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Managing Employee Burnout: Proactive Steps for Small Businesses

Managing Employee Burnout: Proactive Steps for Small Businesses

by editor | Feb 6, 2025 | Employee Assistance Programme

Employee burnout isn’t just a problem for big corporations and Wall Street workaholics; it’s a growing issue for small businesses too. With tighter budgets, smaller teams and often heavier workloads, employers and managers can find it particularly challenging to...
Maximising Employee Well-being with Effective Assistance Programs

Maximising Employee Well-being with Effective Assistance Programs

by editor | Mar 1, 2024 | Employee Assistance Programme

If you’re an employer wanting to support your employees with their mental health, an employee assistance programme (EAP) is one of the most effective ways you can look after your team’s well-being. Here’s how to make your business a better place to work with the...
Why you need an employee assistance programme

Why you need an employee assistance programme

by editor | Nov 2, 2023 | Employee Assistance Programme

Now, more than ever, businesses and employers are recognising the direct correlation between employee well-being and productivity. An individual that feels they are heard, understood and supported on a personal level, is able to bring far more to their professional...
What does EAP stand for in the workplace?

What does EAP stand for in the workplace?

by editor | May 4, 2023 | Employee Assistance Programme

Workplace stress alongside the pressures of personal issues can have a debilitating effect on employee performance. In fact, 17 million working days were lost due to work-related stress, depression, or anxiety in 2021/22. An employee assistance programme (EAP) is...

Latest News

Are your employment contracts compliant?
How training and development can lead to business success
How managing staff stress can benefit your business
Getting probationary periods right
Why staff handbooks matter
Update: Supreme Court Ruling on Legal Definition of Woman is based on biological sex
Third-party harassment and what it could mean for you
Should you bother with employee surveys in 2025?
Incentivising staff beyond pay
The benefits of employing neurodiverse employees
Preparing for neonatal care leave and pay
Latest changes to the Employment Rights Bill – and how they could affect you
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Changes to parental and bereavement leave rights

Paternity and adoption leave rights are going to become available from day one of employment, which bereavement leave also becoming available to all employees, rather than just those with dependents. This will also be updated to include those who have had a miscarriage before 24 weeks gestation.

Get help with this change
Statutory sick pay

SSP will become payable from the first day of absence (rather than the fourth) and will be available to all employees, with the weekly rate payable set to £118.75 or 80% of the employee's earnings - whichever is lower.

Get help with this change
Employment Tribunals limit extension

The amount of time an employee has to make an employment tribunal claim against you is doubling from three months to six. This is likely to hugely increase the amount of employment tribunals being brought about.

Get help with this change
Flexible working

Going forwards, you will only be able to refuse flexible working requests on very specific grounds, such as a detrimental impact on your business. Any refusal that you do make, will need to be made in writing and clearly outline the reasonable ground you have for refusing the flexible working request.

Get help with this change
Fair Work Agency

The Fair Work Agency (FWA) will be a new enforcement ombudsman created to investigate and act against any breaches of employment rights. We expect their remit to particularly focus around pay, right to work and holiday - amongst other things.

Get help with this change
Collective redundancies

Collective redundancies apply to employers who are proposing 20 or more redundancies. Currently, this has applied to one 'establishment' (e.g. a singular workplace). However, this change will introduce a threshold which counts redundancies across all employees across all 'establishments' within the business. The maximum protective award for failure to collectively consult is also double - from 90 to 180 days. This is full pay, due to all employees who are affected.

Get help with this change
Trade union reforms

The Employment Rights Bill will repeal and amend various rules brought in by the previous government, making it easier to join unions and organise within the workplace, through lower notice period and thresholds, and an increased length of time before a mandate for action expires.

Get help with this change
Third party harassment

Following this Bill, employers will become liable for any third-party harassment that occurs. This could include customers, suppliers or contractors that they may interact with. 

Get help with this change
Unfair dismissals

Implementing unfair dismissal rights for employees from day one of employment, removing the two year 'buffer' that businesses have previously had. It will also introduce a new 'initial period of employment' - expected to be nine months long and essentially a mandated probationary period - during which there will be a lower test for unfair dismissals. 

Get help with this change
Zero hour contracts

Introducing the right to a guaranteed contract for zero hour workers following a defined reference period. This was further extended to agency workers via amendments. The reference period is expected to be defined as 12 weeks. The change also defines that those workers are entitled to compensation for shifts that are cancelled or curtailed without reasonable notice.

Get help with this change
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