Employers are often heard expressing their frustration caused by wasted potential, lack of enthusiasm or lower than expected productivity by their employees. But it’s all too easy to blame your staff when, in reality, it is the employer’s responsibility to engage staff and keep them motivated. Read More
In a recent case (Talon Engineering Ltd v Smith), the Employment Appeal Tribunal (EAT) has set a bit of a controversial precedent by upholding a tribunal’s finding of unfair dismissal. Read More
You may or may not have heard of the Morrison’s data breach case that’s been reported in the media.
In January 2014, Andrew Skelton, an apparently disgruntled employee of Morrisons Supermarket posted a file containing the personal data (including salaries, bank details, and National Insurance numbers) of 99,998 Morrison’s’ employees on a file-sharing website. It seems his intention was to cause mass-scale damage to the supermarket. The chain acted quickly to get the file removed from the Internet within a matter of hours. At his criminal trial, Mr Skelton was jailed for eight years. Read More
From 6 April 2017 employers in the UK with more than 250 staff are required by law to publish the following four types of figures annually on their own website and on a government website:
- Gender pay gap (mean and median averages)
- Gender bonus gap (mean and median averages)
- Proportion of men and women receiving bonuses
- Proportion of men and women in each quartile of the organisation’s pay structure
It has been revealed in the media today that the Prime Minister is launching a consultation regarding the possibility of forcing employers to report on the pay structures of ethnic employees compared to non-ethnic ones.
This follows much discussion by many politicians and government offices on the discrepancies in pay structures for ethnic groups who state that generally they have to submit twice as many cv’s for job applications compared to their non-ethnic peers. Read More
Recruit in haste, repent at leisure
As a professional business owner, you understand that filling your team with top talent is critical.
However, you also know that open positions and mis-hires result in lost revenue but you don’t have the time to source and develop talent yourself. Read More
Kabat-Zinn defines mindfulness as “paying attention in the present moment, non-judgmentally”.
Mindfulness is a proven methodology for enabling this balance. It has already had a big impact on the modern workplace; implemented by some of the most successful companies around, it is increasingly seen as an antidote to modern workplace issues and a way to promote positive wellbeing. Read More
To quote Warren Buffet, “Price is what you pay… value is what you get.”
One of my core business principles is about “adding value.” Easy to say, but I am confident I walk the walk. Why? To put it frankly, because it’s important to me. In fact, I would go as far to say that it is one of my driving forces. Read More
A recent survey undertaken by YouGov has revealed that only 6% of UK workers are working the traditional working hours of 9am – 5pm.
There are many reasons for the shift in this approach, including:
- employment law allows any employee who has more than 26 weeks’ continuous service to make a flexible working request, which the employer then has a duty to consider and can only refuse it on specific grounds;
- industries have become more accessible and functional outside of the traditional set working hours;
- the advances in internet and technology means that business can be made and emails be sent in the touch or swipe of a button.