Something to look out for if your holiday year runs from 1 April – 30 March. There will only be 7 bank holidays between 1st April 2018 and 31st March 2019 due to Good Friday being on 30th March. This means if your contract states 20 days plus 8 Bank Holidays you risk being in breach of the Working Time Regulations. Check your terms and if you have any questions, contact us.
April is always the time of year when changes happen. Although slightly quieter than normal – and probably due to the ongoing Brexit negotiations – there are still some key changes in employment law. The following is a ‘snapshot’ on what to look out for/be aware of:
- 1 April 2018 – Increase in National Minimum Wage
- 4 April 2018 – Mandatory Gender Pay Gap (GPG) Reporting Deadline (250 employees+)
- 6 April 2018 – Increase in Statutory Payments and Taxation of Termination Payments – PILONs
- 25 May 2018 – GDPR
Its been a busy time and despite the challenges of the recent snow and weather we’ve been out and about working with our clients on a variety of topics. It’s been a particularly busy time working, in partnership with Bespoke Training Services Ltd, with several clients in supporting their manager and leadership development programmes through the provision of 360-degree feedback. It was a second visit to one company as part of their leadership programme to repeat the 360-feedback undertaken last year and map the progress made. It was great to see such an improvement in leadership behaviours. Another client is expanding the leadership programme to other areas of their organisation during a period of transition and change and sees the importance of continuing a programme implemented a couple of years ago. Finally, we are preparing to deliver 360-degree feedback to over 20 senior staff as part of an ‘Inspiring Leaders’ programme introduced into their organisation last month. Continue reading “Leadership Programme – 360-degree feedback”
Company culture is fast becoming the differentiator between successful businesses and unsuccessful ones. And it’s important that small businesses understand why company culture is so important and why they need to get it right from the outset.
Company culture, organisational culture, or corporate culture, refers to the social order of an organisation. It shapes and determines the behaviour of individuals and groups of people, that are accepted as the norm within a business. A company’s culture is unique and personal to them, and, when aligned with personal values, can drive the business towards their purpose. Continue reading “Employee Brand – your culture”
The success of your company is about managing your employees — not paper. Recent research shows that CEO’s of SME’s are spending almost one fifth of their working week on HR admin – a very costly use of valuable time that would be better spent developing the business. In continuing our objective to provide an effective HR service to our clients we are proud to announce that we have recently partnered with breatheHR – a cloud-based HR management system that easily and cost effectively transforms the way HR administration is managed. This cost effective, intuitive HR system automates all of those time consuming HR admin tasks enabling you to free up more of your time to focus on growing your business and getting your employee brand right. Continue reading “A HR system to help you ‘breathe’ more easily!”
HR is about communicating with employees. Partnering with our clients is equally about communicating – keeping you up to date, informed and advised on many HR related topics. As you know GDPR is on everyone’s agenda as it affects us all and we want to make sure you are still happy to receive emails from us. If you do not ‘opt in’ to receive communications unfortunately we will not be able to keep you updated and informed as we have been previously. Continue reading “We want to keep communicating with you!”
We all know that information around the new GDPR regulations is ongoing. As a business and an employer at HR4B we have to ensure compliancy with the new regulations but equally we do not want this to inhibit or get in the way of ‘business as usual’. Having looked at the impact of the regulations on the use and processing of employee data we recognise that our clients will need to go through a similar exercise.
Whilst all business’s differ there are similarities in how you approach, manage and understand the nuts and bolts of GDPR relating to your employees and we are offering the following package: Continue reading “GDPR – let us help you with your employee data.”
We are delighted to announce the launch of our ‘all new’ responsive and mobile friendly web site.
Our aim was to deliver a web site that visitors could access and find their way around to find out about HR services, industry news and information.
We understand businesses struggle to navigate the minefield of HR along with the legal legislation that businesses need to know and understand.
Most small to medium sized business owners know the frustration of spending more time than they want on non-revenue generating activities. Human resource management can take a significant proportion of each day, engaging in these necessary but time consuming tasks.
We can help…
Our site encourages visitors to download articles and information, crucial to running any business with staff no matter how large or small.
We will keep the site updated with latest legislation, articles of interest and we hope the feedback will be positive.
Take a look and let us know….
The Supreme Court has ruled that the tribunal fees introduced in 2013 are now illegal, and importantly those who have already paid the fees over the last 4 years will have to be reimbursed.
Since the introduction of the fees, there has been a reduction of claims by 70% and Unison have constantly challenged that the fees prevented access to justice for claimants who couldn’t afford the fees. Additionally, as the higher fee was payable for discrimination claims, the Court ruled that this also indirectly discriminated against women given that a higher proportion of women brought discrimination claims.
This decision is huge in employment law and we don’t know the full effect of it yet but we can probably expect to see more employees bringing claims.
It also means that employees might be able to pursue a claim out of time if you were previously prevented from bringing a claim because of the fees.
Ensure therefore that you follow your policies and procedures, have a fair process and treat employees fairly to reduce your risk.
Is it fair to dismiss for vaping on an e-cigarette?
Yes was the response from a recent Tribunal claim, although probably not if you don’t have a policy on the use of e-cigarettes. The Tribunal considered that “vaping” is not the same as smoking and does not meet the same legislation.
Therefore employers need to give thought as to how they deal with this issue with staff, particularly as “vaping” is becoming more popular. Should you wish to prevent the use of e-cigarettes in the workplace then ensure that your policy is updated to reflect this.