Gender Pay Gap Reporting April 2017

“The gender pay gap is an equality measure that shows the difference in average earnings between women and men.” Gov.uk

There are a number of complex reasons for the Gender Pay Gap according to Gov.uk. Primarily, the causes are;

  • A higher percentage of women chose occupations that offer less financial rewards.
  • A higher percentage of women work part-time, and part-time workers on average earn less than their full-time counterparts.
  • Women are still less likely to progress up the career ladder into higher paying, more skilled jobs.

Continue reading

The Cost of Undervaluing Human Resources

hr-scotland-logo

Any HR Department carries out essential tasks that act as the back bone to the performance of the organisation’s workforce and in suit, the success of the organisation as a whole. Monitoring employees in terms of sickness absence and time keeping along with supporting and developing staff are some of a HR departments main responsibilities.

Continue reading

Workplace Mental Health

hr-scotland-logo

According to ‘Mind’ the charity for better mental health, when asked how stress in the workplace affects individual employees 21% of the investigation participants admitted that they had taken time off sick to avoid work due to the stress of the workplace. In the same investigation, 42% of participants disclosed that they had seriously considered giving up their job due to stress in the workplace. 56% of employers expressed interest in doing more to develop and improve staff health and wellbeing, however they felt that due to lack of training they are unable to do so. Some pressure can encourage and motivate people to achieve. However when pressure becomes excessive or overwhelming it can ultimately lead to work-related stress.

Continue reading

A guide to Employee Relations in SME

hr-scotland-logo

Within Small – Medium sized Enterprises employee relations can be harmonious or exploitive, or anything in between, or even change continuously depending on the various challenges SME’s react to. Positive employee relations are directly linked to higher levels of employee engagement and equally relate to productivity levels, enabling the business to increase its potential to achieve enhanced business outcomes.

Continue reading

Handling Difficult Conversations

hr-scotland-logo

Handling Difficult Conversations

Difficult conversations are a fact of life in any workplace, whether they involve a manager delivering difficult feedback, communicating change or discussing behavioural issues, or more everyday problems such as disagreeing with a superior, responding to bad behaviour or dealing with those coming into work late.

Continue reading

Staff Appraisals

hr-scotland-logo

The purpose of an appraisal is to increase an employee’s performance and efficiency.
They are also intended to increase motivation, ensure that the workforce is kept updated
with the latest developmentsand inform them of the skills they will need to develop in order
to address change positively, and to ensure each employee is continuously striving to help
the business achieve its goals and objectives.

Continue reading

Festive Celebrations

The Christmas party is a great opportunity to thank staff, boost morale and celebrate the success of the year. However, the celebrations can be infamous for over indulgence leading to badly behaved employees to which employers can sometimes be held liable. UK legislation makes it clear that the office party is an extension of the normal working environment. Whilst everyone wants to relax and enjoy the festivities it is important that the relevant steps are taken to ensure the celebrations are remembered for the right reasons and not the wrong ones. Continue reading

Flexible Working

Flexible working is a way of working that suits an employee’s needs, e.g. having flexible start and finish times, or working from home. All employees have the legal right to request flexible working – not just parents or carers, known as ‘making a statutory application’. The only qualifying conditions for employees who wish to make a request is that they must have at least 26 weeks continuous service. Employees can only make one application for flexible working each year. Continue reading