The world of work has been turned upside down in recent years, namely by the Covid pandemic among other global events. In 2024, some trends of the past few years continue, such as flexible and remote working – but what else will be important for UK business and HR leaders to consider this year?
Here is a list of HR trends* that will be significant this year. Drawing on changes to international employment law, the government’s own statistical research, and their own knowledge of the labour market, Coople have identified the 6 trends that will have the greatest impact on businesses in 2024.
Integration of AI: AI will be used, not to replace staff, but to optimise processes and speed up work. 76% of HR leaders believe their organisation will fall behind in the next 12 to 24 months if they don’t incorporate AI – but we can only make the most of this emerging technology if we work together with it.
Upskilling your employees: Offering training and professional development will increase employer attractiveness, as well as help organisations move with the times. Much of the training on offer will be aimed at teaching both departments and individual workers how to use AI in their roles.
50-64 year olds returning to work: The number of those aged 50 and 64 in the UK who are in employment has begun to increase, after a decline during the pandemic. The government’s ‘returnerships’, aimed at this age bracket, provide targeted training to help these skilled and experienced workers re-enter the workforce.
Flexible working: For increasing numbers of employees, this is a priority. Flexible working could refer to the working hours in the day, with adjustable start and finish times to suit employees such as working parents, but probably the most well-known example of this trend is remote work. A blend of work from home and days in the office is becoming the norm in many industries.
A return to the office: More than just the facilities in your workspace, it’s about building connections and the opportunity for face to face collaboration. Businesses are tasked with making their in-office days as meaningful as possible for the team, and making the most of getting everyone in a room together.
Salary transparency: The recent EU directive which came into effect last year is likely to also push UK employers to provide greater transparency around pay. While UK businesses will not be legally bound by the EU’s ruling, they cannot help but be influenced by this global trend, which has the power to change candidates’ expectations from the very beginning of the recruitment stage.
*Provided by Coople
