Rachel Reeves’s Autumn Budget 2024 is shaking things up with major fiscal changes designed to address economic challenges while funding new priorities. But what does it mean for HR teams? Here’s a straightforward breakdown of what HR professionals need to know to navigate the changes ahead, from payroll to benefits and employee planning.

1. Brace for higher employer National Insurance costs

One of the headline moves in this budget is the increase in employer National Insurance contributions. For HR, this means a direct increase in the cost of hiring and retaining talent. This adjustment will affect payroll budgets, potentially making new hires more costly and limiting flexibility in salary raises and bonuses. Companies may need to re-evaluate their budgets to account for this additional tax burden, which is estimated to raise substantial funds but has stirred concerns around a potential “tax on jobs”​.

2. Frozen income tax thresholds = “Fiscal Drag” for employees

By freezing income tax thresholds, Reeves’s budget effectively pulls more employees into higher tax brackets over time—a phenomenon known as “fiscal drag.” For HR teams, this can translate into employee concerns about shrinking take-home pay, especially as inflation pushes nominal wages higher. We could see a spike in salary negotiations as employees try to offset the impact of higher tax liabilities. Proactively communicating about potential impacts can help set expectations and may ease some of the frustration employees might feel​.

3. Big support for working parents with expanded nursery care

The budget delivers a big win for working parents: expanded government-funded nursery care for children as young as nine months. This change could reduce childcare-related stress for employees, making it easier for parents to return to work earlier if they choose. In response, HR teams may want to consider enhancing parental leave and flexible working policies to align with this new support structure. Offering work-life balance benefits alongside the government’s expanded childcare support could be a powerful way to attract and retain talent, especially among working parents​.

4. Rethinking retirement planning with changes to winter fuel payments

The move to means-test winter fuel payments might not sound like a big deal, but it could have implications for employees nearing retirement who may be counting on that support. HR teams may face questions around retirement planning or financial wellness programs as employees look for guidance on managing energy costs, especially if they’re now ineligible for this benefit. This is a good time for HR to consider providing financial planning resources or holding information sessions to help employees navigate these changes​

5. VAT on private school fees might impact compensation expectations

The removal of the VAT exemption on private schools will impact employees who currently use private education for their children. In response, HR might see increased interest in education stipends or higher compensation packages to offset the cost. For organisations where educational benefits are common, particularly in sectors with highly skilled workers, this change could require a re-evaluation of benefits packages. Communicating transparently and possibly revisiting benefits for education expenses can help meet these evolving employee needs​

6. Infrastructure investments could mean hiring spikes in key sectors

Reeves’s budget is investing heavily in infrastructure, from roads to healthcare facilities. This could be a significant opportunity for HR professionals in construction, healthcare, and transport sectors who may need to ramp up recruitment and workforce planning efforts to meet the demand. If you’re in one of these industries, now’s the time to start preparing for potential talent shortages and beef up your recruiting pipelines. Strategic workforce planning will be essential to meeting these anticipated hiring needs as these projects kick off​.

What’s the key takeaway?

Rachel Reeves’s 2024 Autumn Budget brings both challenges and opportunities for HR professionals. From adjusting payroll strategies to supporting working parents and rethinking benefits, HR’s role in navigating these changes will be crucial. Staying proactive and transparent with employees can ease transitions and align policies with these new budgetary shifts, helping teams stay resilient and engaged through these economic changes.

Sources used in this article:

• Institute for Fiscal Studies
• The Independent