support and fostering an inclusive environment for neurodiverse employees.

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