Tag Archive for: HR Londonderry

Brexit Guide for Employers in Northern Ireland

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

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

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. 

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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. 

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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 

 

Why You Need a HR Professional on Your Team

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 offsite 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 staffHR 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 

 

 

 

 

 

Reasons to embrace flexible working and how to make it work

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.

Top tips for managing employees’ mental health

With this month being Mental Health Awareness Month, and in fact, 13th – 19th May serving as Mental Health Awareness Week, now is the time to talk about mental health in the workplace.

With one in four people experiencing a mental health problem each year in the UK, it’s highly likely that we all know someone affected by depression, anxiety or stress. And so of course it affects us at work – in fact poor mental health costs the UK economy up to £99 billion each year.

Employers are affected by working days lost due to absence, have experienced staff leaving their employment and staff not performing in their jobs.

Therefore, as an employer, taking steps to manage employees’ mental health in the workplace has never been more important.

Each new case of stress leads to an average of 29 days off work…can your company afford this?

So with this in mind, here we share 6 top HR tips for effectively managing mental health at work.

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1. Ask the difficult questions

It is not unusual for business owners and managers to fear talking to staff about their health. They don’t know what questions they can ask and they are frightened of overstepping the boundaries of asking the wrong questions. But in reality, if you don’t ask the questions then you don’t know how to help. There’s no denying that mental health isn’t the easiest topic to talk about, especially at work. Employees may worry that sharing details of their mental health may lead to them being treated differently. However in society, in recent years, there has been a shift in attitudes towards mental health.

Conducting return to work interviews will provide you with the opportunity to discuss the employee’s absence, identify early signs and put supporting measures in place to help the employee.

2. Don’t be the ostrich – Early intervention is key

44% of people who suffer from stress have cited that the cause is heavy workload. In such situations if the matter is not addressed, a fitness to work certificate citing ‘Stress At Work’ is highly likely to land on your desk.

Ignoring this only leads to the situation getting worse and could result in:

  • The employee’s absence being long term, which was avoidable
  • Working relationships break down
  • The employee submits a grievance
  • The employee’s health deteriorating
  • You lose very experienced, reliable staff
  • Claims are taken against the company for their treatment

Have open communication with your staff, listen to any issues they raise and seek a resolution early.

If the employee does go off due to stress at work, ask them to explain what the cause of the stress is and work through a solution to enable the employee to return to work as quickly as possible.

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3. Remove prejudice

It’s essential that if an employee shares details of their mental health, that they are still given the same opportunities as other staff members. It’s easy to unconsciously make a decision such as giving a candidate a new project because another employee’s work life is stressful. It is good practice to have conversations with employees who have cited mental health problems and discuss how their work can be managed in order to help alleviate this.

4. Awareness sessions

Educating staff on how to build their mental health resilience is an excellent way to reduce mental health absences and improve the overall wellbeing of staff.

One way to do this is by holding an awareness week or awareness sessions at regular intervals throughout the year, inviting speakers in to share their experiences or offer education sessions. Opening up the channels for communication is the perfect place to start.

From this, staff can identify the signs of depression, stress and anxiety at an early stage and implement some of the tips and recommendations from the sessions to prevent their health deteriorating.

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5. Stress is not always created in the workplace

We all lead very busy lives and commonly employees’ mental health suffers as a result of something that is happening outside of work, in their personal lives such as:

  • Marriage break-up
  • The loss of a close friend or family member
  • Financial worries
  • Caring responsibilities

Even though this has resulted from external factors, this can still impact on the individual at work.  So remember to acknowledge that they are working through a difficult time in their life and offer support where you can.

6. Encourage a stress-less environment

Doing what you can to promote a stress-less work environment will work wonders. Start by instilling a good work-life balance, in which long hours and out of office emails are not a part of your company’s culture. Remember, employees who are less stressed are more productive. Appreciating employees and advocating empowerment go a long way in promoting a happy team.

This is a growing area that employers are struggling with. If you need help with an employment issue that involves mental health, get in touch today. Contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk to discuss further.

Easy ways to reward staff without giving them a pay rise

As a business owner and employer, you may have realised by now that recognising your staff’s hard work and dedication is an effective way to keep moral high. Business owners sometimes assume that the only way staff want to be rewarded is with a cash incentive, such as a bonus or a pay rise. However, that isn’t always the case and is not always possible. Thankfully, there are some amazing alternative ways to reward staff, when there’s no money in the budget for an increase in salary or you want to build and retain key staff. Here’s how…

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Offer the opportunity for progression

Often for employees it isn’t just about money; it’s about feeling like they are progressing within a company. Knowing they are moving up the career ladder instils a sense of security and helps staff feel valued. So if the situation allows it, promoting someone from say, Account Executive to Senior Account Executive is often all they really want or need.

Vouchers

Who doesn’t love receiving a gift voucher? Do a little digging to find out which restaurants, shops or hotels an employee loves and present them with a voucher to treat themselves.

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A day off

A simple, yet effective way to show your appreciation is to give an employee an extra one or two days off on top of their current holiday allowance. This means they can book a longer holiday, or use the day as they wish, whether that be lazing about at home, or doing something they enjoy.

Set high standards for training

As well as benefiting the employee, you’ll also reap the advantages of training staff. Whether it’s offering on-site training, or presenting them with the opportunity to enrol in a course, which will help further their career, regular training is effective in ensuring staff remain loyal to the company and they learn a new skill or knowledge which benefits the business.

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Take them out

Who would turn down the opportunity to get away from the office, particularly when it’s paid for?! Whether it’s lunch in a restaurant, a drink in a bar or something more extravagant, taking staff out shows you value their hard work and builds stronger relationships within the workforce.

Employee of the month

This strategy has been around for years, which isn’t surprising, given its ability to instantly praise an employee and boost morale. Not only will you be highlighting their great efforts, you’ll be letting everyone else know. Plus, you’ll spark a little healthy competition among employees who are keen to earn the title for themselves.

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A thank-you note

An old fashioned idea but a goodie… a simple, handwritten note to an employee, acknowledging their good work can go a long way. Leave it sitting on their desk so that they pick it up when they arrive at work the next day. You would be amazed at what this does to someone’s attitude at work and their work performance!

Be their mentor

Or if that isn’t possible, assign someone else who would do a good job. Appointing someone who will help an employee grow and progress within your company is an amazing opportunity that many would snap up in a heartbeat. Choose someone who the person can really learn from and who they admire to ensure it is a worthwhile opportunity.

Making the effort to regularly reward staff by supplementing pay rises and bonuses with some of these perks, brings with it many benefits such as:- staff work well together in a friendly environment, staff will work harder and create better results at work and you hold onto key staff that you don’t want to lose, which ultimately strengthens your business.

If any of these issues are causing you some problems, contact Julie Pollock on 07858089006 or julie@consulthr.co.uk to discuss further.

10 top tips for effectively managing discipline and grievances in the workplace

Whatever the size of your business and regardless of how informal its culture is, one of the key elements that it should have is effective disciplinary and grievance procedures in place. As well as being a requirement of the law, they serve to protect both employers and employees should either the need for disciplinary action or a grievance arise. Not following correct protocol can be a costly mistake. If an employee has been in service for one or more years, failing to take the correct course of action may lead to an unfair dismissal claim, with the potential for a compensation payout.

Thankfully, best practice guidance is available via the ‘LRA code of practice on disciplinary and grievance procedures’. But if you don’t fancy delving deep into it, we’ve put together some top tips on effectively managing discipline and grievances in the workplace!

discipline and grievances

1. Have relevant and clear policies in place

Having discipline and grievance procedures in place ensures that:

  • Everyone is aware of how disciplinary and grievance problems are dealt with
  • Proceedings will be fair
  • Such issues will be acted upon in a timely and sensitive manner

So that your company’s policies are appropriate, you should ensure that:

  • Staff are aware of their existence and they are readily available
  • All managers are fully trained on these procedures
  • Such issues are dealt with as soon as possible
  • Policies are updated in line with changes in the law or the business structure

2. Determine the best route to take

Each individual grievance should be dealt with accordingly, deeming whether a formal or informal route should be taken. Here, be guided by the employee’s wishes, or the severity of the situation. If, for example, an employee is offended by a comment given by someone else in the workplace, addressing the situation by speaking to the employee in question may effectively resolve it. On the other hand, where issues such as discrimination or harassment arise, treating it as a formal grievance is more appropriate.

3. Designated chairperson

If the need for a formal grievance procedure arises, an appropriate chairperson will need to oversee the meeting. It is essential that the person in question is deemed suitable. Often, the individual’s line manager will chair it. If, however, the subject is of a sensitive nature or the complaint is about the manager, a more senior member of staff may be better suited to deal with it.

4. Confidentiality

Throughout the process, this is of the upmost of importance. Employees concerned, and those who serve as witnesses should be made aware that they are not permitted to discuss the issue with anyone else.

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5. Investigation

This fact-finding exercise is critical to collate all relevant information relating to the grievance or disciplinary. This stage is essential to establish the facts. Interviews with witnesses may be required, in which notes should be taken. Other steps such as reviewing CCTV, computer or phone records may also be required.

6. Hold a grievance meeting

It is important that a meeting is held as soon as possible, after the issue has been raised. It may be necessary to adjourn it until further investigations are carried out.

7. The right to be accompanied

Employees should be made aware that they have the right to be accompaniedat both disciplinary and grievance meetings. Often this is a trade union representative or a work colleague of the employee’s choice.

8. Reaching a decision

The panel should carefully consider all information and arrive at a fair and reasonable outcome. The employee should be made aware of the decision taken in writing.

So, in the case of a disciplinary process they should be advised if a warning is being issued, what level, the duration of the warning and the improvement expected.

In the case of a grievance process, the employee should be informed of the outcome of their complaints and what action will be taken to resolve the matter.

In either case, the employee should also be made aware that they have the right to appeal.

9. Appeal

If possible, an appeal should be chaired by someone who is more senior to the person who chaired the previous meeting, has not been involved in the process so far, and therefore deemed impartial. Again, employees have the right to be accompanied.

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10. Seek the advice of a professional

Here at Consult HR, one of the key services we offer is flexibility in dealing with grievances and disciplinary action. We offer on site support or advice on how to conduct investigations, discipline and dismissal meetings, as well as providing advice on appropriate questioning techniques. Furthermore, we can conduct independent investigations or disciplinary hearings and present a report on our findings to ensure a thorough and fair process is conducted.

For more information, contact Julie on: 07858089006.

Easy ways to keep employees motivated during summer

Unsurprisingly, the summer months see many employers report lower levels of productivity in the workplace. With holidays, kids off school and big sporting events, it might seem like an impossible task to keep staff focused. And for those who aren’t taking any time of work, being left behind in the office while others are away, can be a bit of a drag.

However, we have the answer. Here, we’ve rounded up our top tips to keep employees driven during the summer months.

employees motivated

Embrace the great outdoors

It’s widely known that Vitamin-D has a multitude of benefits when enjoyed in moderation and with sun protection. So we say… embrace the great outdoors! One easy activity to take outside is company meetings. Technology has never been more mobile meaning that any necessary laptops, tablets etc can be brought with you. Rather than sitting in a stuffy boardroom dreaming of the great outdoors, staff will be full of new ideas given the change of location, not to mention the sunshine.

Consider activities

The summer months are the perfect time to stage an activity. Whether it’s a charity event, team building exercise or sponsored tournament, a day away from the office will definitely boost morale and bring a team closer together, increasing productivity in the process.

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An unexpected treat

Sometimes the smallest gestures can have the biggest impact. Whether it’s something as simple as nipping to the local park for a picnic or having an ice-cream truck stop by in the afternoon, the way to employees’ hearts is definitely through their stomachs. Their gratitude will be shown through their focus in the office.

Dress down Fridays

If your work environment allows it, dress down Fridays are the perfect way to keep staff focused during the week. We all remember those non-uniform days at school and how happy we were when the day rolled around. Having dress-down Fridays can have the same effect. With the summer months typically being warmer, not having to wear a full suit will ensure employees stay cool and comfortable.

employees motivated

Finish early Fridays

Speaking of the F-word, allowing staff to finish early on Fridays can also have the same impact. Getting out just as little as an hour early really does wonderful things for team spirit.

Consider working from home

From time-to-time, allowing employees to work from home can be immensely rewarding. Often, working from home has less distractions than a bustling office so you may discover that an employee is actually much more productive at home. Plus, with rapid advances in technology such as videoconferencing and remote desktop applications, staying connected has never been easier.

employees motivated

Offer incentives

Perhaps the biggest motivator of all, putting incentives in place for reaching targets is a sure way to get employees’ heads in the game. The reward could be anything such as finishing early, working from home or a monetary bonus.

Encourage creativity

Banish boredom from the workplace! If staff are allowed to work on projects that they actually want to spend time on, they are more likely to be productive. Ask them for their input to determine what they’d love to be doing. By allowing staff to be creative, they’ll throw themselves into it in the hope of impressing you, and therefore output remains high during summer.

employees motivated

Offer good feedback

Feeding back to employees on how they are doing, gives them value. Feedback should be provided on the standard of their work and on the role they play within the company. Feeling like you are part of something bigger is a fantastic incentive, especially if there is opportunity for growth.

Give a little control

Where possible, loosen the reigns and give staff some control. This creates a sense of responsibility and helps establish trust, which in turn keeps productivity high during the summer months.

Armed with these top tips, keeping staff morale and productivity levels high during summer will be a breeze! For help with your HR, get in touch by calling: 078 5808 9006 or emailing: Julie@consulthr.co.uk.

Top tips to reduce employee absenteeism in the workplace

We’ve just had a scorching May and early June and fingers crossed, the good weather is set to return. While the sunshine puts a spring in our step, it has brought with it some problems, with many employers reporting that they noticed a rise in absenteeism in the workplace.

In particular, employees are phoning in sick when employers suspected that they were basking in the sun in their gardens or soaking up the sun at the beach!

With the average UK worker being absent over six days annually, costing employers an average of £554 in sick pay per employee, no doubt you are keen to limit this cost within your business.

Effectively dealing with employee absence and differentiating between genuine absence and those taking advantage is a common challenge that many employers face.

So what exactly can you do to reduce employee absenteeism? Here, Julie Pollock from Consult HR provides her top tips on how you get a handle on it this summer.

employee absenteeism

Have a clear policy in place

The first and most important step is to ensure that your company has a practical, well-written policy in place, which is given to employees when they take up their post. The document should state the process which employees are expected to follow should absence from work arise. Having clear attendance and absence policies will keep employees versed on the standards expected of them, as well as assisting managers when dealing with proceedings. Furthermore, the policy should be readily available to staff, such as on the company’s intranet. This easy access and high visibility will enhance its importance. Finally, asking employees to read and confirm they have understood the procedures regarding absence helps improve compliance.

Conduct return to work interviews

The thought of having to sit down with a manager face-to-face to explain absence, after taking a ‘sneaky’ day off can be enough to make employees think twice about actually phoning in sick.

So having return to work interviews as standard practice can reduce your absence levels without you even noticing.

Ensure managers are approachable

If employees don’t have an understanding point of contact in the form of a manager, they may be less likely to discuss issues or requests which could avoid absence. For example, if an employee feels they can’t approach staff for a couple of hours off to attend a necessary appointment, the result of this may be calling in sick at the last minute, requiring a full day off work. Having an open, sympathetic ear will help put employees at ease and open the door for communication and ultimately reduce absence levels.

employee absenteeism

Monitor absence

If you aren’t already doing so, monitoring absence patterns and levels is an effective way of foreseeing potential problems. This will help you identify those employees you need to have a conversation with, distinguishing between those who genuinely need assistance with ongoing health problems and those who may be taking advantage of your company’s sick pay scheme.

Keeping a record will also help you to keep abreast of trends, ie those that have ‘Monday-itis’. Furthermore, this can help notify you of absence trends, which may reveal that the employee has some external issues, which are impacting on their ability to attend work and may be resolved in a short period of time with some support from you.

Communication Is Key

Where you identify some concerns with an employee’s attendance at work, address the matter early by having a conversation, advising the employee concerned what your concerns are. This in itself may be enough to correct the problem early without the matter getting out of hand.

Health and wellbeing programmes

Companies which offer health and wellness programmes, have been shown to have lower levels of absence than those which don’t. These programmes cover a range of conditions, such as offering on-site yoga classes at lunchtime, to helping employees quit smoking or lose weight. There should be no pressure for employees to participate but they should be made aware of such programmes should they wish to avail of them. As well as helping improve health and wellbeing, staff moral will be higher and good working relationships will be developed, not to mention improved attendance levels.

employee absenteeism

Instil flexible working hours

This is a big decision for a company to take, but one which can result in lower levels of employee absenteeism. Flexible working can take many forms such as working from home, job-sharing, part-time, term-time, job-shares and flexitime. Being able to fit working hours around the demands of a busy life, will again, ensure employees take fewer unexpected days off work. Furthermore, being accommodating instils a greater level of trust between the employer and employee.

Keep staff moral high

Keeping staff motivated is an effective way to ensure absence levels are kept to a minimum. Encourage good morale with incentives, recognition programmes, career advancement opportunities and arranging social events for teams. Undoubtedly, a combination of emotional and physical factors are responsible for preventing employee absenteeism. A positive work environment is a key factor in encouraging staff to come to work everyday.

If you are struggling with employee absenteeism in the workplace, help is at hand. At Consult HR, many companies have benefited from our outsourced HR services. For more information, get in touch here.