Recent media reports are suggesting that there will be a real talent shortage following Brexit. So, how do you go about attracting talent when simply competing on salary and benefits isn’t something that’s an option for many SMEs (Small and Medium Enterprises)?
Recently we’ve met with client after client who are struggling with the same thing – people management. The people management skill levels of line managers is generally low not just for our clients but it is a widely recognised skills gap overall in the UK. Is there a different way to manage people that we need to be thinking about?
What do you do if an employee is sick on a bank or public holiday? Do they have the right to take the time on a different day? Is there really anything left that we haven’t told you about holiday?!! Find out in our blog post.
It’s been 10 years since the introduction of the ban on smoking in public places and indoor work places in the UK, and now the thought of someone ‘lighting up’ in a smoking room in your office building seems quite strange. However, whilst the smoking ban is quite straightforward, the relatively new concept of e-cigarettes, or ‘vaping’, is still causing confusion with employers. Find out what the rules are regarding vaping at work.
It is typically quite straight forward when we think about a rewards package for our employees – it’s a salary and maybe some commission or bonus scheme. This is understandable. It’s the way that things have always been.
But isn’t it about time we rethink our reward practices? Employee motivation for coming to work has changed significantly and the working practices themselves keep transforming so why not also rethink how we reward our people?
In this post we’re going to look at what type of rewards are most common in workplaces and what perhaps businesses could consider to ensure that their reward practices achieve more than just employees showing up for work.
As an employer, you will no doubt want your employees to enjoy working in your organisation and not just turn up every day because they are paid to, but how do you know what they genuinely think about working for you if you don’t ask them?
There are lots of different ways to measure engagement but in this week’s blog we thought we would give you a quick overview of the pros and cons of two types of employee engagement survey.
We recently wrote about the potential mistakes that employers can make in calculating workers’ holidays entitlements especially when including the Bank Holidays. And whilst you may think this must be the only tricky area that businesses would need to worry about when considering holiday calculations and contractual holiday, we actually have a few more to draw your attention to.
So let’s look at contractual holiday entitlements and contract wording. Your standard contract of employment will have a clause that deals with the holidays and it will usually be pretty brief and will cover all the basics. Whilst the contractual holiday clause is rather short, the actual wording will be important.
Employment Tribunal Fees were introduced in June 2013 and have always been controversial. Since the introduction of the fees, Employment Tribunal claims have decreased by 70%. Find out more in this post about the fee structure and what’s happening with them.