Employee wellbeing: Is it at the top of your agenda?
During economic downturns, employee wellbeing programs become even more critical as redundancies increase stress and workload. Rather than cutting these initiatives, organizations should prioritize affordable wellness strategies to maintain productivity and staff morale.
HR blunder of the month: Walking CV lands job
A Manchester engineer wore a sandwich board CV to find work after five months of job hunting yielded no results. The unconventional tactic worked on his first day—a local company owner offered him employment, though only a temporary two-and-a-half month position.
HR tip: Informal warnings
The revised Code of Practice on discipline removed informal warnings, but employers should continue using them if they’re part of their internal procedures. Informal warnings can resolve issues without formal processes or affecting employment records.
The cycle of grief: The key to handling redundancy
Understanding the grief cycle—shock, denial, anger, bargaining, and acceptance—helps HR professionals and managers support employees through redundancy more effectively. When companies recognize this psychological process affects both departing and remaining staff, they can communicate more clearly, address wellbeing needs, and help teams reach acceptance faster to restore productivity.
Age awareness when making redundancies
Employers must ensure redundancy selection processes are fair and objective to avoid age discrimination claims. Selection criteria should be transparent and unrelated to age unless objectively justified, focusing on conduct, attendance, performance, and skills rather than length of service alone.
A week in HR: Working parents’ rights and ‘Nap at Work’ week
April brings changes to working parents’ rights, including extended flexible working for parents of older children, alongside a government review calling for more equal parental leave and higher maternity and paternity pay. New immigration rules also require employers to advertise migrant positions through multiple channels.
How discretionary is a bonus?
A discretionary bonus isn’t always non-binding. Employers cannot refuse payment simply because it’s labeled discretionary—employment tribunals often require payment if the contract is ambiguous or if bonuses have been consistently paid. Courts examine contract language carefully and consider the employer’s historical practice when determining legal entitlement.
COA Solutions and inspHire Partnership Provides ‘Best of Breed’ Solutions to the Rental Industry
COA Solutions and inspHire have partnered to integrate rental and asset management software with COA Solutions’ financial management system. This combined solution enables construction, engineering, and hire companies to efficiently manage equipment, control asset costs, and streamline financial processes in one integrated platform.
HR on a budget: Outsourcing in tough times and beyond
Outsourcing employee training and development to managed service providers can help organizations reduce costs while improving quality and flexibility during economic downturns. Strategic partnerships free up HR resources to focus on core business priorities while ensuring learning initiatives align with organizational goals.
Video: Unlocking women’s skills at work could add billions to economy
Upskilling women in the workplace could add £23 billion to the UK economy, according to recent research. The Women in Work initiative receives additional funding to help women enter male-dominated employment sectors and address gender imbalance in the labour market.
Spotlight: Julia Claydon, HR director, Nando’s
Julia Claydon, HR director at Nando’s, has built the restaurant chain’s HR function from scratch over 12 years, growing it to support 6,500 staff across 210 UK locations. Her approach combines learning and development with HR strategy, emphasizing that Nando’s success depends on recruiting, training, and developing great people.
Ask the expert: Smoking and recruitment law
Employers can list “non-smoker” as a desirable attribute without legal issues, though experts advise caution. While not inherently unlawful, such requirements could expose employers to indirect discrimination claims and may discourage qualified applicants from applying.
Web 2.0 and HR: Ignorance is not bliss
HR professionals must embrace Web 2.0 technologies like Twitter and LinkedIn rather than ignore them, as these tools offer significant opportunities for recruitment, learning, and performance management. A 2009 CIPD report found HR is falling behind in leveraging social media’s collaborative potential, requiring sensible policies instead of outright bans.
Success in a recession: Toughen up your mind
During a recession, business success depends on mental toughness and a positive mindset. HR professionals play a crucial role in fostering organizational cultures that embrace a “can-do” attitude, helping employees take responsibility and maintain resilience despite economic challenges.
HR tip: Burden of proof
In workplace discipline, the burden of proof is lower than in criminal court. Employers need only satisfy themselves of guilt on “the balance of probability,” not “beyond all reasonable doubt.” Follow proper investigation and disciplinary procedures before making dismissal decisions.
Opinion: Bonus should not be a dirty word in business
Bonuses don’t have to be dirty words in business. When properly designed and linked to performance, they can motivate employees and drive productivity. However, companies must move away from excessive payouts unrelated to results toward transparent, fair reward schemes.
Flex your muscles in April
From April 2009, parents of children aged 16 or under gained the right to request flexible working. Employers can benefit from increased productivity, improved retention, and better corporate responsibility, though concerns about service consistency and management control require careful planning and implementation strategies.
Legislation update: Unfair dismissal compensation
A tribunal awarded full compensation for a six-month notice period in an unfair constructive dismissal case, declining to deduct wages the employee earned from temporary work during that time, based on the “Norton Tool” principle established in case law.
Managing the bereaved employee
Employers should develop formal policies for supporting bereaved employees, as recovery from major loss typically takes two years. Offering sensitivity beyond immediate funeral leave and managing workload expectations helps both the grieving employee and the organization navigate this challenging transition effectively.
What are candidates saying about your organisation?
High unemployment has created a recruitment crisis with candidates waiting weeks for feedback. Yet poor communication and lack of response are damaging employer brands, with jobseekers forming lasting negative opinions of organizations based on their hiring experience.
