{"id":245210,"date":"2019-07-01T09:11:02","date_gmt":"2019-07-01T09:11:02","guid":{"rendered":"https:\/\/www.hrdept.co.uk\/?page_id=245210"},"modified":"2024-11-21T10:19:06","modified_gmt":"2024-11-21T10:19:06","slug":"newsletter","status":"publish","type":"page","link":"https:\/\/www.hrdept.co.uk\/birmingham-central-wolverhampton\/newsletter","title":{"rendered":"Newsletter"},"content":{"rendered":"

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Newsletter<\/h1>\n

[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_5″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”3_5,2_5″ _builder_version=”4.24.2″ locked=”off” global_colors_info=”{}”][et_pb_column type=”3_5″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n

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People Matter – June 2025<\/h3>\n

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Cyber security – It’s a team effort<\/h2>\n

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The recent crippling cyber attacks on M&S, Co-op and Coinbase remind us all that no-one is too big to fall victim to hackers, and that the consequences are far-reaching. But let\u2019s not forget that no-one is too small either. In fact, hackers love the low hanging fruit that an underprepared SME presents.<\/p>\n

According to the government\u2019s most recent statistics, 47% of micro businesses, 58% of small businesses and 70% of medium businesses have identified a cyber breach or attack in the past 12 months.<\/p>\n

For all businesses, by far the most frequent threat was phishing attacks \u2013 where staff receive fraudulent emails or land on fraudulent websites \u2013 with 84% of all companies who reported a breach\/attack citing this. The next most common was impersonation emails for which 35% of reporting companies said they had been a recipient of such an attack.<\/p>\n

M&S confirmed their attack was perpetrated by social engineering, where hackers imitate a trustworthy contact in order to trick employees into sharing passwords and log-in access. In a twist, a third party who had access to their systems was thought to have been the hackers\u2019 target.<\/p>\n

There is a lot of technical work to keep your business safe from cyber crime, but as the above demonstrates, your people present a real vulnerability. Your systems may only be as strong as your least savvy member of staff.<\/p>\n

In the case of the Coinbase hack, staff were tricked into giving out customer details. Coinbase, an American company, suggested it will cost them up to $400 million and that they had fired all the staff who\u2019d been duped.<\/p>\n

So, as well as all the technology solutions, ensure that your staff are well-trained on the risks and best practices of cyber security: strong passwords, two-factor authentication, being suspicious of requests for data, and thinking before clicking on links to name a few. Talk to us about our cyber security awareness training for further help.<\/p>\n

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Right to work checks to be expanded<\/h2>\n

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You are probably already familiar with the current post-Brexit right-to-work checks in the UK. Whether it\u2019s by a Home Office software service (direct or via a third party) or thorough visual checks of a proscribed list of documents.<\/p>\n

Failure to comply with the checks and employing someone illegally can lead to civil penalties of up to \u00a360,000 per transgression, criminal conviction resulting in up to five years in jail plus an unlimited fine and a range of other measures such as seizing earnings made from illegal working and disqualification as a director.<\/p>\n

At present, the rules are designed specifically for people you employ; as opposed to freelancers and others performing work in more informal ways. But a proposed amendment to the Border Security, Asylum and Immigration Bill in May, might change this.<\/p>\n

The amendment covers anyone working for you, so that might be those engaged under a worker\u2019s contract, individual subcontractors and online matching services which provide the details of an individual who is a service provider to potential customers or clients.<\/p>\n

If the Bill passes in this form, this will be something to be alert to. It may be harder to identify the specific people doing the work in your name, but you may still be liable, so robust processes will be necessary to protect you.<\/p>\n

Of course, the Bill may change again before being legislated and this may not come to pass. Either way, though, we will keep you posted, and are here to help if you need to review your recruitment and right-to-work checks.<\/p>\n

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Does overtime go over your head?<\/h2>\n

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Overtime can be invaluable to the busy business which needs to get stuff done, AND employees keen to make an extra buck. But how familiar are you with the strange patchwork of rules that govern it?<\/p>\n

The starting point is deceptively simple. There is no legal obligation for you to offer overtime, nor even pay for it directly (unless the national minimum wage comes into play). And neither is there an obligation for employees to work it, so it should always be agreed between parties. Then it gets interesting\u2026<\/p>\n

You\u2019ve got the Working Time Regulations which broadly states an employee cannot work more than 48-hours per week unless they opt out of it in writing. There\u2019s national minimum wage law which you should check against to ensure that extra hours without pay don\u2019t drag people below this.<\/p>\n

There is, of course, market forces and \u201cdoing the right thing\u201d which may determine you do pay –\u00a0 a normal rate, time and a half, a discretionary bonus or something else –\u00a0 for overtime.<\/p>\n

And then case law which requires that you factor regular overtime payments into certain annual leave pay, but not necessarily ALL annual leave pay.<\/p>\n

And breathe! If you are concerned you are doing it wrong, speak to us and we\u2019ll help you get over your overtime worries.<\/p>\n

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“Polygamous” working on the rise<\/h2>\n

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Polygamous working \u2013 being paid for two or more full-time jobs simultaneously \u2013 is on the rise. The issue has been highlighted by a court case where a civil servant is accused of fraudulently holding down three full-time civil service jobs at once!<\/p>\n

How would you feel if you found out an employee you had entrusted to work for you had a conflict of interest of this manner? Taking the full-time pay from you and another company, but splitting their time and attention two ways. Worse, they could be working for a competitor, putting your data at risk or using your resources to enrich themselves.<\/p>\n

At the very least, it may be considered a breach of trust. Regardless of whether you have any specific clauses in your contracts this should provide you with cause to begin a disciplinary process, and in extreme cases dismissal. But you can protect yourself further by including an \u201cexclusivity clause\u201d in your employment contract.<\/p>\n

As well as contractual protection, make sure your hiring process is fit for purpose: that you check their employment history tallies and follow up on references. Be extra careful with remote roles where it will be easier for them to pull such a stunt. For help getting protected against polygamous workers, or in managing a current issue, get in touch.<\/p>\n

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HR for dogs<\/h2>\n

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20th June is National Bring Your Dog to Work Day. Yes, really! For many, it may be a fun way to engage your workforce, charm customers, and hey, lavish some attention on our four-legged friends.<\/p>\n

If this appeals to you, there are a few things for you to consider in advance in order to make it a success. Start with gauging the thoughts of your whole team. Because just as there are many people who adore dogs, there will be plenty who feel uncomfortable: allergies or even a phobia.<\/p>\n

In some businesses, it may not be your staff, but what you do, that is an obstacle. Where hygiene is a priority, for example food preparation, it may just not be suitable to have dogs on premises.<\/p>\n

Like humans, dogs come in different shapes and sizes, and more pertinently: temperament. Only well-behaved dogs are likely to be a success on a work placement.<\/p>\n

If you think you can go for it, watch out for bedding, bowls and leashes being trip hazards. Make sure their owners keep an eye out for \u201clittle accidents\u201d (or \u201cbig\u201d ones), and that everyone remembers work still needs to be done.<\/p>\n

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Losing \u00bd a head<\/h2>\n

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The outcome was as unfortunate as the terminology. When a skincare brand department in the UK was told to lose 0.5 of a head count, management totally lost their own heads, botching the redundancy to such an extent that a judge ordered them to pay more than \u00a323,000 in injury-to-feelings payments.<\/p>\n

The part-time employee, who had mental health struggles, was notified on her day off without any proper selection criteria or consultation. Additionally, arbitrarily going for the part-timer led to indirect sex discrimination being found.<\/p>\n

Proper process and immaculate communication are essential when conducting redundancies. Compassion will always help too.<\/p>\n<\/div>\n

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People Matter – May 2025<\/h3>\n

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Catfishing in recruitment<\/h2>\n

\"\"<\/p>\n

Have you ever exaggerated company perks to attract staff to your workforce? Or noticed how the new hire who boasted their strong time management skills is always late to the office? If so, you may have been involved in recruitment catfishing.<\/p>\n

Catfishing, in a general sense, refers to people intentionally misrepresenting themselves. So, in recruitment, it is when either party deceives in this way during the hiring process.<\/p>\n

This could be prospective employees exaggerating, or even lying, about their skill set or experience. For employers, catfishing could mean making false commitments about your company: like claiming prioritisation of work\/life balance when in reality your staff struggle to book time off.<\/p>\n

If any of this sounds familiar, that\u2019s because recruitment catfishing is on the rise. Recent research in the US found 13% of employees admit to catfishing \u2013 but this might not be accurate, as 67% of staff believe their coworkers have catfished! Surprisingly, 79% of employers interviewed also admitted to catfishing.<\/p>\n

Recruitment catfishing might seem harmless \u2013 but it can put you at risk of some serious consequences. If you\u2019ve embellished just how great your company is, staff will become disengaged when they discover your business isn\u2019t quite what you\u2019ve made it out to be.<\/p>\n

This will likely impact morale and work ethic: decreasing performance, productivity and your overall output. Retention will likely be an issue, with staff potentially leaving for companies that deliver on their promises.<\/p>\n

For successful recruitment, transparency from all parties is crucial. The truth will be revealed sooner or later, so it\u2019s important to cultivate an honest dynamic from the beginning.<\/p>\n

During the recruitment process, encourage candidates to be honest about their skills and experience, and keep your wits about you for any holes in their story.<\/p>\n

You should be transparent, too: ensure your recruitment team are honest about your positions and company culture \u2013 from the initial job listings to interviews.<\/p>\n

Catfishing is just one potential challenge during recruitment. From staying the right side of equality law to getting interview technique correct, there is plenty that busy SMEs can struggle with. If you would like to get better at recruiting, please get in touch and we can identify where we can help.<\/p>\n

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A limit on seizures…<\/h2>\n

\"\"<\/p>\n

A company received negative media coverage after limiting an epileptic employee to only having \u201cthree seizures a month.\u201d This comment was made during a disciplinary meeting for her \u201cexcessive sick leave\u201d \u2013 where she received a second disciplinary when she tried to explain that she couldn\u2019t control the frequency of her seizures.<\/p>\n

This controversy sparked a wider discussion on the treatment of epileptic staff in the workplace, increasing pressures on employers to do more to support workers with serious health conditions. A UK study found 60% of workers with epilepsy claim to have experienced unequal treatment or discrimination at work due to their condition. Meanwhile, 42% of employers admitted they\u2019d be less inclined to hire someone with epilepsy to avoid potential challenges \u2013 despite knowing it is discrimination to do so.<\/p>\n

It’s a legal requirement to put reasonable adjustments in place for employees with health conditions which would constitute a disability. Failure to do so could land you in court. It\u2019s in your best interest to avoid discrimination claims at all costs: discrimination tribunals are expensive and could damage your company\u2019s reputation.<\/p>\n

If you employ staff with serious health conditions like epilepsy, you might be feeling pressure to get everything right. We understand that this can be difficult to navigate: you\u2019ll want to strike a balance between supporting your workforce, whilst ensuring targets are still met.<\/p>\n

Take the time to understand your employees\u2019 individual needs and requirements (with occupational health professionals where appropriate), cultivating a culture of open communication to do so. This approach will inform you when implementing reasonable adjustments to help your staff succeed.<\/p>\n

It is not to say that if they are not capable of doing a job you do not have other options, but it is essential to follow the proper process.<\/p>\n

If you\u2019re seeking more specialised guidance, get in touch today to see how we can help you stay compliant with legal requirements whilst supporting your staff and your business!<\/p>\n

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Supreme court ruling on women and sex<\/h2>\n

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You\u2019ve likely seen media coverage on the Supreme Court ruling by now, but do you know what it means for your business?<\/p>\n

On 16th April, the Supreme Court clarified the meaning of \u201cwoman\u201d and \u201csex\u201d in the Equality Act 2010: confirming that within the act \u201cwomen\u201d only refers to the biological female sex. This ruling doesn\u2019t affect a person\u2019s right to identify as a different gender and use different pronouns.<\/p>\n

There\u2019s still confusion around these changes, and the EHRC is currently updating its guidance. In the meantime, you should make clear that bullying, harassment or discrimination won\u2019t be tolerated. Gender reassignment is still a protected characteristic in itself, and a harmonious workplace is good for business.<\/p>\n

Toilets and washing facilities will be one of the most tangible elements of compliance. The HSE mandate minimum requirements based upon workforce size, ideally with separate facilities for males and females.<\/p>\n

Where this is not possible, unisex toilets, lockable from the inside, with hand basins will be okay. Any toilet used by women should have hygiene facilities.<\/p>\n

If you don\u2019t already, consider investing in well-being services to support your staff \u2013 potentially helpful for a variety of issues including this.<\/p>\n

If you\u2019re seeking further clarity or guidance following these changes, please get in touch with us.<\/p>\n

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The right to switch off – gone or on the backburner?<\/h2>\n

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You may remember Labour confirming plans to address the \u201cright to switch off\u201d if they were to be elected. However, the policy wasn\u2019t included in the Employment Rights Bill and Labour appear to have dropped any immediate plans to address it.<\/p>\n

The right to switch off policy would legally prevent you from contacting employees outside of work hours \u2013 unless in extenuating circumstances. Such a policy would set off alarm bells for many, especially if your workforce is across multiple time zones or if you\u2019re in an industry that requires frequent out-of-hours contact. As a general principle though, it is common sense that people (including you) need downtime and headspace away from work.<\/p>\n

The future of the policy remains uncertain. Some think it\u2019ll be picked up separately from the Employment Rights Bill. However, the Sunday Times reported that the government is actually planning to scrap the policy in an attempt to boost employer confidence following the increased NICs. You\u2019ll likely hear more about the policy in the coming weeks; and we\u2019ll be here to help you, either way.<\/p>\n

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Keeping the confidential, confidential<\/h2>\n

\"\"<\/p>\n

Some things are better kept private. In the case of sensitive files about staff, it is the law.<\/p>\n

A business recently lost a tribunal after disabled employee, Liv, saw her manager\u2019s screen had an open document titled \u201cConcerns Re Liv\u201d in a large, bold font! In its decision, the tribunal found that leaving sensitive documents accessible like this disadvantages disabled employees; relating it to being a failure to make reasonable adjustments.<\/p>\n

It is an important reminder to consider how sensitive material is handled within your business. You should work with management to ensure any confidential material is not accessible \u2013 let alone visible \u2013 to employees. Have a process.<\/p>\n

These considerations are even more important if you have vulnerable staff in your workforce \u2013 as a simple managerial slip-up could be used against you in a tribunal.<\/p>\n

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Is 35 old?<\/h2>\n

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Is 35 old? According to employers in China, it\u2019s ancient!<\/p>\n

The Chinese workforce is currently facing the \u201ccurse of 35\u201d, which has employers openly expressing a preference for younger, unmarried workers. There\u2019s a perception that \u201colder\u201d workers are less willing to work long hours and can\u2019t adapt as well to new technologies. This stigma pervades several industries in the country, with many civil service departments even having an age limit of 35 and under for entrance exams.<\/p>\n

Whilst age discrimination does exist in the UK (and is illegal), this is to a very different extent! It\u2019s likely reinforced by China\u2019s 996 work structure: a 9AM \u2013 9PM, six days a week routine, which may seem more suitable for younger workers. Regardless of age, we\u2019re sure few will be complaining about their 9-5 hours after they have read this!<\/p>\n

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People Matter – April 2025<\/h3>\n

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Employment Rights Bill set to worsen the tribunal backlog<\/h2>\n

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The employment tribunal system is exhausted. Cases rose 18% last year whilst being disposed of at the lowest rates since the pandemic. This pressure has massively hiked wait times: there\u2019s half a million people currently waiting for employment tribunals in the UK, with some cases taking over two years to even reach a hearing.<\/p>\n

So the last thing it needs, is for new channels to be created from which cases can be generated. Enter the Employment Rights Bill. This seems certain to exacerbate this backlog as it is enacted.<\/p>\n

The newly introduced Fair Work Agency is a prime example of this. The Fair Work Agency has the power to initiate tribunal proceedings against your business on an employee’s behalf, even if the employee had no intention to take legal action themselves.<\/p>\n

Under the new bill, there are more ways than ever to fall foul of employment law \u2013 it reverts to becoming a day one right for all to bring claims, statutory pays are being broadened and zero-hour contracts are being heavily regulated\u00a0 to name but three.<\/p>\n

Many of the Government\u2019s proposed changes are deeply frustrating for employers. In times that are already challenging, the last thing you need are all these increased pressures \u2013 or the heightened risk of facing an employment tribunal.<\/p>\n

Even if you were to win a tribunal, the process is still extremely costly: with fees of up to tens of thousands of pounds and the risk of being prolonged for years due to the backlog.<\/p>\n

From the Employment Rights Bill to the overwhelming tribunal backlog, it\u2019s essential to stay in line with regulations. This is easier said than done, though, when you\u2019re busy running a business. That\u2019s where we come in.<\/p>\n

We\u2019re ready to equip you with the tools to overcome them. Whether you\u2019re looking to stay in line with regulations, or need help navigating a tribunal, reach out and discover how we can support your business. We provide cost-effective, retained advice with tribunal indemnity insurance included (terms apply), as well as one-off specialist projects and advice.<\/p>\n

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Boost your employee engagement<\/h2>\n

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Employee engagement isn\u2019t just a way to create a positive atmosphere in the office \u2013 it can directly boost the success of your business. Engaged teams show 21% higher profitability, driving stronger outcomes regardless of industry, business size or the overall economy.<\/p>\n

Disengaged staff decrease morale and productivity, and can lead to high turnover rates. Despite the importance of employee engagement, only 23% of employees worldwide fall into the engaged category. To keep your business ahead of the curve, you\u2019ll want to cultivate a culture of employee engagement \u2013 starting from the top of your business.<\/p>\n

Staff engagement isn\u2019t just down to the employees. It comes from the top.<\/p>\n

You\u2019ll need to equip management with the skills to encourage an open culture of communication: clearly sharing goals and values so staff feel actively involved in your company purpose. This helps with both current employees and in recruiting future staff aligned to your vision.<\/p>\n

Listening leadership styles are a good foundation for engagement. To be effective, it is important that feedback is not only encouraged, but perceptibly acted upon. Interestingly, this could also save you money on outsourcing idea generation \u2013 with specialised ideas coming from the staff who understand your business inside out. Talk to us about management training to improve this.<\/p>\n

Be creative and allow space for fun around all the work that takes place. Chocolate eggs for staff this Easter for example?<\/p>\n

Get in touch today to see how our HR services can help you: from data driven feedback resources to quality management training schemes. We\u2019ll leave you to buy the Easter eggs though!<\/p>\n

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Freedom of speech – where is the line in the workplace?<\/h2>\n

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Whether it\u2019s in the office, at after work drinks or on social media, you might have experienced staff with a desire to discuss controversial topics. The Human Rights Act deems individuals entitled to freedom of expression \u2013 unless it\u2019s hate speech \u2013 but there is a fine line to tread in the workplace.<\/p>\n

You need to balance freedom of speech with the Human Rights Act, whilst also managing conduct that could be deemed inappropriate, provocative or offensive.<\/p>\n

As an employer, you\u2019re entitled to indicate what is acceptable in your workplace \u2013 and it\u2019s good management to make this transparent with a code of conduct that is clearly accessible across your business. Politics and religion have long carried risk, and gender nowadays can be particularly divisive \u2013 with many a high-profile case going through the courts.<\/p>\n

Let\u2019s be honest \u2013 the alignment of workplace discrimination laws and the Human Rights Act is confusing at best, and a tribunal fuelled minefield at worst. To ensure you\u2019re in the clear, it\u2019s worth seeking specialised support, such as our handbook policy guidance.<\/p>\n

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Supporting sandwich carers on your team<\/h2>\n

\"\"<\/p>\n

There\u2019s estimated to be a staggering 1.3 million sandwich carers in the UK: caregivers for both their children and their parents at the same time.<\/p>\n

As you can imagine, this is a stressful position to be in; with the routine demands of childcare juxtaposed with parental illness or immobility. Inevitably, these pressures could seep into your workplace and inhibit productivity.<\/p>\n

To counter this, you\u2019ll want to support sandwich carers where you can. How supportive is your management culture? Normalising discussions about caregiving, especially from senior figures, is one way to help sandwich carers feel supported. Being open to various forms of flexible working could be another. It\u2019s all got to work for your business too, though.<\/p>\n

It could also be worth investing in outside employee support as well, such as an Employee Assistance Programme (EAP) \u2013 the helplines available through these could be a valuable release valve for under pressure staff and provide them with coping mechanisms without you having to get involved.<\/p>\n

Fostering a culture of support goes beyond just supporting sandwich carers, it will help all of your employees at certain times of life: boosting morale, engagement and overall productivity for your company.<\/p>\n

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AI can make workdays shorter but more productive<\/h2>\n

\"\"<\/p>\n

Love it or hate it\u2026 you definitely can\u2019t avoid it! It seems AI is percolating through every element of our lives – and that includes our workplaces.<\/p>\n

In fact, the increasing use of AI in the workplace is actually showing major productivity gains: making the average workday 36 minutes shorter, yet 2% more productive, apparently. One study even found worker productivity increased by 33% for every hour using generative AI. It seems AI can be an increasingly valuable tool to employ in your business \u2013 as long as it\u2019s used correctly.<\/p>\n

It is still a bit of a Wild West though; used incorrectly your employees could cause a lot of damage with AI \u2013 from giving away company secrets to devaluing your brand with poor content. We can help you implement clear guidelines for safe usage of AI. Get in touch today to find out more.<\/p>\n

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How symbolic gestures in the workplace could be (mis)judged<\/h2>\n

\"\"<\/p>\n

Ever forgot to CC someone into an important email? Presumed they were already aware of a senior meeting? Or even reorganised where they sit in the office?<\/p>\n

These seemingly innocuous gestures could actually be drastically misinterpreted as something far more serious\u2026 like a demotion! A recent tribunal found that arranging a senior employee to sit on a desk associated with lower positioned employees could be a breach of employment law. This may sound ridiculous, but it\u2019s an important reminder of how people can get the wrong end of the stick!<\/p>\n

To avoid major misunderstandings, and nip any potential confusion in the bud, don\u2019t forget your communications skills, and thinking about how gestures are received as well as delivered.<\/p>\n

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People Matter – March 2025<\/h3>\n

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Achieving bank holiday balance this Spring<\/h2>\n

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There may be no extra bank holidays for coronations or jubilees this Spring, but because Easter is relatively late, it does mean there are four bank holidays within five weeks between 18th April and 26th May.<\/p>\n

Bank holiday bonanzas like this often bring the question of annual leave allocation to the front of mind, as staff scramble to efficiently book time off next to the bank holidays, achieving a longer spell of leave for fewer days taken (depending on the nature of your business, of course).<\/p>\n

It is a good time to review how you manage annual leave, and other leaves. The gold standard is to use a software package that comes with benefits like self-service reducing your admin burden; team visibility so everyone knows what\u2019s available; and analytics allowing you to look strategically at attendance \u2013 particularly helpful for sickness and unauthorised absence. Many businesses still rely on wall planners or spreadsheets, so if you are interested in an upgrade, get in touch and we can help.<\/p>\n

But however you choose to administer your annual leave, it must be underpinned by a policy which guides you and staff in how annual leave is allocated. Fairness and transparency is key, with expectations of how it works set from the outset.<\/p>\n

The business\u2019s needs must always be balanced against annual leave entitlement and many companies simply cannot operate if everyone wants to go on holiday at the same time.<\/p>\n

First come, first served is a well understood model, but not the only one available. At times where there is heavy demand for annual leave, you may consider a rotation system that allows someone who missed out one year, first dibs the following year \u2013 as always however: be consistent.<\/p>\n

You may have to consider other staffing factors too, especially as the government pushes for flexible working to become the norm: part time, term-time only and other approaches may all have an impact. We are here, if you want a policy review.<\/p>\n

One final point. Owing to the way Easter falls late this year, there are actually only seven bank holidays between 1st April 2024 and 31st March 2025. If your employment contract wording says \u201c28 days including bank holidays\u201d there is no problem. However if it says \u201c20 days plus all bank holidays\u201d they will be a day short. This is because the statutory minimum number of days in a year is 28 days and this is normally made up of eight bank holidays and additional leave.<\/p>\n

If affected, it is advisable to give them an extra day of leave before 31st March.<\/p>\n


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Time for a Spring clean?<\/h2>\n

\"\"<\/p>\n

Despite the daffodils it has still felt pretty cold recently; but Spring is here! It is a time when people traditionally embark on some annual cleaning, freshen things up, out with the old \u2013 in with the new.<\/p>\n

This year, why not give your HR strategy the same treatment: ensure it is aligned with your business strategy and objectives?<\/p>\n

While business strategy is focused on turnover, profitability, products and services among other things; your HR strategy should deliver the people now (and in the future) to be able to come good on the business objectives.<\/p>\n

This means it is wide-ranging, encompassing:<\/p>\n