Establishing a company culture may sound like a very broad statement but in most cases it’s something that already exists and just needs nurturing. There may be some scenarios however where you feel you need to redefine the culture and behaviours of your employees to ensure that the direction your business is taking is in line with the overall business vision. In this blog post we look at the topic of company culture and the impact it can have on a business.
We’ve recently had several queries regarding the complex world of TUPE (Transfer of Undertakings (Protection of Employment)) regulations.
As you can imagine there is far too much to cover in just one blog but we thought we would give you a quick overview of what TUPE is, when it generally applies and what the basic responsibilities are for the employers involved.
There has been a lot of press lately about zero hours contracts and worker status. In fact, this seems to have been rumbling on forever so we thought you might find it useful to understand more about zero hours contracts and how they can benefit both the employer and employee.
From the beginning of 2017, French workers have won the ‘right to disconnect’ from their employers. This means that French companies with over 50 employees must begin to negotiate and define with their workforce the detail of how they can switch off from work. This might not seem relevant for the UK, particularly if you assume that Brexit means we won’t be affected by European Employment Law in the future, but it makes you wonder about the thinking behind the legislation.
Employee negativity is probably something that we have all come across at some point in our careers. No business is immune! It happens in every business and every industry. It can start with just a few conversations but has the potential of spreading widely within the business and permeating into the core culture of a company if it is not stopped.
If you are a people manager, business owner or an HR professional than you should always seek to find ways to root out employee negativity. So what should you do to prevent, manage and get rid of negativity in the workplace?
Changing terms and conditions of employment can be difficult. We’ve recently had a number of our clients ask whether they can change their employees’ terms and conditions of employment, particularly following a TUPE transfer. A simple answer is yes you can, but you need to follow a diligent process and be aware of potential pitfalls.
If you have a staff base made up of employees on differing terms of employment, either due to different contract revisions or having transferred employees through business purchases, you may get to a point where you want to have all employees on one set of terms and conditions (referred to as ‘harmonising’). This may be for economic reasons, to help with administration and management or just to ensure everyone is getting the same deal.
Employment law changes fairly frequently and there are some updates on the horizon of which you should be aware. Some of these changes are imminent so it’s important that you take action sooner rather than later.
We’ve had a lot of cases recently when questions have arisen regarding an employee’s right to be accompanied at various meetings.
Given that it’s something that has come up quite frequently we thought we’d take this opportunity to provide you with some more information on this right and how it works.