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HR is probably the one department globally that faces the brunt of rumours, biases and misunderstandings in the workplace.  We don’t always have a positive reputation. In fact, many employees hate them or avoid them at all costs and only view them as an occasional intermediary.

Of course, we have to take time to understand the business, its strategy and its objectives. For example, if they wanted to increase profit by ten per cent over the next five years, we would need to know how they will resource that; what kinds of skills do they need; have they already got the talent in-house; are their employees engaged?

The HR remit is huge. For every plan or project in the business strategy, there will be an element that HR has to support, whether it’s recruitment, talent management, appraisals, training … we touch so many different areas.

If you’re in leadership, you’re in HR.

HR Myth #1 – HR Is Out to Get You!

The scary stories around this teach us not to trust the HR boogeymen.  It has been told that any information shared with HR folks can (and will) be used against you.  Usually, this myth is formed when a few employees have had bad experiences with those dreadful HR people.  People think we are spies for the leaders. Not true. We provide feedback at all levelsmeaning we talk about talent and how people are performing to leaders. We often point out things that the leader might not see. We take the temperature of the organization and help leaders understand if there are issues in the culture that they may not see. Our job is to understand what is going on with peopleWe ask questions and make observations... That can look like the CIA to some, I guess! 

MYTH #2 —  HR Will Become Obsolete Soon

Some professionals think that HR departments will become obsolete because newer artificial intelligence platforms and self-service tools will be able to screen and interview job applicants, keep employees informed, keep track of employee information, and much more.

However, newer investments in HR technology will make these departments and professionals even more necessary, as they will still be needed to keep the “human intelligence” in HR while using newer and more advanced tech.

HR Myth #3 –  You can’t give a “bad” reference

Aside from exceptional limited sectors there is actually no obligation for an employer to provide a reference.  However, if a reference is provided then it should be fair, accurate and not misleading. When providing a reference, employers should stick to evidenced based facts, otherwise they could find themselves open to legal challenge from either the ex- employee or new employer for misleading them. For this reason, many employers choose only to provide what are known as “tomb-stone” references, which literally only sets out the basic confirmation of employment details.

HR Myth #4 – HR Merely Listens to Employee Complaints

This myth seems to be perpetuated by poor HR practitioners and those who have had a bad experience with them. Some employees can feel that HR merely pays them lip service when listening to complaints, but that’s not how the process should be functioning.

Even small complaints should be investigated where possible as they can compound into much larger issues. It’s important to note complaints too in case documentation is required at a later date.

HR Myth #5 – They Exist Solely to Protect the Company

While it’s true that HR practitioners work to document and provide policies that protect the employer, they can also benefit the employee too. Where an employee highlights workplace issues like discrimination, bullying or unfair treatment, they can work to solve this.

HR Myth #6 – They Can’t be Strategic

When companies bring HR into the boardroom and use their insights, it can harness the full power of understanding their people. They have the potential to act strategically and weigh in on important decisions using real evidence.

HR Myth #6 –  HR is ‘Fluffy – Why HR is no longer the pink and fluffy discipline but central to business strategy

How things have changed! When I first started in HR two decades ago, it was generally seen as rather pink and fluffy – a nice-to-have but a nonessential part of the business. Back then many in HR had been secretaries and it was seen largely as an administrative role.

But, then, progressive companies started to recognise the importance of having an HR strategy and putting their staff at the centre of the business. Now, the heads of HR departments work alongside the operational board to make sure that all initiatives are implemented – HR planning and strategy really drives the business.

HR Myth #7 – You can’t dismiss an employee for poor performance

You can dismiss any employee for poor performance (under the Employment Rights Act the term is “capability”). Ultimately use your capability or performance management process and work that through to the end.

When dismissing for poor performance, it is essential to consider the employee’s wider situation to ensure that discrimination is not an issue. This will involve making sure that the employee’s poor performance is not in some way linked to a protected characteristic.

HR Myth #8 – You can’t contact employees when they are off sick

Employers have a duty of care towards their employees and that duty doesn’t end when they leave the workplace at the end of the day. In fact, this duty extends to employers making sure that they “keep in touch” and maintain regular contact with their employees when they are signed off to see how they are doing.

Regular contact with a sick employee should be compassionate and focus on their wellbeing not just enquiring when they will return to work.

HR Myth #9 – Employees with under two years’ service have no rights

Employees with under two years’ service can’t bring ordinary unfair dismissal claims.  They can, however, bring claims for breach of contract, for holiday pay, discrimination, maternity rights, whistle-blowing, protective awards, and most other employment claims.  Some of these rights (such as discrimination) begin even before the employment relationship has started.

HR Myth #10 – Employers have to give time off for bank holidays

Employees have no right to bank holidays off, or to be paid more for working them. This entirely depends on the contract between the employee and employer. Full-time employees are legally entitled to 5.6 weeks holiday a year and bank holidays can be counted as part of those 5.6 weeks, but they don’t have to be.

Read what the latest Public Health guidance means for your business

The guidance appears therefore to be quite confusing. On the one hand COVID safety measures are no longer required for the majority of businesses, but on the other the guidance to self-isolate has been significantly widened. This leaves employers in a real bind as to what to do and leaves open the ongoing significant interruption to business that periods of self-isolation create. Employers will need to give thought to what, if any, other protective measures (such as screens and sanitiser) they wish to retain should they wish to insist on those suffering from a respiratory illness coming to work.

What to do if a member of staff has symptoms of a respiratory infection, including COVID-19

If a member of staff is unwell with symptoms of a respiratory infection, such as COVID-19, they should follow the guidance for people with symptoms of a respiratory infection such as COVID-19.

Employers, in accordance with their legal obligations, may wish to consider how best to support and enable their workforce to follow this guidance as far as possible.

Management of members of staff who are at risk of serious illness from COVID-19

Some workers are at a greater risk of serious illness from COVID-19, for example people who have a weakened immune system.

There is specific guidance for people whose immune system means that they are at higher risk, because they have a reduced ability to fight infections, such as COVID-19. Employers may wish to consider the needs of employees at greater risk from COVID-19, including those whose immune system means they are at higher risk of serious illness from COVID-19.

It is unclear whether there will be any specific updates to the Living with COVID plan but pulling together the various strands we now know:

 

The guidance is to be updated monthly and we will have to see what impact the loss of free mass testing and the updated self-isolation requirements will have.

Businesses and other organisations

Businesses and other organisations – Covid Update

Employers and businesses have taken significant steps over the pandemic to mitigate the risks of COVID-19 within their settings. The Government has lifted the majority of legal requirements on businesses, and continues to provide ‘Working Safely’ guidance setting out the steps that employers can take to reduce risk in their workplaces.

From 24 February, workers will not be legally obliged to tell their employers when they are required to self-isolate. Employers and workers should follow Government guidance for those with COVID-19 which will be to still stay at home if you are unwell and to take a test

From 1 April, the Government will remove the health and safety requirement for every employer to explicitly consider COVID-19 in their risk assessments. The intention is to empower businesses to take responsibility for implementing mitigations that are appropriate for their circumstances. Employers that specifically work with COVID-19, such as laboratories, must continue to undertake a risk assessment that considers COVID-19.

From 1 April, the Government will replace the existing set of ‘Working Safely’ guidance with new public health guidance. Employers should continue to consider the needs of employees at greater risk from COVID-19, including those whose immune system means they are at higher risk of serious illness from COVID-19. The Government will consult with employers and businesses to ensure guidance continues to support them to manage the risk of COVID-19 in workplaces.

Employers should ensure that areas of the workplace that are poorly ventilated have airflow improved – research done shows good ventilation can reduce transmission of viruses by up to 70%.

FROM 1ST APRIL 2022

  • The Government will announce guidance that sets out the ongoing steps anyone with Covid-19 should take to minimise contact with others
  • The Government will no longer provide free LFT for the public in England
  • Tests will still be available to anyone who wishes to buy them privately through local chemists
  • Some free testing will still be applicable to social care employees and certain at-risk people, more details will follow closer to the time
  • The current requirement for some venues to require the Covid NHS pass will end
  • The H&S requirement for employers to have Covid-19 in their risk assessment will be removed
  • The existing ‘Working Safely Guidance’ will be replaced with new public health guidance

More guidance will be published in April for employers, on how to deal with employees who are at high risk of serious illness from Covid-19, even if they are vaccinated

Coronavirus: how to stay safe and help prevent the spread – GOV.UK (www.gov.uk)Working safely during coronavirus (COVID-19) – Guidance – GOV.UK (www.gov.uk)

 

1. 2022 Employment Law Changes: Rate Changes

The 2022 employment law changes will include the usual set of rate changes and these will take effect in April 2022. They include the following:-

The National Minimum Wage and National Living Wage

Statutory Maternity Pay, Statutory Paternity Pay, Shared Parental Pay, Adoption Pay, Maternity Allowance, and Statutory Parental Bereavement Pay

NI contributions 1.25% increase from April 2022. (Coming soon in 2023 it will be separate tax on earned income and should be detailed on a payslip as Health & Social Care Levy).

Statutory Sick Pay

The statutory cap on a week’s pay for the purposes of calculating the basic award and statutory redundancy pay

2. Gender Pay Gap Reporting

Since 2017 employers who have a headcount of 250 or more must comply with regulations on gender pay gap reporting. The deadline for gender pay gap reporting by public sector employers, private sector employers, and voluntary organisations in 2021 was put back until midnight on the 4th October 2021. However, in terms of 2022, the deadlines are anticipated to revert back to the normal timescales. Accordingly, the deadline for public sector employers to report their data is likely to be the 30th March 2022. And for private sector employers and voluntary organisations, the deadline is likely to be the 4th April 2022.

3. Employment Bill

A much anticipated part of the 2022 employment law changes is the Employment Bill, although there is no guarantee that one will appear. If it does, then it is likely to include the following measures:-

  • The establishment of a new single enforcement body for employment rights.
  • The extension of protection against redundancy re pregnancy, maternity, adoption, and shared parental leave, including extending redundancy protection to six months post return to work after the end of maternity leave, with similar protection afforded to those returning to work from adoption leave and shared parental leave
  • Neonatal leave and pay
  • A new right to 1 week’s unpaid leave per year for carers
  • (already reviewed) New legislation to ensure that tips left by customers in restaurants are retained by staff in full, and are not either partially or wholly taken off them by their employers.
  • A new right for workers to request a more stable contract after 26 weeks service
  • (already reviewed) New legislation to enhance flexible working rights
  • An extension of time required to break a period of continuous service from one week to four weeks
  • New legislation making it compulsory for organisations to publish their modern slavery statements on a new government-run registry

Other possible measures which may appear in any Employment Bill as part of the 2022 employment law changes include:-

  • New legislation relating to post-termination non-compete clauses, over which the Government is currently consulting on
  • An extension of the ban on exclusivity clauses beyond zero hours contracts, to contracts where the workers’ guaranteed weekly income is less than the Lower Earnings Limit of £120 a week, which the Government is also currently consulting on
  • Compensation for those whose shifts are cancelled at short notice, an entitlement to reasonable notice of allocated shifts, and protections for those who refuse last minute shifts
  • New legislation to protect against “firing and rehiring”

4. Other 2022 employment law changes include the following:-

April 2022 – regulatory reforms for trade unions and employers’ associations will be introduced under which “new enforcement powers and levy mechanism will bring the Certification Officer into line with other regulators like the Pensions Regulator.“

Why Bother ?

Contract of Employment 

As well as being common sense, it is a legal requirement to record the main terms of an employment contract in writing. You need to provide employees and workers with a written statement of employment particulars by their first day of work. This should set out key terms of employment, such as pay, hours, holiday, place of work and notice. Any changes made to the information provided in the written statement, such as an agreed reduction in hours, must be confirmed to the individual in writing within one month of the change.

The employer will be ordered to pay the employee two weeks’ pay (subject to the statutory cap on a week’s pay) or, if it is just and equitable in the circumstances, a higher amount of four weeks’ pay (subject to the statutory cap). If there are exceptional circumstances where it would be unjust and inequitable to make an award against the employer, none will be made.

If you don’t do this, the employee can make a claim at an employment tribunal where compensation of 2 or 4 week’s pay may be awarded;

Company up to date Policies, Procedures & Staff Handbook

Why is it important to implement these documents and keep them up to date?

Policies provide a positive framework and structure for a business. Policies are important in a workplace as it helps reinforce and clarify the standards expected of employees and help employers manage staff more effectively as it defines what is acceptable and unacceptable in the workplace.

  • They set Expectations – Policies and procedures allow an employer to commit to writing the company’s values and mission.  They also set standards of behaviour, conduct and performance for employees;
  • Keep management accountable – This provides guidance to managers for how they are to conduct themselves and the standards they will be held to, but also provides transparency to the rest of the workforce as they can see the standards expected of their leaders and what they can in turn expect from their managers;
  • Ensure compliance with the law – Policies and procedures that are regularly reviewed and updated will assist a company in meeting its obligations at law;
  • Let employees know where to turn for help – Finally, policies and procedures let employees know where they can turn to for help.  All policies should have a point of contact for queries relating to that policy so employees know who they can contact with questions.

Did you know you can also attach your Company Documents to Our Craven HR Software to streamline your processes and make it easier for Your people 

Craven HR Software – Online HR System

Another Great Blog here 

Why do you need HR as an SME or Start Up?

Isolation Period Cut from 10 Days to 7 Days 

Fully vaccinated Covid sufferers can now cut their 10-day isolation period to seven days, it has been announced.

Under new rules, people in England can take two lateral flow tests 24 hours apart on day six and seven of their quarantine.

Self-isolation for COVID-19 cases reduced from 10 to 7 days following negative LFD tests – GOV.UK (www.gov.uk)

Temporary change to Fit-notes

For Statutory Sick Pay (SSP), where employees go off sick on or after 10 December 2021, employers can only ask employees for proof of sickness (such as a fit note) after 28 days of sickness (including non-working days). Proof of sickness cannot be requested earlier than 28 days.
Fit notes do not have to be provided for DWP benefit claims until 27 January. This will not affect claims to benefit.
These changes are to give GP’s more time to work on the Coronavirus (Covid-19) booster programme.

Claim back Statutory Sick Pay paid to your employees due to coronavirus (COVID-19)

This scheme will be reintroduced from mid-January 2022. Further guidance will be available as soon as possible.

Claim back Statutory Sick Pay paid to your employees due to coronavirus (COVID-19) – GOV.UK (www.gov.uk)

The Prime Minister has announced that England will move to ‘Plan B’ in response to the rapid rise of cases of the Omicron variant.

Do office workers now need to work from home?

Anyone who can work from home is being advised to do so from Monday 13 December. The Cabinet Office guidance says that anyone who cannot work from home should continue to go into work .  This is guidance rather than law so nobody will be committing an offence by continuing to work from the office if they could have worked from home.

Note that the new guidance applies to England only – the position is different in Wales, Northern Ireland and Scotland. In Wales, for example, working from home is already encouraged.

Does this mean the office Christmas party must be cancelled?

In answer to a question at the press conference, the Prime Minister said that Christmas parties can go ahead. This is legally correct – there are no restrictions on social events.

Ireland recently brought in restrictions in a similar way – with working from home being introduced without restrictions on social events (although social events in Ireland are now also restricted).

Are there new rules for offices if they stay open?

The Working Safely guidance on how employers can reduce the risks in their workplace has not yet been updated and there is currently no new guidance from the Health and Safety Executive.

Which settings must use NHS Covid passes?

From Wednesday 15 December, subject to parliamentary approval, the NHS App will become mandatory for entry into nightclubs and large venues – including unseated indoor events with 500 or more attendees, unseated outdoor events with 4,000 or more attendees and any event with 10,000 or more attendees. In a concession to the affected industries, alternative proof (such as an email or text) of a negative lateral flow test will also be accepted. The requirements are likely to be apply only to customers, rather than staff.

What are the planned new self-isolation requirements?

Under the current law, a close contact of someone with a suspected or confirmed case of the Omicron variant is required to self-isolate regardless of vaccination status.

Why not use Our powerful, Affordable & User Friendly HR Software?

The implementation of a GDPR compliant HR Software Information System (HRIS) such as Craven HR, is a key driver in moving a business forward, in terms of data management, HR streamlined processes and improved employee engagement.

KPI’s

Without a HRIS, it is not currently possible to capture accurate HR performance metrics that are strategically aligned with a business, many businesses simply do not have the accurate data. Without the correct data you cannot measure key information and provide Company KPI’s, which are a fundamental and positive business tool.

The purpose of HR KPI’s is to optimise recruitment and selection processes, workplace and people management/employee engagement initiatives etc. By constantly measuring and tracking these metrics, you can gauge whether your current HR practices are proactively making a positive impact, the stability of your business and staff; and ultimately the business’s profitability.  

Restricting Data Access 

Restricting data access strictly to what’s required for each job role is essential to prevent a sensitive and serious data breach. By giving staff access to personal and or sensitive data who don’t legitimately need it for the performance of their duties, you could create a situation that could put highly confidential information at risk. 

Risk Management  & GDPR

To manage this risk, follow best practice and to ensure GDPR compliance, please find the following advice and guidance; 

  • Implement an appropriate and affordable HRIS –  Such as Craven HR Software;
  • Avoid multiple different places to store personal data – Recording of personal and/or sensitive employee data on spreadsheets is advised against due to high risk of data breaches – a HRIS would solve this;
  • Restrict staff access to personal and or sensitive data – Define who definitely needs access to the employee personal and or sensitive employee information for their job role; and what is/are the legitimate and valid reason/s?- A HRIS has different security settings for staff;
  • Appropriate security should be in place, to avoid unauthorised sharing of information – A HRIS would solve this;
  • Ensure that all staff who access confidential data know how to safeguard it and why, including appropriate training – Training should be arranged for key staff;
  • Privacy Statement – Implement and communicate.

Why should we implement a HRIS?

Benefits for Line Managers;

  • Better use of your time – Streamlines and automates those repetitive and time-consuming people management tasks; 
  • Stay Secure, GDPR Compliant – Less risk, all your employees’ data safely in one place ;
  • Welcome new employees - Create onboarding new starter checklists, send out offer letters and contracts​; 
  • Engage your staff – Self Service – Give your people a system with their data, they can access anytime, anywhere ; 
  • Cloud Ecosystem – HR software that links to Xero and Quickbooks; 
  • Easy to use & mobile friendly – Access information quickly, anytime, from anywhere; 
  • Make payroll painless – Run your entire payroll in just 5 simple steps; 
  • Competitive edge – Think about it… You want to attract and retain top talent, but your tech is way behind your competitors​. 

Empowerment increases autonomy for Line Managers ie;  

  • Manage timesheets/schedules/authorise overtime;
  • Request salary/job changes; 
  • Authorise/cancel Annual Leave (and other leave); 
  • Add employee sickness absence;
  • Complete a RTWI (Return to Work Interview); 
  • Complete Performance Management ie; One to One Meetings, Probationary Reviews and Appraisals;
  • Reduction in sickness absence – It is a deterrent when employees can visibly see how much sickness absence/triggers they have.

Benefits for employees;

  • Communication tool – Important Company notices/announcements – improves employee engagement’;
  •  Self Service – visible employee information – employees feel more in control;
  •  Access and update their own personal information – reduction in errors;
  •  Access timesheet/weekly schedule – improves engagement;
  •  Annual leave/other leave is important, employees can view their leave; balance and apply for leave online – speedier process, improves employee engagement;
  •  Complete self-certification – speedier process, improves employee engagement;
  •  Access Company Policies and Procedures – improves communication;
  •  Identify and contact other staff – improves communication.

Interested ? We hope so, please get in touch to discuss how we can help you work Smarter not Harder with Craven HR Software including Payroll (or not).

Craven HR Software – Online HR System – Craven HR Services (cravensafetyservices.co.uk)

 

 

What is HR ? Really, why do we need it as an SME?
There are literally 3 unique ‘people’ elements to protect Your business & Your people
1. Talent – Do you have the right people, with the right skills, in the right job roles?
2. Organisation – Do you have the right culture, are Your people happy, motivated, positive & ‘tip top’ productive, to win the market right now?
3. Leadership – Do you have the right leadership & people management capabilities & management style, to maintain or support your business growth, to reach ultimate Success & keep up with Your Competition?
We thrive on helping you to build a positive & healthy culture; by implementing and slotting together, the various components like a jigsaw, we support and help you to move away from directive management (if this is the case) to holding developmental coaching conversations).
Interested? Then get in touch now for a friendly chat with Dee Newton, Our HR Consultant.

But aren’t all Outsourced HR Services all the Same? How are we at Craven HR Services any different?

Yes we offer all the usual ‘HR & People Management’ Services, but what Value Added HR do we offer?

Ok I will try & explain ‘in a nutshell’. The following are the elements of HR & People Management, which we believe makes us extra special & positively sets us apart from others similar providers;

  • Growth & Support – We do genuinely love working with small businesses, start up’s & entrepreneurs, to help support you to grow, or maintain your business & people & to support you to be an ‘Employer of Choice’ – we celebrate with you the ‘big and the small wins’ in Partnership
  • Authentic – We are real people who have have tons of HR/People Management experience working with real people in various sectors & industries
  • HR Presence – You tell us what you want, we can be a transparent HR ‘presence’ or we can work ‘behind the scenes
  • Relationships – We really do have a sense of humour & we are great communicators, which helps us build positive relationships with our clients very quickly
  • HR Presence – You tell us what you want, we can be a transparent HR ‘presence’ or we can work ‘behind the scenes’
  • Positive Leadership – Let’s be honest here, how many poor/unfair ‘boss’s’ have you worked for or do you know? We can help coach you to be a real Leader, we can help enhance your ‘soft skills’ & ‘confidence’ which are crucial in positive leadership, ultimately leadership is ‘vision, ”building your people’, ‘inspire & influence others’ & truly ‘connecting with your team’
  • Business Plans & Strategy – We are a small business, why do we need business plans & strategy? Treat your small business as a huge corporate one, in terms of the foundations, rid yourselves of the ‘small business’ mindset (reactive) & focus on a more ‘proactive’ mindset that will enable natural business growth. Strategy is at the core & heart of every successful business, we can also help you implement your Company ‘Mission’, ‘Vision’, & Values
  • Culture – We thrive on helping you to build a positive & healthy culture; by implementing and slotting together, the various components like a jigsaw
  • Coaching – We all have that one Positive Leader who we remember more than anyone else, there will be different reasons why we credit this person, they may have helped you breakthrough or gave you that amazing opportunity, ultimately they ‘believed in you’ our point is, we can help you be that Leader, we can also love coaching those employees with ‘high potential’ & seeing them soar
  • Continuous Improvement – Is a permanent state of change, & we love it, striving to get better & better, always changing, always innovating, never boring or dull
  • Avoid Formal Processes – We like to avoid long formal process driven processes (where possible) & instead positively coach you & your managers to have the conversations that need to be held, to help your people to increase self awareness and responsibility for enhanced performance & productivity
  • Branding & Marketing & Communications – We understand your time restraints & pressures, but we love helping businesses with their branding & marketing, we are also told we are pretty good at it, we also love being the positive communicator for the business
  • Health & Wellbeing –  Healthy, happy staff are more productive, and take less time off work due to sickness. We can help to develop your wellbeing strategies
  • Team Building – We can help you build high performing teams, we will support you to implement; Accountability, SMART Goals, Performance Management, Well defined Roles, Team and Company Values, Regular f2f & team meetings
  • Technology – We embrace it, it helps us to become more strategic & bridges the communication gap, we can create accurate analytics that drive enhanced performance management
  • Training – We have an array of training experience – including Leadership, HR & People Strategy, Business Planning, Employee Wellbeing, Absence Management, Conflict Management, Data Protection/GDPR, Leading People & Great Teams, Team Values, Managing Investigations, Performance Management, Disciplinary & Grievance, Goal Setting, Branding & Marketing
  • Get to know you – We get to know you & your business inside & out including your ‘quirks’ – we all have them.