It is way past their start time and you’ve still not seen or heard from your employee. What should you do?
For many managers, initial thoughts are likely to be of concern for the employee’s welfare and naturally, the first step is to try and contact them. But what happens if you can’t get hold of them? What if they’d previously requested this day as annual leave, had it declined, but were now off anyway? What rights do you have as an employer to manage this sort of behaviour?
A bit of fun to start our working week! It is safe to say that we can all pretty much agree that Monday is not the most exciting day of a week, and it is always hard to get back into the swing of things at work after a nice relaxing weekend.
Today is labelled “Blue Monday” which is officially declared as the most depressing day of the year (unless you really didn’t grab that essential Black Friday purchase of course!)
“Women are working more, men are understanding their value as caregivers, women are primary breadwinners—I mean, we could go on and on and on. Things are different. So we can’t keep operating like everything is the same, and that’s what many of us have done. And I think it’s up to us to change the conversation.”
As an HR Consultant, if I had £1 for every time a client said to me that “flexible working is only for parents” I would be a very wealthy lady!
The most common question my clients ask is “how can flexible working help my business?” so if you are thinking just that, then read on!
Whilst flexible working is traditionally associated with working parents, we must acknowledge that the world of work is changing and with that, we are seeing a shift in the demographic in society (a third of workers will be over 50 by the end of 2020) therefore the myth around flexible working being just for parents, is simply that, just a myth! Now everyone has the right to request their employer to work more flexibly, which means that change for businesses is inevitable.
Every year we see different HR trends emerge as organisations switch their mindsets to “new year, new plan”. With this, HR are often at the heart of organisation strategies to implement these changes to help them achieve an enhanced company culture, improved their employee experience and of course achieve the much-desired sparkly employer brand.
New Year, a new chapter, a new verse or the same old story? Ultimately, we write it, the choice is ours.
Happy New Year everyone!
Apologies for the silence over the past few months, I have taken some much needed time to reflect on my priorities and took some time out for my mental health, I am feeling much better and I’d like to thank those who offered their support.
So without further ado, with a new year comes plenty of new opportunities and with it being a sparkly new decade, I fully intend to make the most of it!
This morning, we are waking up to the sad news that Thomas Cook has entered compulsory liquidation and has ceased to trade, leaving 21,000 employees without their jobs.
The collapse of Thomas Cook to most is surprising, but after several consistent profit warnings over the past few years, and having experienced the process myself, to me, it only seemed like a matter of time.
Plus an exclusive announcement about HR acts of kindness!
You must be used to these videos now and no I’m not getting any better at recording them haha! In this week’s video I have received a question from a contact on Twitter regarding the bridge between level 3 and level 7 CIPD qualifications, is level 5 worth it? Or do we go straight to 7 (do not pass go or collect £200)
In the video, you will also hear some buzz around HR acts of kindness and a secret (not so secret now!) announcement about an exciting project coming soon!