Tag Archive for: HR Derry

Brexit Guide for Employers in Northern Ireland

/in , /by

Brexit came into force on 31 December 2020, so this Brexit Guide for Employers in Northern Ireland is essential reading.

Brexit means that free movement of people has ended in the UK. This will impact on your business if you currently employ employees from EU member states. It will also impact on future employment of such individuals.

Using this Brexit Guide for Employers

This Brexit Guide for Employers flags up the key issues your business now faces. These include understanding your EU employees’ status, their right to work and your duty as an employer.

This guide offers tips on dealing with these key issues advise you on how to deal with them. We also have some useful links below guiding you to other resources to help you.

Your EU Employees

Europeans living in the UK on, or before 31 December 2020, may retain the right to work in the UK. However, to qualify, the employee must apply for settled status, under the EU Settlement Scheme. A ‘grace period’ exists for this –  EU nationals have until 30 June 2021 to apply.

Anyone who is granted settled status is permitted to continue working in the UK beyond 30 June 2021. European nationals who arrive in the UK after 31 December 2020, will need a visa, to work in the UK.

If your employee has been a resident in Northern Ireland, before 31 December 2020, they can continue to work for you. To qualify for this, you need to have completed ‘right to work’ checks.  These checks involve verifying the employee’s identity by inspecting official documentation, such as their passport. You then retain copies of this documentation on file. See further details on ‘right to work’ checks here.

Your Duty as an Employer Under Brexit

You should advise all EU national staff of their requirement to apply for settled status by 30 June 2021. However, ultimate responsibility lies with the employee – they must apply, themselves. Applications can be made online.

Displaying posters in your workplace, stating how staff can make their applications is sensible. You may also wish to offer support to any staff who need it, regarding PC access and skills.

Brexit Right to Work Guidance

Until end of June 2021, employers carrying out work checks on European nationals, can accept an in-date European passport. Employers can also accept a valid national ID card, as proof to right to work. If a person is granted settled status, this can be accepted as proof.

A right to work check based on a European passport, gains a statutory defence against illegal working.

Employers found to have staff working for them, who do not have a legal right to work, can be fined. The fine can be up to £20,000 PER illegal worker.

Cross-Border or Frontier Workers Under Brexit

Frontier workers are cross-border workers. A frontier worker in Northern Ireland is an EU National employee who resides in ROI, but works in Northern Ireland. They return home at least once a week.

Under the new regulations, frontier workers must hold a frontier worker permit to enter the UK for work. This comes into effect from 1st July 2021 but DOES NOT APPLY to Irish citizens.

About Frontier Workers’ Permits

Here’s a short summary of how the system works:

  • The worker applies for a frontier worker permit
  • A permit lasts for 5 years and belongs to the employee. They can switch between employment.
  • You can apply for a frontier permit online. It is a free application, up to 1 July 2021.
  • Irish citizens do not need to apply for a frontier permit.

Points Based Immigration System under Brexit

Under the points-based system, UK employers will need to be a registered sponsor. See details here on how to apply for a sponsor licence. This enables you to recruit new employees from outside the UK. EU, EEA and Swiss citizens planning to work or study in here, will need to apply through the points-based system.

Irish citizens will continue to be able to enter the UK under the Common Travel Arrangement. They are not required to apply to the EU Settlement Scheme or under the new points-based scheme.

Non-Irish EU citizens, living in the Republic, who wish to work cross-border, will need to apply to the points-based system.

Recap of Next Steps for Employers under Brexit

  1. Ensure employees are aware of the EU Settlement Scheme – target your communications to encourage them to apply.
  2. Continue to use the same ‘right to work’ checks until 30th June 2021.
  3. Employers are not expected to check if the employee has applied to the settlement scheme. It is your duty to carry out appropriate checks, in line with your recruitment process, when an employee is appointed. It is the employee’s responsibility to apply for settlement.
  4. Allow appropriate time to act, if intending to be a sponsor.

 

Useful Links

 

Intertrade Ireland

If you require any assistance with your HR requirements, we are more than happy to help, contact Julie Pollock on 07858089006 or e-mail julie@consulthr.co.uk

Disclaimer: This article is intended to provide you with general information on the EU Migration Scheme.  You should take professional advice prior to making any decisions in line with this guide.

3 Ideas for a Virtual Christmas Party

/in , /by

Due to the ongoing coronavirus pandemic, a lot of our Christmas traditions can’t take place. Yet don’t despair; there is a range of ways, to celebrate virtually, with staff. Holding a virtual Christmas party is a great way to boost morale. It also serves, to thank colleagues, for working hard throughout such a tough year.

Virtual Secret Santa

An oldie, but a goldie. A firm favourite for many workplaces, Secret Santa can be altered to be a virtual event. Slack has a Secret Santa app, which can be downloaded. It randomly selects colleagues, messaging them privately, who they need to buy a gift for. However, you don’t need to have Slack. Any form of video messaging software will work, and as a manager, you can pick names out of a hat. Gifts can be posted to colleague’s home addresses. This is a great option if you have a small to medium-sized business. It’s a wise idea to set a spending limit, of around £5 or £10. Staff may have varying salaries. Keeping the budget low, is inclusive.

Virtual Award Ceremony

Getting dressed up, without worrying about falling over in heels, or sorting taxis at the end of the night. That’s the joy of a virtual party for staff. Many companies will have had to cancel yearly, in-person ceremonies. Budget set aside can contribute to holding a virtual version. Managers can set a black-tie dress code and allocate a set allowance for buying drinks and snacks. To make the event more fun, consider creating voting cards. Staff can then vote on the night, for the person to fit the categories. Keep these light-hearted, positive, and PC!

Presents Wrapped With Bows

Virtual Christmas Crafts

For those up for a challenge, consider hosting a virtual craft-making session. Managers don’t have to be artists – there are many fun, simple, tutorial videos available to watch on YouTube. The tutorial can be screen shared with everyone, and the materials can be sent in advance. Or a list of materials to find. This is a great option for organisations, with smaller budgets. There will be many crafting ideas that rely on using household materials, which would normally be thrown out, or recycled.

Consult HR Wishes Our Clients a Happy Holiday Season

2020 has been a challenging year for companies. Consult HR would like to thank our clients, for choosing us to manage your HR needs. We wish everyone a happy Christmas and a healthy New Year. We look forward to working with you in 2021.

If you would like some support with your HR issues now or in the New Year, please get in touch with Julie Pollock on 07858089006 or email julie@consulthr.co.uk

Visit our website here: www.consulthr.co.uk

Restructuring Your Business in the Pandemic

/in , /by

Covid-19 remains the greatest challenge for many companies, as cases rise dramatically, and restrictions tighten, during this second wave. Unfortunately for many, restructuring your business may be the only option to stay afloat. 

As the end of 2020 draws near, there remains no vaccine. It appears that society and the economy will be deeply affected for some time. If you have not already thought about restructuring your business, now is the time to do so. Restructuring can be a way to be future-proof on profit. 

Consult HR are here to provide some guidance on navigating the challenges.

How to Assess Your Restructuring Needs

Before you start, you need to know where your business is going under restructuring arrangements. What areas of service or production are you concentrating on? What areas are you cutting? Which staff do you need to retain? Where do you need to cut back? 

You may need expert HR advice at this point, to ensure that you are taking the correct strategic approach.

Restructuring and Redundancy Procedures

The other thing you need to take into account, is that there is a strict regulatory framework to follow. For example, there are statutory consultation periods (depending on the number of redundancies being made) and procedures to be followed.

Many employers think they can ‘hand pick’ employees they are considering making redundant – it is not that straightforward.  Whilst you will be able to justify that you need to make redundancies, the selection process needs to be fair.  This is critical to whether you will win or lose a case in tribunal.

You may face extra penalties if these are not followed correctly, so expert HR advice is essential to protect your business. Find out more here about Consult HR support for restructuring and redundancy. 

A man in a blue shirt signing important documents at work

Pandemic Restructuring & Communication

Restructuring a company is not an easy or pleasant task. It involves difficult decisions and conflict. Management will of course feel anxious about making cuts. 

Staff are individuals, with their own challenges and anxieties, during this pandemic. If a company keeps this in mind, then the process is likely to go much more smoothly. 

Management should communicate well with each other about proposed plans, and final decisions. But management should also communicate with their staff, about such huge changes. 

Recently, Cineworld decided to lay off up to 5500 workers. Staff did not know of this decision, until it was reported on by the media. This is an example of how NOT to manage lay-offs. Staff should be informed of crucial decisions BEFORE they are made. This will go some way to reduce conflict and uphold morale. 

HR professional advising clients

Photo credit Tim Gouw @unsplash

Restructuring and Equality

Another key area in restructuring and redundancies is the issue of fair redundancy selection criteria. You may think it makes sense to select workers close to retirement age or the newest recruits to the company. However, companies should always bear in mind their obligations around Equal Opportunities. 

Age is a protected characteristic under the law. If your older staff are the only ones to be made redundant with no clear justification, this could be costly. A company could find themselves being taken to an employment tribunal and paying compensation (which unlimited in discrimination cases). This also causes damage to reputation.

When making redundancy decisions, management should aim to maintain a diverse workforce, retaining their strongest people to support their business. Consider knowledge and skill set. Long standing employees may have shown loyalty, but newer recruits may bring innovation. The selection process should consider the skill set, knowledge and expertise, for the long-term future of a business. 

A woman sits on a chair, on her laptop, smiling

Consult HR Help for Restructuring and Redundancy

Restructuring a business and making redundancies, is one of the most stressful processes a business, and management can go through. It is crucial that restructuring is well thought out, and carefully planned.

For bespoke guidance on restructuring your business, contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk 

 

Visit our website here: www.consulthr.co.uk 

 

How to Manage Your Staff Remotely

/in , /by

Fresh concerns and restrictions over the spread of Covid-19 may mean that you now manage more staff remotely again. Even with some office-based work, most managers will still be working virtually with many of their team.

In our experience, many offices are working on a hybrid basis. This involves staff spending a day or two in the office and the rest of the time at home. This reduces the amount of interaction but also removes the feeling of being isolated. In addition, it allows for those essential team meet-ups to discuss key work duties. And, it enables teams to have those face to face chats that are difficult or not as effective virtually.

 

Whatever formula you are using, you still need to brush up your remote management skills.  Consult HR are here to help you out with a quick look at some of the key areas and some tips for making things easier and more effective.

 

Communicating with Your Remote Staff Team

Online meetings and communication are crucial to the success of managing a remote working team. You should stick to normal meeting routines, such as daily or weekly team meetings. Just switch to online platforms like Zoom instead of face to face. You may feel all Zoomed out, but the platform’s popularity means people are familiar with its use.

If you need more specialised or secure platforms, research the best options for you and your business.  But don’t forget, everyone needs to be able to access it and use it. Team members may have

If you were in the habit of one-to-one discussions with individual team members, keep this up too. Use video calls or phone calls in preference to email, text or online chat for these kinds of chat.

If you need an open platform for team chats, then make sure to agree a platform that suits everyone. For example, WhatsApp is popular but it can be easy to miss key messages if you are in too many chat groups. Consult and agree the best choice for your team.

But also try to avoid communication overload too as this can be a real drain on team energy. This may mean putting limits on chats, out of hours emails or texts, encouraging people to use meetings more effectively and using online project tools (see below).

remote-working-manny-pantoja-photo-1587578932405-7c740a762f7f

Tools and Equipment for Staff Working Remotely

Make sure staff have access to the equipment they need to work remotely. They may need a better laptop or office chair.  There may be IT or security issues with accessing central data. Talk to them to find out what they need to work better from home.

Tools like Trello and Asana can help with team project work. Find out more about top online tools here.

Measuring Staff Activity & Productivity

Don’t automatically assume your staff need to be under your eye to work effectively and productively. Some of your team may enjoy the flexibility that remote working offers and this can enhance productivity.

Some staff may need this flexibility if there are small children at home. For example, they may prefer to start work earlier and work in the evenings. Work around this if you can and where it works for your team and business. If there are limits to the flexibility you can offer, then negotiate an agreement that will work for the team.

Use meetings to get feedback on how work is progressing. You can also use tools from Excel sheets to Trello boards to monitor tasks and progress. If you feel someone is not pulling their weight, don’t let it slide. Have a one-to-one chat and express your concerns. If there is an ongoing performance problem, then you may need to use disciplinary procedures. But make sure to get HR advice to ensure you comply with the regulations.

remote-working-Brian Wangenheim-unsplash-photo-1588346986082-dbadd9babce0

Mind Mental Health

Remember the obvious – we’re all in the middle of a crisis with the Covid pandemic. You need to be mindful of your own mental health and your team’s. You or any of your team may have serious concerns about older relatives, vulnerable children, or loved ones with immune problems or who are ill.  Some may be dealing with bereavement or isolation.

A team that works well together remotely can also be a supportive team, for you and for them.

For information or advice on managing staff remotely, Contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk.

Visit our website here: www.consulthr.co.uk

 

Why You Need a HR Professional on Your Team

/in , , , /by

How do you know when it is time to get expert HR Advice? We are all facing a volatile working environment at the moment due to Covid-19. Employers have to make difficult decisions on staffing levels.  

This creates an increased risk that an employee will seek compensation if you get it wrong.  So now is the time to ensure you get professional HR advice, to protect you and your business.

HR professional advising clients

Should You Outsource HR or Keep it In-House?

Outsourcing works best for small and medium-sized businesses who don’t have their own HR departments. Given the current economic uncertainty, it may not be the right time to expand your management team. However, at such times, it’s crucially important that you have access to HR expertise.

Outsourcing your HR offers a flexible solution to match your needs and your budget. Contact us to arrange to discuss your HR needs on  07858089006 or email julie@consulthr.co.uk.

How a HR Service Can Ease Your Business Through This Pandemic 

Running a business during a global pandemic is a constant challenge but good HR makes sure you have a strong team to help. A specialist HR service supports your business with cost effective and flexible advice to get you back on track. 

HR experts like Consult HR can help you make the changes needed to navigate the post-Covid business world.  We have the experience you need to offer year-round support in key areas like employment law, redundancy and restructuring.  We also help you shape the management team you need to lead your business through this crisis.  

Covid-19 and Company Staffing 

For businesses who need to streamline their staff, redundancies may have to be an option. The redundancy process can be a complex area and the procedures vary depending on the number of redundancies involved. 

Redundancies and Covid-19

You may need to reduce your staffing costs but don’t know how. We help businesses map out their options and guide business owners through the statutory procedures.  Let us take care of the legalities and provide you with the framework to streamline your business. We create plans to deal sensitively and supportively with staff, while providing on-site and off–site support, as needed. 

HR professional consulting

Restructuring During Covid-19

Where appropriate, HR professionals can provide advice on alternative options to redundancies. We support business owners to create a plan that fits with the vision of their business.  Restructuring your business does not need to be a difficult undertaking and may allow you to keep on staff you’re reluctant to lose. Sometimes job losses can be avoided by changing the role of staff. HR professionals can guide you through the legalities of restructuring your business and creating new positions for existing staff.  

Employment Law during the Covid Pandemic

Most business owners do not have the time – or inclination – to learn the ins and outs of employment law. This is where a specialist HR professional can save you a lot of time and money. A good HR provider will work with you to develop robust terms and conditions of employment. They will ensure these terms comply with legislation and are specifically tailored to suit the requirements of your business. 

At Consult HR we take care of all aspects of employment policies and procedures for the businesses we work with. We ensure your business is compliant with all employment legislation, which can also protect your Company in litigation claims. 

HR proffessional working

 Coronavirus and Dismissals 

 Employment law is particularly important right now, as many business owners are letting go of staff. Consult HR can advise and guide you through the process to ensure you comply with legislative requirements.   

Consult HR are experts in the field of employment law and can provide you with advice on legally binding agreements. This helps you to avoid future litigation and unfair dismissal claims through the industrial tribunals.  

At this time of great upheaval for businesses, a professional HR service can ease the burden and hassle of employment issues. Consult HR have a range of service options to meet all businesses needs and budgets, from project work to pay as you go. Contact us today to find out how we can support your business,  

 

Contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk.  

Visit our website here: www.consulthr.co.uk 

 

 

 

 

 

Life after lockdown: How to bring employees back to work from furlough

/in , /by

The Northern Ireland Executive recently revealed its five-step plan for easing lockdown. While no guidance has been offered on when exactly each step will be introduced, the general consensus is that there will be a gentle easing of the lockdown rules. In fact, some businesses are already re-opening, albeit with strict plans in place, which means that employees will need to be brought back to work from furlough.

This is new territory for everyone so unsurprisingly, how to do this correctly can cause some confusion. Therefore, Consult HR’s Julie Pollock shares her simple steps on how to un-furlough employees.

Before employees return to work

Understandably, not everyone will be able to return to work right away. It will be weeks before some sectors are able to reopen their doors to staff but thinking about how you will manage people when the time comes will help make the process more straightforward. There are a few factors that you definitely need to consider and decisions will need to be made. The earlier you can do this, the quicker you will be able to get your business up and running again, when it is safe to do so.

With this in mind, it is vital that you consider the following:

  • Who will return and when? If a phased return is granted, how will you introduce this? It is worth noting that if an employee is furloughed, this must be for a minimum of three-weeks in order to claim payment.
  • Will the operations of your business be permanently affected because of coronavirus? If so, you may need to consider job roles and how these can be changed in line with new operations.
  • How will restrictions impact on workload? Will there be too little work for everyone? If so, a workforce restructure or indeed redundancies may need reviewing.
  • Is your workplace safe for employees? You should only allow staff to return to work if you can confidently answer yes to this question. Putting your employees at risk is not an option.
  • Is remote working a possibility, or can employees work in staggered shifts in order to comply with social distancing regulations?

Only after careful consideration of these points should you question whether you should un-furlough employees.

Bringing employees back from furlough

It isn’t surprising that after weeks in isolation, employees may be feeling apprehensive about returning to work. While you might be keen to get things up and running again, not everyone will share this same sentiment and concerns around health and safety will undoubtedly arise.

The easiest way to address these fears is to communicate effectively. Let employees know your plans, the results of your risk assessments and the steps you are taking to ensure their safety. Remember, employees are probably craving a sense of normality too but not at the expense of their health so reassuring them that you are taking all the necessary steps for their wellbeing will be welcomed.

Furthermore, it is strongly advised to give employees notice, in writing, detailing their return to work. This will afford them time to mentally and physically prepare for any change in circumstances and address any issues with you.

For example, if schools and childcare facilities have not fully reopened, returning to a regular 9-5 on-site working schedule might not be possible. In this instance, consider whether flexible or remote working is an option. Being mindful of everyone’s individual circumstances well in advance of your business opening again will afford you plenty of time to prepare and restructure if necessary.

Life after lockdown  

At Consult HR, we have already assisted clients in un-furloughing employees with essential roles and those who can work remotely. If you require further support with the Coronavirus please feel free to contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk. Visit our website here: www.consulthr.co.uk

Top tips for managing long term sickness

/in , /by

It might surprise you to learn that in the UK, employee sickness rates are at an all-time low. This, no doubt, will be welcome news for employers, but the truth is, this doesn’t show the whole picture. While sickness levels are at a record low, what is on the rise is presenteeism, which is when sick employees turn up to work, and this statistic is also breaking records.

While presenteeism means more people are at work, if they’re sick, it’s unlikely that they’re working efficiently. When employees don’t take time off to recuperate, as well as spreading sickness to other members of their team, they are putting themselves at greater risk of requiring long term sick leave, which can have a massive impact on your business.

Causes of long-term sickness absence

CIPD long term absence statistics reports that the most common reasons for long-term sickness are:

  1. Mental ill-health (clinical depression and anxiety)
  2. Stress
  3. Musculoskeletal injuries
  4. Acute medical conditions, such as stroke, heart attack and cancer

The effect of long-term sickness absence

Long term absence (which is normally regarded as continuous absence of 4 or more weeks), can put significant strain on your business. Other employees may be expected to take on some of the absent employee’s duties, which can cause stress, particularly if they are already busy. Changes to your business operations may be required and if you need to arrange cover or make adjustments, this can be costly.

In order to reduce long-term sickness absence, it is important to implement a prevention policy. From the statistics above, the main reason for long-term sickness is mental ill health closely followed by stress. Therefore, having a good health and wellbeing at work policy in place can help with this, as early intervention is vital for prevention.

However, undeniably, not all sickness can be avoided. As this is the case, as an employer, you should be aware of your obligations and what to do when an employee is off on long-term sickness.

How to manage long-term sickness absence

1. Have a Clear Policy

Your employment policy should clearly indicate the protocol employees are expected to follow regarding long-term sickness absence. This demonstrates that you take absence in the workplace seriously. It also outlines the rules to both line-managers and staff and ensures everyone is treated fairly. Employees should understand how to report it and the certification required. While they are off, you should keep in touch with them, as many employees on long-term sickness report feeling disconnected from their job and company. Staying in contact also ensures that you are notified of any changes to their condition and their expected return to work date. Keep a record of all communication.

2. Decide How you are Going to Allocate The Work

As well as this, you will need to consider how their work can be effectively covered. Often, it’s hard to know how long an employee will be off so temporary cover may be required in this instance.  You should ensure that you only recruit someone on a temporary basis until you are sure when and if the employee is going to return to work. Otherwise the employee could claim that you have already filled their job while they were off on sick leave.

3. Manage The Absence

Meet with the employee regularly to keep up to date with their recovery and what their GP is advising them about returning to work. This is to gage when they will be in a fit position to consider returning to work.

4. Consider Requesting Medical Information

Where you are struggling to get an employee to indicate when they will be returning to work you should consider requesting a medical report or assessment to establish when they will be fit to return to work and what they will be capable of doing when they return.

5. Consider Reasonable adjustments

If an employee is deemed to be disabled, consider reasonable adjustments to assist in their return such as a phased return to work, assigning them to another job temporarily, a change to their working environment, a new piece of equipment etc.

6. Conduct Review Meetings

Once the employee has returned to work conduct review meetings as regular as felt necessary until the employee has settled back into work.

7. Consider Termination On Ill Health Grounds

Where you have considered all options, including a medical report, reasonable adjustments and there are no signs of the employee being able to return to work any time soon, you may be left with no other option but to consider ending their employment due to ill health.

You should exercise caution at this stage and I would suggest that you take appropriate expert advice before you do this as any mistakes made at this stage will be costly to you and your business.

If you need help managing long-term employee absence in your workplace, help is at hand. Contact Julie on: 078 5808 9006 or email: julie@consulthr.co.uk

How to deal with poor time management in your workplace

/in , /by

A new year has arrived and as a business owner or manager, you are probably keen to get the year off to a perfect start! If you’re tired of hearing excuses from employees such as “I didn’t get to it today”, “Something else came up” or “There just aren’t enough hours in the day”, read on as Consult HR’s Julie Pollock shares her top tips on how to address poor time management in the workplace.

One of the most common things I hear from managers and business owners is that when they ask for an update on a task or project from employees, they are met with an array of excuses. When you realise that something is far from being completed (or even started) it can be easy to react with a tut, sigh or reprimand. While hearing the same old excuses can be tiring and frustrating, reacting negatively won’t instantly solve the problem. The work still won’t be complete and if you don’t deal with the situation in the correct way, it can become a recurring one.

While it may seem like you are just wasting more time by trying to deal with the problem, in the long-run this can stop a huge issue arising, and actually save you time. So, if you have noticed a pattern of poor time management in your office, here are our top tips for tackling it.

Get to the source of the problem for poor time management

While an employee might tell you they haven’t yet completed something you asked of them, there are several reasons why this could have happened. In order to effectively deal with the situation, you’ll need to find out the reason why.

5 reasons for deadline delays

  1. They poorly prioritise workload: While it can seem like a basic skill, some people simply lack the ability to prioritise their workload. Maybe they are procrastinating too much or simply don’t know which tasks are more urgent that others. If this is the case, speaking with an employee once a week to check what’s on their agenda and how they are prioritising their work is an easy way to make sure work is completed on time.
  2. They are easily distracted by others: While it’s essential to create a happy work environment, making sure it isn’t so relaxed that colleagues continually engage in non-work related discussions is key. Consider if the structure of your office or seating plans could be reviewed. Make sure that employees are aware to reserve personal discussions for break and lunchtimes. This should be included in their company induction.
  3. They really didn’t have the time: It might be the case that quite simply, they have an unrealistic workload. Perhaps another employee is off and they are picking up the slack. Or maybe another manager has been assigning them work without your knowledge. Checking in to see what employees have on their agenda will make sure they aren’t overloaded, which can lead to stress and time off work, costing you money in the long-run.
  4. They don’t have the right resources: Whether a programme is out of date and causing delays, or they simply don’t have the training, it is essential that all staff members have the necessary tools and knowledge to complete their work.
  5. They are lazy & unskilled: In some situations, unfortunately it can be a case that they are quite simply, not the correct person for the job.

Deal with each scenario accordingly

In each of the above scenarios, a different remedy is required in order to rectify it. It is a good idea to meet with an employee to try to learn about their workload in order to determine the best course of action to take.

Time management training and offering regular support may be required, while dealing with unproductive employees is essential in ensuring your business operates efficiently.

If poor time management is an issue in your workplace, you could benefit from professional advice. For more information, contact Julie Pollock on 07858089006 or email: julie@consulthr.co.uk to discuss further.

Reasons to embrace flexible working and how to make it work

/in , /by

Over the past few years, the term ‘flexible working’ or ‘flexi-time’ has definitely become more prevalent. However, the latest HR buzz word is more than just that – there has been a rise in the number of companies now offering employees the option of flexible working hours. As an employer, you may have overheard remarks from staff, who long for a little more freedom and so this is something you are willing to consider. This begs the question: what exactly is flexible working and how do you make it work? Here, Consult HR’s Julie Pollock shares her expert advice on this.

Undeniably, flexible working offers the employee many benefits; as well as a better work-life balance, flexi-time can mean no more 6am starts, long commutes in rush hour traffic and the ability to attend private appointments when necessary. But it isn’t all about the employee. Introducing flexible working boasts benefits for businesses too. Employee productivity is increased, you’ll attract the best talent and staff absence levels are reduced.

In fact, Microsoft Japan recently revealed that a four-day work week ‘boosts productivity’, with a 40% increase in sales achieved, during an experiment in which staff worked a four-day week on full pay. As well as this, meetings were restricted to a maximum of 30-minutes and online discussions were encouraged as an alternative to face-to-face meetings. As well as a dramatic increase in sales, Microsoft Japan saw a reduction in electricity consumption by 23% and paper printing by 59%.

Top tips for introducing flexible working

In order to introduce flexible working into your workplace and make it a success, you’ll need to put in some groundwork first. Considering the following points is a good place to start:

Do you trust staff?

Quite simply, flexible working won’t work unless you can fully trust employees to get on with their work. Trust is undoubtedly a massive part of any flexible working initiative. Employers need to trust that the work is being carried out if staff aren’t in the office and employees need to feel trusted to complete the work in the own time, without feeling like they are constantly having to check in with someone.

Do you have the correct systems and technology in place?

To ensure systems run smoothly, it’s vital that the correct systems and technology are in place. If your flexible working policy means employees can work from home, they need to be equipped with everything they usually have in the office, to make sure their working day flows. This may include access to work emails, a mobile phone and any computer programmes they usually use in the office.

Is everyone on the same page?

Flexible working can mean different things to different people and it definitely isn’t a one size fits all model. So with this in mind, here are a few of the options:

Flexible starting and finishing times

One of the most common approaches to flexible working is to offer workers flexible start and end times. Rather than being strict about a 9-5 day, some firms offer the option to work from 10am to 6pm or 8am to 4pm. This hour to play around with means staff can drop the kids off to school, attend the gym or simply miss out on rush hour traffic, all of which ensures a less stressful start to the day.

The ability to work from home

While it isn’t for everyone, many people admit to being more productive when they work from home, quite simply because there are less distractions. It also helps with that healthy work-life balance that so many of us crave.

Creating a fusion

And of course, there’s the option to combine these two elements. Perhaps you require workers to be in the office for a set number of hours per week, while completing the rest at home.

If you are considering implementing flexible working and require help getting it started, contact Julie Pollock on 07858089006 or email: julie@consulthr.co.uk to discuss further.

What to do when an employee asks for a pay rise

/in , /by

It’s inevitable – as an employer or manager, at one time or another, an employee will ask for a pay rise. In fact, according to payscale.com, 37% of workers have asked for a wage increase from their current employer.

Perhaps the time is right as you’ve just been reviewing salaries. Or maybe, it’s completely caught you off guard and you’re not quite sure how to respond. This request is quite a common one but some business owners struggle with how to deal with it. So with this in mind, Consult HR’s Julie Pollock shares her top tips on what you should do in this situation.

The most important top tip we could possibly give you is not to react and regret it. When an employee asks for a pay rise – whether you saw it coming or it’s out of the blue – it’s important not to respond just yet! Acknowledge their request and give a commitment that you will think about it and get back to them soon. After this, take the following points into consideration to help you reach a decision…

Learn their reasons why

Usually, when an employee approaches an employer for pay rise, they are unhappy with their employment so the key is to determine why so that you can effectively manage the situation and come to the best possible outcome.

Common reasons that employees ask for a pay rise is that they are struggling financially, they feel undervalued, they don’t feel their salary is competitive or they think that other staff members are being paid more. Each of these situations requires a different response so nailing down the reasons why an employee wants a pay rise is important.

Consider your options

Perhaps the request is a good time to review what you currently pay everyone. Use the prompt to carry out job evaluations and research what similar local companies are paying staff. Carrying out a full review will give you the chance to put salary bands in place, create a fair system and prevent gender gap issues. Having a system in place will ensure that employees know what is expected of them and how they can progress within the company.

Is it an option for the employee in question to take on more responsibilities, which would justify the raise? Or, in the situation where the salary is actually competitive, are they an asset to your business that you don’t want to lose? If so, highlighting their value by giving a pay rise might be warranted. Finally, in the delicate situation where an employee asks for a rise when they are struggling financially, but it isn’t justified, consider how as an employer you can support them in other ways.

Examine pay rise alternatives

A common reason that may businesses can’t offer a pay rise, is quite simply, that they can’t afford it. If you find yourself in this situation and you want to show a deserving employee that they are valued, there are a wealth of options available, like vouchers, time off or the opportunity for training. In fact, in this blog post, we have rounded up a wealth of ways to reward staff without giving them a raise.

Communicate clearly

When a full review has been completed and you have reached your decision, it’s time to deliver the news. This should be done so in a formal manner and communicated as clearly as possible, stating the reasons you have reached the conclusion. It’s also important to show compassion in the situation where the answer is no.

If you have a staffing problem you would like a solution to, contact Julie Pollock on 07858089006 or email: julie@consulthr.co.uk to discuss further.