Today marks World Suicide Awareness Day and there is a desperate need for more mental health and suicide awareness in the workplace. Every year between 5,500 and 6,000 people in Britain end their own lives. This is more than three times the number of people who die on our roads. Suicide is the leading cause of deaths in men under the age of 50 and men are 3 times more likely to commit suicide than women. Women in their early twenties are more likely to try and end their lives than other female age groups. And anyone who falls into a protected characteristic group (such as race, religion, sexual orientation etc) are also more susceptible to suicide due to possible previous experiences of bullying and harassment because of discrimination. Fortunately, this is something that most employers will never encounter. However, the potential risk of suicide is an important one and can often be linked to issues such as workplace stress, bullying or harassment. Suicide and work is a growing public health concern. There are a number of things that employers can do to try to prevent any employee feeling that they need to end their own lives. There are plenty […]
Should you bother using an HR consultant? Every business needs some HR function. Outsourcing that function to an HR consultant gives you the flexibility that you wouldn’t have otherwise. Some of the benefits of using an HR consultant are: You can get the best out of your employees Your company will be compliant with employment law Their expertise will benefit your business and help you improve productivity The recruitment process will be smooth and fair You will receive absolute impartial advice and total confidentiality You can find out exactly what an HR consultant does in this blog here. Let’s have a look at each benefit of using an HR consultant in more detail. Get The Best Out Of Your Employees If you use an HR consultant, one of the big benefits is you will be able to improve the effectiveness and efficacy of your staff. An HR consultant can help you with performance management and reviews, whether in response to a problem or as part of the annual appraisal process. An HR consultant can draw up the appraisal documents, write and distribute the letters, and ensure the appraisal process is fair. They can even attend the meetings with you or […]
Many employers are wracking their brains at the moment to work out what alternatives are there to redundancies. With the current COVID pandemic and the economic crisis that it’s created there’s a need to review costs. The knee-jerk reaction is often to consider job cuts rather than considering what alternatives are there to redundancies? Redundancies aren’t a cheap option. If you make mistakes in the way you handle redundancies, they can prove expensive if you lose tribunal claims. The cost that’s not as easy to quantify is the loss of valuable skills and experience that you’ve invested in. These very skills and experience are what allows your business to bounce back more easily. There’s also an odd impact of redundancy. Those remaining in the business can experience a level of guilt because they are still in a job but their friends aren’t. So here are six alternatives to redundancies that may be worth considering Changing terms and conditions Not without risk. An obvious way to reduce business costs without making people redundant is to change employees’ contractual terms and conditions. For example, an across-the-board pay cut. You must remember that working hours and rates of pay are express terms of […]
Today is National time to talk day. It is a day that helps people to become more aware of mental health issues and how to talk about them. Mental health problems affect one in four of us, yet too many people are made to feel isolated, ashamed and worthless because of this. Time to Talk Day encourages everyone to be more open about mental health – to talk, to listen, to change lives. The need to deal with mental health in the workplace is becoming increasingly prominent. According to the Mental Health Foundation, one in seven people are experiencing mental health problems in the workplace and 13 per cent of all sickness absence days in the UK can be attributed to mental ill-health. Therefore, we created this guidance blog to help employers understand and learn how to manage mental health in the workplace. Encourage conversations Starting a conversation with an employee about mental health doesn’t have to be difficult. Encouraging an open culture where employees feel like they can talk to each other and/or managers will help alleviate stress in the workplace. Dealing with sick notes It is important for you to deal with a medical certificate stating mental ill-health […]
We’re fascinated each year to reflect on our most popular HR blogs. Every year we learn something new about what people want to read. Our Top 5 most popular HR blogs from 2019 In first place we have a blog on the pension rights of an employee with a terminal illness . This is one of the most difficult conversations for an employer to have with an employee. However, the topic obviously resonated with the 2029 readers . The second of our most popular HR blogs in 2019 advises employers on how to carry out a return to work interview . We’re encouraged that over 1700 people share our opinion that return to work interviews are an essential part of workplace attendance management. The thorny question of “Can I ban employees from eating breakfast at work?” takes third place in our most popular HR blogs of 2019. This was a particular pet hate of our Managing Director, Alison Driver, because she believes that once the start time has passed, employees should be working, not eating their breakfast! In the high tech world operating in today’s workplace we were expecting to see our blog on monitoring employees appear in the list. […]
Causes of Conflict Some people do not ask for help during conflicts at work because they are not always aware there is a problem or do not know when to ask for mediation. Conflict can arise in organisations because of miscommunication, misunderstanding, cultural differences, choice of language, poor leadership, ineffective management styles, unclear roles and responsibilities. As well as workplace issues creating conflict, work colleague’s personality types and personal issues are added to the mix at work, which can also create or exacerbate a conflict. Things like: personal problems at home, marital issues, cultural or gender differences, family problems, abrasive or submissive personalities (for instance, some personalities become annoyed with quiet, withdrawn type characters and others are fearful of loud or aggressive characters), some people are insensitivity to others feelings and what may seem trivial to one person could be a huge issue for another. Personal disappointments, coupled with unmet needs and a whole host of negative emotions, like guilt, fear or jealousy over promotion can also add to conflict. There are many emotions that are not directly related to work, but which people bring to the workplace that can cause conflict. The CIPD survey Managing Conflict at Work found […]
Clients regularly ask us does mediation work? Conflict is almost inevitable in most work relationships. Some conflict arises over technical issues – such as what tasks to do and how to do them which can be helpful at times as it drives a company forward to make improvements to processes and policies. However, interpersonal tension can easily damage relationships and lead to wider discord and malfunctioning teams. Some Facts 3 in 4 UK workers report good relationships with their line managers and almost 9 in 10 say they have good relationships with colleagues in their teams. By contrast, 1 in 10 reports a poor relationship with their line manager and 1 in 20 reports poor relationships with team colleagues. Despite this, a number of employees may experience flashpoints of conflict or unfair treatment at work: 3 in 10 workers report at least one form of bullying or harassment in the last year and 1 in 5 UK workers points to a blame culture among their managers and 1 in 5 also point to a lack of an inclusive culture in their teams. The organisational costs of conflict can include: management time being diverted to deal with the conflict instead of […]
It’s an awful conversation to have, being asked about the pension rights of an employee with a terminal illness. A recent decision by the Pensions Ombudsman seems clear that in terminal ill health cases the Ombudsman is prepared to closely scrutinise actions taken by the employer. Whilst decisions by the Pensions Ombudsman only apply to the case in which the decision is made, it seems wise to take note of what is being said. The recent decision focuses on the extent to which employers should provide information on pension rights of an employee with a terminal illness The Law There is no legal obligation for employers to advise employees about their pension rights The law prohibits anyone other than a person authorised by the Financial Conduct Authority from advising on pension rights. However, a distinction should be drawn between “advising” and “providing information”. There is no specific guidance about information relating to the pension rights of an employee with a terminal illness. This can make it tricky to know if you’re doing the right thing, but there is some good practice to consider. Good Practice For employees with terminal illness, there are likely to be different options available under their […]
There is a desperate need in the workplace for more mental health and suicide awareness. Every year between 5,500 and 6,000 people in Britain end their own lives – well over three times the number of people who die on our roads. Suicide is the leading cause of deaths in men under the age of 50 and men are 3 times more likely to commit suicide than women. Women in their early twenties are more likely to try and end their lives than other female age groups. And anyone who falls into a protected characteristic group (such as race, religion, sexual orientation etc) is also more susceptible to suicide due to possible previous experiences of bullying and harassment because of discrimination. Fortunately, this is something that most employers will never encounter, however, the potential risk of suicide is an important one and can often be linked to issues such as workplace stress, bullying or harassment. Suicide and work is a growing public health concern. There are a number of things that employers can do to try to prevent any employee feeling that they need to end their own lives. There are plenty of specialist organisations who can help employers to […]
Managing female employees in male dominated workplaces, on the face of it, should be no different than managing female employees in any work environment. Recent research published by Harvard Business School shows us that this isn’t the case. The research concluded that women engineers have a visibility problem. Like women in other ultra-masculine sectors, they are often excessively visible as women, but overlooked when it comes to their technical expertise. This paradox gets in the way of forming relationships at work and hurts their advancement. The interviewees agreed that the female body stands out in their workplaces in a sexualised way. One interviewee said that no matter what the work was that she was doing, some colleagues seemed to see her primarily as a potential date. Another said that rather than the quality of her work being the focus of attention, the way in which she looked in her overalls was a more common topic of conversation. The interviewees spoke at length about how their competence was obscured by their gender. They said that they felt sexually objectified, and they had to work harder than men to prove their technical competence. If employers want to become more supportive about managing […]
