by Emma | Mar 6, 2023 | Newsletter
The vast majority of companies taking part in the world’s largest trial of a four-day week have opted to continue with the new working pattern, in a result hailed as evidence that it could work across the UK economy.
Of the 61 companies that entered the six-month trial, 56 have extended the four-day week, including 18 who have made it permanent (93%).
Surveys taken before and after the trial found that 39% of those employees taking part considered that they were less stressed, 40% were sleeping better and 54% found it easier to balance work and home responsibilities.
The companies taking part were satisfied with productivity and business performance during the trial. Sick days fell by about two-thirds and 57% fewer staff left the companies taking part compared with the same period a year earlier.
Recently Sainsbury’s, the UK’s second largest supermarket, said it would trial offering some employees the chance to work four days a week. This trial does not involve a cut in total hours but allows workers to squeeze the same number of hours into four days.
The findings of the trial are due to be presented to MPs as part of efforts to promote a 32-hour week for workers in Britain.
If you are thinking about trialling a four day week or implementing contract changes, please contact me.
by Emma | Mar 3, 2023 | Newsletter
The government is backing a Private Members Bill, the Workers (Predictable Terms and Conditions) Bill.
If passed the Bill will amend the Employment Rights Act 1996 (ERA 1996) to give workers and agency workers the right to request a predictable work pattern. The circumstances in which they will be able to do this will be where:
- There is a lack of predictability as regards any part of their work pattern (fixed term contracts of 12 months or less are presumed to lack predictability);
- The change relates to their work pattern; and
- Their purpose in applying for the change is to get a more predictable work pattern.
Two applications may be made in a 12-month period. The service requirement to access the right, which is expected to be 26 weeks, will be specified in regulations.
Employers, temporary work agencies or hirers would be able to reject applications based on statutory grounds. Workers and agency workers would have the right not to suffer a detriment short of dismissal for making an application under the procedure or for bringing proceedings to enforce the statutory right to request a predictable work pattern. It would also be automatically unfair to dismiss an employee for making an application under the statutory procedure or for bringing proceedings to enforce the statutory right.
Watch this space
by Emma | Feb 17, 2023 | Newsletter
There is a war for talent at the moment, recruitment is difficult in most industries. How do you make yourself an attractive employer in todays market? How can you retain your existing talent?
Create a great culture
Employees do not want to turn up for work, do their job and clock out again. Employees want to feel part of something. Promoting team building activities, social gatherings, sports activities etc will help engage individuals. A positive culture will drive loyalty in a business and increase productivity. Promote your employee events on social media platforms and the company website, so it’s self-evident for candidates and new recruits to see what a great place it is to work – think about employer branding.
Master Internal Communications
One of the top reasons for exiting a company is poor communication from the leadership team. Employees want to be informed and always know what is going on in their organisation. They want to know where your company is headed. Be honest with your team, involve them in decisions and if they have any concerns address them as soon as you can, this will build trust.
“70% of employees felt more engaged in companies where information of value, company goals, objectives, and
individual / organisation execution are clearly communicated”
Be Flexible
Since covid, employees expectations have changed around their working day. Keeping pace with this new attitude is key to retaining and recruiting staff. Can employees choose their working hours? can they work from home? can they work four days instead of five? can you adopt a work from anywhere policy?
Offer Job Satisfaction
A recent survey suggests that only 23% of employees enjoy their job. That seems a very low statistic. What can you do to make an employee feel valued? firstly are they paid a fair wage and have you reviewed the benefits package recently? Do you engage with your staff? do you know what makes them tick? what motivates them?
Trusted Leadership
Trusting the leader of the business is one of the most important aspects of business culture. Approachable management is key to developing good relationships with staff. The way managers communicate with staff has a direct impact on their productivity.
Happy employees mean they are more likely to recommend you as an employer and remain loyal to you.
Ask your staff if they are happy by doing an employee survey. Ask them what motivates them (it’s not always the money!)
For assistance with employee engagement, recruitment, retention and all things benefits please get in touch.
by Emma | Feb 17, 2023 | Newsletter
The financial crisis is leading employers to look at their overheads and headcount. Redundancies are one option but there are a few others on the table:
Lay off and Short Time Working
If you have a clause in your contracts of employment, you may be able to ask your staff to reduce the number of days they work (short time working) or take whole days off (lay off). You must ensure that you pay your employee the statutory guarantee pay which is set by the government. This is capped at five days in any three month period.
Contractual Changes
You will need to consult with your staff if you wish to change their terms and conditions of employment temporary or permanently. You might wish to ask your staff to accept a temporary pay decrease as an alternative to redundancies. Asking staff to decrease their hours of work may also be an option (and reduces their pay at the same time). Overtime rates and redeploying staff to other areas of the business which are busier may also be options.
You must ensure that you consult and get written agreement prior to any changes to conditions being made.
If you would like to discuss the above or the redundancy process if thats the only option for you, then please contact me now.
by Emma | Feb 17, 2023 | Newsletter
Last year I informed you all of the changes to holiday calculations following the court ruling in Harpur Trust. The court ruled that holiday entitlement under the Working Time Regulations 1998 for permanent part-year workers should not be pro-rated so that it is proportionate to that of a full-time worker. As a result of this part-year workers are entitled to a larger annual paid holiday entitlement than part-time workers who work the same total number of hours across the year.
The government now proposes to introduce a holiday entitlement reference period of 52 weeks to ensure that holiday entitlement and pay is directly proportionate to time spent working. It proposes to include the weeks in which workers perform no work in the holiday entitlement reference period. The consultation closes on 9 March.
Once we have further information, I will update and advise you how to apply your holiday entitlements going forward.
