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Did you know the 4-Day Week campaign kicked off a six-month trial in November 2024?
As our working and home lives continue to become ever more intertwined the blurred boundaries can lead to increased stress for employees, in extreme cases, burnout and a general decrease in employee well-being.
As we approach the end of the year, it's the perfect opportunity to ensure that your employees are making full use of their annual leave entitlements, especially if your company's holiday policy does not allow for unused leave to roll over into the following year.
We’re living in an era focused on self improvement - whether it’s eating healthy, hitting the gym, or practicing mindfulness through journaling and gratitude. But how does this mindset translate into the workplace, especially when it comes to developing our most valuable asset, our teams?
From the 26th October 2024 the Worker Protection Act 2023 introduces new responsibilities for employers to proactively prevent sexual harassment.
The Employment Rights Bill has finally been published, and here's what you need to know and, what you don't need to worry about! Firstly, we can all breathe a sigh of relief as the government have said “We expect to begin consulting on these reforms in 2025, seeking significant input from all stakeholders, and anticipate this meaning that the majority of reforms will take effect no earlier than 2026. Reforms of unfair dismissal will take effect no sooner than autumn 2026”. This means that although the government will seek to implement some things quicker than others there will be no big bang effect (and in fact some of the things promised aren’t even covered but we’ll come onto that later)
New Allocation of Tips Act set to ensure that workers take home an additional £200 million of their earnings
As election fever subsides, we are eagerly waiting to see what happens next. Out of all the political parties Labour were the most ambitious in terms of their reforms around employment law and, with a commitment to make some key changes within 100 days of being elected, employers should prepare for significant changes ahead.
Unconscious bias can cause a whole host of problems for employers especially when the stereotypes we hold (and we all hold them) affect our thought processes and the decisions we make. Not addressing unconscious bias could result in an increase in an increase in grievances and in more extreme situations, costly Employment Tribunal claims against your business. It’s not enough to simply talk about diversity in the workplace, you must take steps to tackle the deeper threat that exists. Here’s some suggestions to set you on the right track: Ensure that your recruitment and promotion decisions are made by more than 1 person and that the group of decision makers includes a diverse range of employees. Challenge and review the way you recruit, including considering using blind CV’s and reviewing where you advertise to ensure you are reaching a wide and diverse pool of candidates. Provide training for all employees on unconscious bias, encouraging employees to educate themselves. We all have unconscious bias and pretending it doesn’t exist in your business will do more harm in the long run. Share with employees what you are doing to ensure that you have a diverse and inclusive culture and ask them their opinions on what you could be doing better. Run an anonymous employee survey to find out how your staff really feel about the workplace environment and how inclusive it is. Make sure that you hold exit interviews with employees leaving your business and act on any patterns that you identify. Make sure that you take any allegations or complaints about discrimination seriously and don’t be tempted to brush things off as office banter. For help and support with unconscious bias in your business contact us today .
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