Resilience is about more than just cost control - it requires a strategic approach to pay structures, employment models, and workforce flexibility to ensure financial stability while complying with evolving legal requirements.
Employers must also balance prudent financial decision-making with the wider commercial need to maintain competitive pay structures in order to attract and retain talent. According to the CIPD, employers who are perceived not to be offering competitive salary and benefits packages risk losing talent.
Beyond financial pressures, significant legislative change is on the horizon, including new rights for zero-hours workers and day-one unfair dismissal protections. To build long-term resilience in the face of such extensive reform, employers should explore a range of proactive and legally sound strategies that extend beyond restructuring and redundancies.
This article explores practical strategies to manage costs, ensure compliance, and retain talent - helping employers strengthen workforce resilience while navigating legal changes.
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