Employment law reform

by Emma | Jun 2, 2023 | Newsletter

The sunset clause in the Retained EU Law (Revocation and Reform) Bill (the Bill), which would have meant that almost all EU-derived law would have been automatically revoked by 31 December, has now been abandoned by the government.

The government have set out proposals which will apparently cut red tape for companies instead, here’s what they are:-

• removing the reporting requirements on working hours, permitting rolled-up holiday pay practices and merging the two current streams of leave entitlements (i.e. the 4 weeks’ leave entitlement deriving from EU law and additional 1.6 weeks’ leave entitlement in the UK) into one “pot” of statutory annual leave;
• removing the requirement to consult with employee representatives under TUPE for businesses with fewer than 50 people, enabling employers to consult directly with the affected employees; and
• legislating to limit the length of non-compete clauses to 3 months, the rationale being that this will provide employees with more flexibility to join a competitor or start up a rival business after they have left a position.

Watch this space!

Does your business have an ESV policy?

by Emma | May 24, 2023 | Newsletter

What is Employer-supported volunteering (ESV)?

ESV is where an organisation’s employees take paid time off to volunteer during work hours. They can choose to use this time to support a charity or community group of their own choice, or to take up an opportunity provided by their company. You decide on how your business would like to manage ESV and implement a policy to suit.

Why would your business benefit from ESV?

Employee volunteering demonstrates the company’s commitment to social responsibility and community engagement. It enhances the company’s reputation and brand image, showing that it is a responsible business which goes beyond profit-making to make a positive impact on society. You can build ESV into your Corporate Social Responsibility (CSR) Policy.

Volunteering opportunities can boost employee engagement and morale. When employees are given the chance to contribute to causes they care about, they feel a sense of purpose, pride, and fulfillment. Engaged employees are more committed, motivated, and productive in their work.

Volunteering activities provide opportunities for employees to collaborate outside of their usual work roles. Working together towards a common goal fosters teamwork, strengthens relationships, and improves communication and collaboration skills among employees.

Employee will have the opportunity to gain new skills, developing leadership, project management, problem-solving, and communication skills through their participation in volunteer activities. These enhanced skills can be applied to their work responsibilities, benefiting the company.

Companies that prioritise CSR and offer employee volunteering programs are attractive to prospective employees. Younger generations, such as Millennials and Gen Z, value companies that are socially responsible and have a positive impact. A robust volunteering program can also help retain existing talent by providing meaningful engagement opportunities.

Volunteering has been linked to improved mental health and overall well-being. When employees have opportunities to give back and make a difference, it can boost their happiness, job satisfaction, and work-life balance. A workforce that is mentally and emotionally well is more likely to be productive and engaged.

If you would like assistance writing a CSR or ESV policy or implementing a CSR programme, please contact us now.Does

Why should you implement an Employee Assistance Programme (EAP)?

by Emma | May 22, 2023 | Newsletter

What are the benefits of introducing an EAP into your business?

An EAP provides employees with access to confidential counseling and support services for various personal and work-related issues. This includes mental health concerns, stress, relationship problems, substance abuse, financial difficulties, and more. By offering professional assistance and resources, EAPs contribute to improved employee well-being and resilience.

When employees have access to the support they need, they can better manage personal challenges and stressors, which can positively impact their performance and productivity at work. EAPs help employees address and resolve issues that may otherwise hinder their ability to focus and function effectively.

EAPs can help reduce absenteeism and presenteeism (where employees are physically present but not fully engaged or productive). By addressing and supporting employees’ mental and emotional well-being, EAPs can minimise the impact of personal difficulties on attendance and job performance.

EAPs promote early intervention and prevention of mental health issues and other personal challenges. By providing employees with timely access to counseling and resources, EAPs can help identify and address problems before they escalate, preventing further impact on employees’ well-being and work performance.

Offering an EAP demonstrates an employer’s commitment to supporting employees’ overall well-being. This contributes to increased employee engagement, job satisfaction, and loyalty. EAPs can also be a valuable tool in attracting and retaining top talent, as employees recognise the value of having access to supportive resources.

EAPs foster a positive and supportive organisational culture. They send a message that the employer cares about the well-being of its employees and is committed to creating a healthy work environment. This can strengthen employee morale, trust, and collaboration, ultimately enhancing the overall work culture.

EAPs can lead to cost savings for employers in several ways. By addressing mental health concerns and personal challenges, they can help prevent the need for more extensive interventions or treatment later on. EAPs can also contribute to reducing turnover costs associated with employee attrition and recruitment.

EAPs often include crisis management services, providing support to employees and the organization in times of critical incidents or traumatic events. This can help mitigate the impact of such events on employee well-being and aid in the recovery process.

EAPs prioritise confidentiality and privacy, ensuring that employees feel comfortable seeking assistance without fear of judgment or disclosure. This confidentiality encourages employees to utilise the services and seek the support they need.

How can you achieve employee happiness and why is it so important?

by Emma | May 22, 2023 | Newsletter

The Case for Employee Happiness

Employee happiness directly impacts various aspects of a business, including productivity, retention, customer experience, innovation, collaboration, employer brand, and employee well-being. By investing in employee happiness, businesses can create a positive and thriving work environment that drives organisational success and sustainability.

Happy employees tend to be more engaged, motivated, and committed to their work. They are more likely to go the extra mile, take initiative, and put in discretionary effort to deliver high-quality work. This increased productivity can positively impact the overall performance and efficiency of the business.

When employees are happy and satisfied with their work environment, they are more likely to stay with the company for a longer period. This reduces turnover costs associated with recruitment, onboarding, and training new employees.

Happy employees create positive experiences for customers. When employees are satisfied and engaged, they are more likely to provide excellent customer service, go above and beyond to meet customer needs, and foster long-term customer relationships. This ultimately leads to increased customer satisfaction and loyalty, benefiting the business’s reputation and bottom line.

A positive work environment and happy employees foster a culture of innovation and creativity. When employees feel supported, valued, and encouraged to share their ideas, they are more likely to contribute innovative solutions, think outside the box, and drive positive change within the organisation. This can lead to improved processes, new products or services, and a competitive edge in the market.

Companies with a reputation for prioritising employee happiness are more attractive to top talent. A positive work culture and employee satisfaction become valuable selling points when recruiting new employees. Happy employees are likely to share their positive experiences, further enhancing the company’s employer brand and attracting high-quality candidates.

Prioritising employee happiness promotes their overall health and well-being. When employees feel supported and valued, their stress levels decrease, and their physical and mental well-being improves. This leads to reduced absenteeism, lower healthcare costs, and a more energised and resilient workforce.

Strategies to promote employee happiness:

1. Foster a supportive and inclusive work culture where employees feel valued, respected, and appreciated. Encourage teamwork, collaboration, and open communication among employees and across all levels of the organisation.
2. Offer opportunities for employees to learn, grow, and advance in their careers. Provide training programs, mentorship opportunities, and resources for professional development. Help employees set clear goals and provide feedback and guidance to support their progress.
3. Regularly acknowledge and celebrate employees’ accomplishments and contributions. Provide constructive feedback, praise, and recognition for their hard work and achievements. Implement reward systems such as employee of the month/year programs or performance-based bonuses.
4. Promote a healthy work-life balance by encouraging employees to take breaks, use their vacation days, and prioritise self-care. Support flexible work arrangements when possible, allowing employees to manage their personal responsibilities alongside their work commitments.
5. Help employees understand how their work contributes to the larger goals and mission of the organization. Communicate the impact of their contributions and how their efforts align with the organisation’s vision. Connect their work to a greater sense of purpose and meaning.
6. Prioritise employee well-being by offering wellness programs, access to mental health resources, and promoting a healthy lifestyle. Provide access to fitness facilities, mental health support services, and encourage healthy habits through initiatives like wellness challenges or workshops.
7. Encourage positive relationships and a sense of camaraderie among employees. Facilitate team-building activities, social events, and opportunities for cross-departmental collaboration. Encourage managers to build strong relationships with their team members and be approachable and supportive.
8. Trust employees with autonomy in their roles and decision-making. Provide clear expectations and guidelines but allow employees the freedom to innovate, make decisions, and take ownership of their work.
9. Offer competitive salaries, benefits packages, and opportunities for growth and advancement. Regularly review and adjust compensation to remain competitive in the market and recognize employees’ value.
10. Create channels for employees to provide feedback, suggestions, and concerns. Actively listen to their input, address any issues promptly, and involve employees in decision-making processes when appropriate.

Remember, employee happiness is an ongoing process that requires consistent effort, communication, and a genuine commitment to the well-being and satisfaction of your employees. Tailor these strategies to your organisation’s unique culture and needs, and regularly assess their effectiveness to continuously improve employee happiness.

For further advice, please give me a call.

How can you as a business promote well-being?

by Emma | May 22, 2023 | Newsletter

Employers can implement various incentives and initiatives to promote mental health in the workplace. Here are some examples:

1.     Mental Health Education and Training: Offer workshops, training sessions, or webinars on mental health awareness, stress management, and resilience-building. Provide employees with knowledge and tools to recognize and address mental health challenges effectively.

2.     Flexible Work Arrangements: Offer flexible work options such as remote work, flexible hours, or compressed workweeks. This helps employees balance their work and personal life, reducing stress and promoting better mental well-being.

3.     Employee Assistance Programs (EAP): Provide access to confidential counseling services through an EAP. This allows employees to seek professional help for personal or work-related issues that may impact their mental health.

4.     Wellness Programs: Implement wellness initiatives that focus on mental health, such as mindfulness or meditation sessions, yoga or exercise classes, stress reduction programs, or subsidized gym memberships. Encouraging physical activity and relaxation techniques can improve overall mental well-being.

5.     Clear Communication and Supportive Environment: Foster open and transparent communication channels where employees feel comfortable discussing their mental health concerns without fear of judgment or stigma. Encourage managers to check in with their team members regularly, offer support, and provide resources for seeking help.

6.     Work-Life Balance: Promote work-life balance by setting clear expectations, encouraging employees to take regular breaks, and discouraging excessive overtime. Encourage employees to use their vacation days and prioritize self-care.

7.     Recognition and Rewards: Acknowledge and appreciate employees’ efforts and achievements. Recognize their contributions to the organization’s success through verbal recognition, awards, or incentives. This promotes a positive work environment and boosts employees’ self-esteem.

8.     Mental Health Policies: Develop and communicate policies that prioritize mental health and well-being, including anti-stigma policies, accommodation policies for mental health conditions, and guidelines for managing work-related stress.

9.     Peer Support Networks: Encourage the formation of peer support groups or employee resource networks where individuals can connect, share experiences, and provide support to one another. This can help create a sense of community and reduce feelings of isolation.

10. Regular Check-Ins: Conduct regular one-on-one check-ins between managers and employees to discuss workload, stressors, and any challenges they may be facing. This provides an opportunity for support, problem-solving, and adjustment of workloads if necessary.

By implementing these incentives, employers can create a supportive and mentally healthy workplace that promotes employee well-being, productivity, and overall satisfaction. It’s important for employers to assess the specific needs and preferences of their workforce and tailor these incentives accordingly.

For assistance with Mental Health Policies and incentives, please contact me.

ACAS has recently published some guidance on ‘Reasonable adjustments for mental health’. 

by Emma | May 16, 2023 | Newsletter