Be honest – would you have considered introducing flexible working policies within your business if it wasn’t for Covid-19?
The pandemic has changed the way we live and work, with employees demanding much more flexible and adaptable working hours in order to juggle the many demands that these challenging times are placing on them.
But what if it’s not feasible for your staff to choose their own work hours, or log in from home most of the time?
The government has announced Plan B in a bid to curb infections of the new Omicron Covid variant. But what does this mean for employers?
The latest guidelines encourage employees to work from home wherever possible from this week. However, if employers still require their staff to come into the workplace, they will need to carry out a full risk assessment and decide if any changes need to be implemented onsite to help increase Covid safety. This could include asking staff to wear masks when moving around the building; providing hand sanitiser; providing wipes for common touch points; and encouraging them to take regular lateral flow tests to identify any cases early.
Feel free to contact us if you’d like to discuss how to implement changes within your organisation.
Though we’ve been receiving somewhat conflicting advice of late, many companies are keen to push ahead with their much-anticipated Christmas parties this year.
As well as ensuring your festivities are Covid-safe – which may include ensuring that all workers present a negative test on arrival – now may also be a good time to review your party plans to make sure they are inclusive as possible. Everyone should have the chance to let their hair down without feeling unsafe, uneasy, or being discriminated against, as per the standard employment laws that need to be followed all year round.
To make sure everyone feels welcome and accommodated for this Christmas, you might want to:
Pick a time that works for everyone and
accounts for your team’s work, family and religious commitments
Choose a neutral, easily accessible venue with
no religious associations
Check that attendees with disabilities will be
able to access the premises
Stock non-alcoholic beverages to cater for those who can’t, or
don’t want to, drink
And don’t forget, as an employer, you should remind employees that the party is an extension of the workplace. Unacceptable behaviour will have consequences and possibly lead to disciplinary action, in the same way it would in the normal work environment.
While the responsibility does not fall on employers to prevent depression, anxiety and other mental health issues amongst their staff, those who are managing teams should be doing everything they can to ensure their work environment has adequate support structures in place to look after individuals who are facing challenges.
ACAS has put together a useful guide for addressing mental health issues in the workplace. It provides guidance on how to spot the signs of poor mental wellbeing amongst your employees, and what to do if you suspect somebody is struggling.
Click the link below for more information on your duty of care as an employer, and advice on ways you can create a safe, compassionate place of work for everyone, regardless of what they’re going through. You can also contact us for tailored suggestions and assistance with implementing new-and-improved mental health policies.
Did you experience staff lateness (and perhaps even no-shows) due to blocked roads and long diversions caused by the eco-protests in recent weeks?
As an employer, you are legally within your rights to refuse to pay your employees for hours missed due to transport problems. But this is often an unpopular route to take, as your workers could argue that the situation was beyond their control.
The team here at Little Rock Employment Law can help you settle any disputes that have arisen from the recent disruption. Just as importantly, we can help you implement new lateness policies that will make everyone’s obligations and responsibilities a lot clearer moving forward.
After all, we can’t always predict what’s going to happen – but we can do our best to prepare for similar situations in the future.
As the taboo around this inescapable condition continues to lift, more and more business owners are beginning to understand that those going through the menopause may require additional support at work to cope with the often intense physical and mental symptoms of entering a new stage of life.
ACAS has published timely guidance to help both employers and employees manage the impact that the menopause can have on individuals in the workplace.
If you know an employee is going through the menopause, and you want to be able to better support them, click the link below for more information on how to handle this situation in a sensitive and caring way. And if you need further help creating or implementing suitable policies to help such employees – including those relating to sickness absences, flexible working, or additional training for management – feel free to contact us.
If you yourself are suffering perimenopausal, menopausal or postmenopausal symptoms, you may also want to view ACAS’ guidance on what you can reasonably expect from your employer, including what their duty of care is by law.
The government has announced it has accepted the Low Pay Commission’s recommendation of a 6.6% increase in the UK’s National Living Wage.
From next April, millions of low-paid workers over the age of 23 can expect to earn no less than £9.50 per hour. Those aged 21 to 22 will see their hourly rate increase from £8.36 to £9.18.
While this is good news for low-income earners who have been hit by rises in inflation, universal credit cuts, and spiralling energy bills in recent times, the move will inevitably impact business budgets. Companies should start planning for these financial changes to ensure their cash flow is protected when the increase comes into effect.