Hannah Peyton, Author at Ward Williams HR Advisers

19Mar

Changes to National Minimum Wage rates 2024/2025

The Department for Work and Pensions has published its annual rate increases for 2024/2025.

These changes will take effect in April 2024.

The rate for statutory maternity, paternity, adoption, shared parental, and parental bereavement pay will increase to £184.03 per week (previously £172.48).

The rate for statutory sick pay will increase to £116.75 per week (previously £109.40).

The annual increase to the minimum wage and national living wage are as follows:

	Rate from April 2024	Annual increase (£)	Annual increase (per cent)
National Living Wage	£11.44	£1.02	8.9%
18-20 Year Old Rate	£8.60	£1.11	12.9%
Under 18	£6.40	£1.12	17.5%
Apprentice Rate	£6.40	£1.12	17.5%

If you would like to find out more about Ward Williams HR. Please don’t hesitate to get in touch 01932 830 664.

29Jan

Returning to the Office – A flexible landscape in 2024

Hannah PeytonHR and Employment Law Advice and Support

Since the easing of restrictions and the end of the pandemic, we are seeing a great change in the workplace landscape and working environment. For many employers, a new hybrid way of working has been established and maintained for their staff, for others they are contemplating a return to the office in some capacity which can be met with some resistance as the quest for flexible working is sought by many.

The ’need’ for a physical presence in an office is up for debate by many and as we advise our clients, these have to be reviewed on a case-by-case basis. In the absence of a great deal of case law, we are now seeing the start of an anticipated wave of claims at Tribunal.

Most recently, an employee of the FCA has lost at tribunal after raising a claim against her employer for refusing her flexible working request to work entirely remotely from home.

The Claimant had been working from home since the beginning of the pandemic due to health reasons. They wanted to make this arrangement permanent after the FCA implemented a policy that staff were required in the office 2 days a week. They subsequently raised a flexible working request.

Under the terms of the Employment Rights Act 1996, an employer can only refuse such an application on the grounds of detrimental impact on work quality and/or performance. It is necessary to elaborate that this can’t be a blanket statement, an employer has an obligation to appropriately substantiate the reasons and provide examples as to why this is the case.

The Claimant put forward that she had continued to be a high performer working remotely and therefore working in the office was not necessary.

The FCA refused the request. Whilst the employer acknowledged the claimant had worked well remotely, it explained that in her senior position (managing a team) approving the request would have a detrimental impact on performance due to her absence from on site meetings, training sessions, away days and would have an impact on the benefits of in personal collaboration.

The Judge ruled in favour of the FCA, and found the employer had genuinely considered the merits of the request.

As always, as an HR consultancy our aim is to provide our clients with practical, commercial advice. We need to protect their business but also ensure we help them attract and retain the best talent. We believe it is in the best interests of our clients, to provide so far as is reasonably practicable, a flexible working structure that meets the needs of their people as well as their business. Finding the right balance is key.

We expect to see many more cases like this reach tribunal and have no doubt that not all rulings will follow suit.

For practical advice in how to ensure compliance, and communicate effective policies within your organisation, please get in touch with the office on 01932 830664 or email hrservices@wardwilliams.co.uk.

09Jan

HR trends for 2024

Hannah PeytonHR and Employment Law Advice and Support

As we begin the new year, Proactive people like you are already planning their next moves and considering HR Trends. With 2024 shaping up to be a pivotal year, Ward Williams HR review the HR trends to look out for:

The cost-of-living crisis becomes a ‘cost-of-work’ crisis – Many employees who have been working in a remote or hybrid environment will not be used to the financial and energy costs of travelling into an office each day.As more and more employers issue mandates for remote workers to return to the office, employees will have a sharper awareness of what they spend going to work and there may be pushback.To deal with this, employers could think about offering benefits such as housing or travel subsidies, wellbeing programmes to support the additional energy required to attend the office in person, or even the ability to bring pets to work.

Diversity, Equality, And Inclusion (DEI) – DEI initiatives continue to be one of the biggest trends to focus on with the new hybrid model being implemented globally. These initiatives aim to eliminate discrimination, unfair wages, and many other inequalities that employees face in the workplace. Talking about the company’s DEI efforts in meetings and during onboarding can emphasise the move towards inclusivity.

Skills overtake qualifications – More and more employers will favour skills over specific qualifications in 2024, with a number already removing a requirement for a degree. This will mean they can pick from a much broader talent pool, as well as develop their own credentials (including apprenticeships) to grow their own talent for the future.

Flexible Working – Managing opportunities and challenges around the ongoing shift towards flexible working arrangements will be high on the agenda of all HR professionals, particularly those working for larger organizations with geographically diverse workforces. While it offers the chance for greater employee satisfaction and to attract talent from further afield, it also means overcoming obstacles to developing a corporate culture, maintaining team unity, and ensuring consistent lines of communication and accountability are in place.

AI-Powered HR Solutions – AI has been a major talking point in 2023 and it is almost certain that more HR professionals will leverage Artificial Intelligence to their advantage in 2024. Expect sophisticated AI tools for recruitment, employee engagement, performance management, and learning & development. Used properly, these technologies can streamline tasks, enhance decision-making, and personalise employee experiences, improving overall efficiency.

Staff Retention – One impact of successfully training and upskilling your workforce for the AI age is that they become highly sought-after by competitors or even in entirely unrelated industries. To retain their valuable investments, businesses must offer a real reason for their workers to be loyal. This means fostering a culture of reward and recognition as well as offering opportunities for continuous development and learning.

If you would like any further information on the HR trends raised, or ways in which we can support your business, please do not hesitate to get in touch with the office on 01932 830664 or email hrservices@wardwilliams.co.uk.

03Jan

What are your HR resolutions for 2024?

Hannah PeytonHR and Employment Law Advice and Support

As we close the chapter on 2023, we consider our goals and resolutions for the year ahead. What HR resolutions could your business set to help you on the right path for a successful and prosperous 2024?

1. Take time – January is the perfect opportunity for new beginnings; look and what you have and what you don’t have, take the time to review what you have in place, and see what needs a refresh.

2. Be committed with your HR practices – far too often problems arise through sheer lack of process. Have everything in place from the get go, relying on policies and procedures after an event won’t do you any favours.

3. Improve – How can you improve the practices you have in place? You might have a fantastic and robust performance review process, but do you use it? Do Managers and Employees find it useful? Have you even asked?

4. Keep up to speed – commit to being in the know with HR and Employment Law changes, or, if you don’t have the time, engage with a company that will and can ensure your business is compliant.

Need a hand? If you would like more information as to how you can set and achieve your workplace resolutions to make 2024 your best year yet, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

13Dec

Changes made to flexible working requests

Hannah PeytonHR and Employment Law Advice and Support

The government has published its response to last year’s consultation on updating flexible working laws. They intend to take forward the following measures, which will require new legislation:

the right to request flexible working will become a Day One right (it is currently only available to employees with 26 weeks’ continuity). The government emphasises in its response that this remains a right to request, not a right to have flexible working.
employees will be allowed to make two requests (previously one request) within a 12 month period, and the response time for employers will reduce to two months (previously three months).
there will be a new duty to discuss alternatives to the request (so that if the employer intends to reject the request, it must discuss whether there are alternative forms of flexible working available). It is not clear whether this will be a statutory requirement giving rise to a cause of action, or just soft guidance.
the procedure for requesting flexible working will be simplified by removing the requirement for employees to set out how the effects of their flexible working request might impact upon the employer. The consultation response is silent on removing other aspects of the red tape surrounding requests, for example making sure the application is dated and expressly stating that it is request made under the flexible working legislation.
there will be no change to the list of eight reasons the employer has to refuse a request for flexible working.

The Government has not provided any timescales for the implementation of the above, but has indicated its support of a Private Member’s Bill, known as the Employment Relations (Flexible Working) Bill, introduced by Yasmin Qureshi MP, which passed its Second Reading on 28 October 2022. The Government will continue to support the Bill as it progresses through parliament.

The Government emphasised that no ‘one size fits all’ approach to work arrangements exists and that the legislation must remain a right to request, not an absolute right. The Government believes that early conversations about flexibility in the design, recruitment and appointment phases should be encouraged, and that these changes will both reflect and support that objective.

Many employers are already forward thinking with the idea of flexible working, this new proposed legislation would encourage other employers to take the issue more seriously. There are always lots of things to consider, but flexible working is clearly here to stay.

If you would like any further information, please don’t hesitate to get in touch with the office on 01932 830 664 or email hrservices@wardwilliams.co.uk.

15Nov

Office parties & employee misconduct

Hannah PeytonPodcast

The office party is a great way to boost morale by rewarding staff and giving everyone a chance to bond, but when any employee misconduct happens the repercussions can go far beyond the next-day hangover.

One thing to remember is that employment laws apply even when a party takes place somewhere other than in the workplace. This means that employers could still be liable for incidents of harassment that take place at work-related social events and could even face tribunal claims. Drink-fuelled behaviour is often the root cause of many tribunal claims each year, and without risking being seen as party-poopers, employers should consider reminding staff of what constitutes unacceptable behaviour at staff social events – as well as highlighting the likely consequences of such behaviour.

Below Kim Dalton from Ward Williams HR explains in our podcast, what employers should consider during the festive party season.

Listen to our Podcast here

1) Leaving Work Early (having next morning off work)

I think this is really dependent on the specific organisation, and service that they are offering or the requirements of their clients.

More frequently, businesses arrange Christmas parties for weekend evenings, to avoid any knock on effects with operational requirements.

But, looking at it from a practical point of view if these events are taking place during the working week, a company might want to consider staggered finish times across departments. Not everyone actually attends the Christmas do, so there might be some capacity to cover phones to accommodate an early finish.

Historically, if I give my specific team as an example, we have tended to take it in turns, or looked at the locations of where members of the team live, as to what is the fairest way to work an earlier finish.

It’s not something to take for granted though, and it is discretionary but I think generally in keeping with the festive spirits, if a company can do something to allow an earlier finish, or a staggered late start then it is something to look at it.

2) Who covers the cost?

Again, it varies. A Christmas party isn’t a contractual entitlement, so it is going to depend on the company, the amount of staff, the financial impact, and perhaps how successful the year has been.

Some companies cover the whole cost, some subsidise it and ask for a contribution, and others may ask staff to cover the cost. As long as whatever is decided applies to all employees, then it is fair.

3) Freelancers invites? Is it for perm staff only?

Again I think it depends, there is no hard and fast rule, and it is dependent on the business. I have worked for companies in the past who use contractors, who are self-employed and essentially a one man band, so wouldn’t get to attend a Christmas doo ordinarily, so have attended ours but made a contribution to the cost.

4) Seating plans, who sits where?

Actually, I think seating plans are a good opportunity to mix things up a bit especially in bigger companies, or for those who have multiple sites and offices where people don’t tend to see each other or meet on a regular basis.

With our party, we make sure there is a really good mix across all the tables, so that each person of course knows and is familiar with someone on their table, but also gets the opportunity to mix with people they wouldn’t do on a day to day basis.

5) Office fling

This is an interesting one! Company relationships is something that should be covered in the handbook, so it is worth checking it out.

But I think this really is about general behaviour and the expectation of the company, you don’t want to impose strict rules, it defeats the purpose of the party, but it is important to remember, at the Christmas party an individual is still representing the company, and essentially the organisation is vicariously liable for the behaviour of their staff.

Attending a Christmas party is done in the course of someone’s employment, they are only there because they are a part of the organisation, so regardless of whether the event takes place out of hours, or on a weekend it is an organised party, so if in doubt always assume the employer is liable for the behaviour of their staff. The part venue is an extension of the work place.

6) How to deal with rowdy behaviour

It is a shame, but Christmas parties do give rise to poor behaviours which can lead to having to deal with employee misconduct. How to deal with bad behaviour in general, should be covered in the handbook under the disciplinary procedure, and it is worth reminding staff prior to any work events that these rules still apply.

I think it’s best to try and prevent any employee misconduct in the first place, so it might be worth releasing a pre party statement, reminding everyone that of course it is an opportunity to have a great time and enjoy themselves, but reminding everyone of the expectations relating to behaviour, and the consequences should this get out of hand. It will also be worth including a statement about the consequences of drinking and driving, there is a responsibility on the employer to ensure everyone gets home safely, so whilst they don’t need to pay the cost, the company could arrange transport, or make sure lifts are organised.

If you would like to find out more about Ward Williams HR, or ways in which we can help to boost productivity in the work place or employee misconduct issues. Please don’t hesitate to get in touch 01932 830 664.

If you would like to listen to more of our Podcasts then visit our channel.

10Oct

Why businesses need proper Documentation?

Hannah PeytonHR and Employment documentation production

It really is best practice and sends a professional message. If that isn’t enough to convince you, if you were taken to Tribunal for another reason and it was found that no contract had been issued, this could add a further 4-week salary equivalent financial penalty onto any compensation awards!

These documents themselves also have key headlines that must be stipulated to satisfy your legal requirements.

In any event it really is best practice, and the documents should be regularly updated and maintained.

Below is the list of Important HR documents that every business should have. This is not exhaustive!

1. Job Descriptions

A Job Description gives both the business and the employee a clear idea of the requirements of their position. The JD plots every one of the obligations and duties that are related to a specific job role. It likewise gives a sign of the sorts of abilities that are required to efficiently carry out that specific work. This is best kept outside of a contract, so it can be amended from time to time with the organic growth of the role and the business,

2. Employment Contract

This can be kept nice and concise, with the key information. If your contracts are huge and cumbersome, it might be time to take a look at how we can streamline them for you.

3. Recruitment and onboarding Documents

The selection procedure has many steps, for example, screening, interviewing, meeting, selection, induction, referencing and onboarding.

All these processes need to be recorded in official documents to keep a track of how and where the process is heading. This will also help mitigate any issues or queries from unsuccessful candidates.

You also need to be asking for the correct documentation to satisfy immigration checks.

4. Performance Appraisal Documents

An Appraisal Document really helps the performance management process.

A strong performance management system is based on the simple concept of SMART goals (Specific. Measurable. Attainable. Relevant. Time-based)

Also, the feedback exercise can help an organisation in the basic future decision-making process. It can help with employee development, succession planning, and performance management.

There is no one size fits all approach. WWHR can help create a tailored document list suitable for your needs.

5. Employee Handbook

This is where you should find all your policies and procedures and expectations. It is important that this document is transparent and clear. It is also important that employees know the document exists, have read it and know where to find it.

6. Employee Management & Record keeping

You should have a system for recording all holiday, sickness and other absence. We are an approved bronze partner with Breath, an easy to use cloud based software. Having a system like this will make your lives so much easier! We can even take care of the set up and admin. Say goodbye to those archaic spreadsheets!

7. Exit Process An employee may leave a company for various reasons, but it is good practice to understand the reasoning, and any possible preventors. Especially in our current climate. We would strongly recommend an exit interview be incorporated into the process, alongside the usual acceptance of resignation letter which should clearly confirm final pay accrual and any claw back.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

09Sep

HM Queen Elizabeth II

Hannah PeytonWard Williams HR News

On behalf of all at Ward Williams, we offer sincerest condolences to the Royal Family following the passing of HM Queen Elizabeth II.

We pay tribute to her lifelong dedication and service.

07Sep

World Suicide Prevention Day

Hannah PeytonOccupation Health Services

Saturday 10^th September is World Suicide Prevention Day. It is an opportunity to raise awareness of suicide and to promote action through proven means that will reduce the number of suicides and suicide attempts globally.

The global suicide rate is over twice as high in men than in women.
58% of suicides occur before the age of 50 years old.
An individual suffering with depression is 20 times more likely to die by suicide than someone without the disorder.

There are ways in which you can help:

Reach In
- Show someone you care. Simply making time to listen can help.
- Small talk can save lives.
Encourage Understanding – Stigma is a major barrier to seeking help. Creating a more compassionate society, can make those in need feel more comfortable about coming forward.
Share Experiences – Sharing the stories of those with a live experience of suicide, can give others a better understanding of what an individual is going through.
Take Time – Reach out and start a conversation. You do not need to have all the answers! Taking time and reaching out to friends, colleagues and family members can save lives.

If you have any questions on any of the above, please get in touch with the office: sally.phillips@wardwilliams.co.uk or call 01932 830664.

15Aug

Ward Williams HR contribution to tree planting campaign

Hannah PeytonOccupation Health Services

Here at Ward Williams HR we subscribe to a weekly delivery of fruit to each of our offices.

The business case for providing fruit in the workplace is strong. Providing fresh fruit to staff is the most cost-effective employee benefit which in turn increases staff productivity and promotes staff health and wellbeing.

Most of the fruit is sourced from the UK and Western Europe to help support UK producers and minimize fuel emissions from long-haul transportation. The eco-friendly packaging is 100% compostable or recyclable and plastic-free.

For every box of fruit delivered our fruit provider will plant one fruit tree. This helps to mitigate the effects of global warming, deforestation and provides an income support to local communities in Malawi, Africa.

About the tree planting campaign

In collaboration with the UK charity Ripple Africa, our fruit supplier plant 1 fruit tree in Malawi for every basket/box delivered weekly to their clients. Ripple Africa carries out large-scale environmental projects as well as small-scale initiatives in the fields of education and health. They inspire and empower communities to achieve a sustainable future by lending a helping hand.

With this tree planting campaign, they are working together to help mitigate the effects of deforestation and offset CO2 emissions. This project is one of the largest and most successful tree planting projects in Malawi and provides a long-term solution to combat deforestation in Africa.

For more information on the scheme please visit Fruitful Office.

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