It is important for small businesses, especially when on a tight budget, to know the cost of replacing staff. According to small business accountant, Accounts and Legal, the average employee costs UK SMEs £11,000 to replace, from initial job specification crafting to onboard training and loss of production.
For businesses to prosper in today’s economy, it is vital to find and retain the best employees. Top talent is especially hard to find when competing against larger companies with bigger budgets for salary and benefits. This article will look at ways that businesses can improve workplace morale and Continue reading
For many people, work is such a major part of our lives. It is where we spend much of our time, where we get our income and often where we make our friends, and having a fulfilling job can be good for your mental health and general wellbeing.
This is why it is so important to address mental health at work for those with existing issues, for those at risk, and for the workforce as a whole, as a toxic work environment can be corrosive to our mental health as well as having a negative impact on productivity, efficiency and effectiveness.
While absence levels are currently at their lowest, mental health is currently the most common cause of long term absence and so it is important that employers adopt a more proactive approach in ensuring line managers feel equipped to provide the support their employees need, as well as finding value Continue reading
The government’s ‘Good work plan’, published in December 2018, made a commitment to increase the penalties for employers that repeatedly breach their employment law obligations. Employment Tribunals now have the power to impose a £5,000 ‘aggravated breach’ penalty on employers losing cases, and from 6th April 2019, the maximum limit on these penalties has risen to £20,000.
Max Lucado, US author and minister, once said “conflict is inevitable, but combat is optional”. And, workplace teams are certainly no exception. This makes conflict
management critical, whether avoiding arguments, disputes, lasting conflict or ultimately, litigation.
Many of the calls we take on a daily basis centre around conflict within the workplace, teamwork in business expects the co-operation of individuals who may have their own personal agendas, interests, needs and preferences for ways of working. For business owners and line managers, this means there’s often the nightmare possibility that conflict will blow up, consume people’s energy and sink team performance, often affecting not only those involved in the conflict but the people around them.
Over the course of the past few years, it has become apparent that working life has evolved from being traditionally office based with fixed working hours, to something much more flexible.
There are now many aspects of working life, such as remote working, which should be considered, which have also paved the way for other factors, such as continuing with remote working while on leave (leaveism) or even continuing to attend work while ill (presenteeism) which must be accounted for in order for employers to assist their employees in achieving a clear work-life balance.
The number of individuals who undergo gender reassignment (or transition) is relatively small. Many businesses are, therefore, unlikely ever to deal with an employee who is transitioning and, for those that do, it may be a one-off situation. However, where the situation does arise, employers need to ensure that they comply with the applicable law and deal with it with care and consideration. Following good practice will help to make the transition for the transgender employee, work colleagues and clients as smooth as possible.
2019 statutory pay rates revealed
The Government has published the statutory rates for maternity pay, paternity pay, shared parental pay, adoption pay and sick pay from April 2019.
The current weekly rate of statutory maternity pay is £145.18, or 90% of the employee’s average weekly earnings if this figure is less than the statutory rate.
Flexible working requests can be submitted during times when employees may need some extra help in striking a healthy work/life balance, or when circumstances might prevent or make it difficult for them to continue with their existing working conditions, so it is important to take them seriously and be considerate to the needs of your employees.
The start of each year is an ideal opportunity to think about performance management and within the workforce and one of the most effective ways in which to do this is through staff appraisals.
With over one million employees expected to apply for new jobs in the first two weeks of January there will of course be a larger number of interviews taking place than in any other month.