Is it bye bye bonuses?
Government efforts to curb executive bonuses may not eliminate them entirely. Bonus schemes remain effective motivational tools, and those built into employment contracts often cannot be unilaterally removed by employers without legal consequences.
HR blogosphere bulletin
Jon Ingham curates the latest HR blog discussions, covering social media trends in human resources, employee engagement strategies, and workplace responses to recession challenges. This twice-monthly bulletin highlights key insights from leading HR bloggers and industry experts.
A week in HR: Discrimination, data and Women’s Day
Age discrimination claims surged by over 25% in the past year, while the European Court of Justice ruled that forced retirement at 65 is legally permissible. Employment law experts warn the trend reflects broader concerns about workplace discrimination and compliance challenges for employers navigating these complex regulations.
Updated… A week in HR: Do employers need ‘thicker skins’?
A week in HR news covers the Sunday Times Best 100 Small Companies list, where employers face debate over social media monitoring after a teenager’s Facebook post led to dismissal. The week also highlights banking sector pay concerns, rising Eurozone unemployment, and new HR toolkit launches for franchisors.
Start studying: Employment law round-up
April brings significant employment law changes including expanded flexible working rights to age 16, increased statutory holiday allowance, and amendments to disciplinary and grievance procedures. HR departments must prepare for potential increases in flexible working requests and ensure clear communication with staff about new regulations.
HR blunder of the month: Money for nothing
A New York state employee claims he’s been deliberately sidelined for seven years, sitting at his desk earning nearly $94,000 annually while being given no meaningful work. The director of investigations alleges discrimination and retaliation after a previous lawsuit against the state.
Heydey case to be sent back to UK high court
The European Court of Justice ruled the UK’s default retirement age of 65 doesn’t breach EU equality law, but the case returns to the High Court to determine if the government can justify the policy. Age campaigners have criticized the decision and called for the retirement age to be abolished.
Making 360 feedback work in your organisation
360 feedback is growing in popularity within performance management systems. HR professionals recommend winning buy-in through clear communication and briefing meetings, while streamlining the process to minimize time demands on managers and employees completing questionnaires.
Law Firm Streamlines HR and Payroll Processes, Supports Green Agenda and Improves Recruitment with COA Solutions
Browne Jacobson law firm implemented COA Solutions’ HR Pro system to streamline HR and payroll processes, reduce paper use, and support its environmental goals. The HCM system improved recruitment strategy and cut pay review time from three days to half a day while enabling employee self-service access to HR records.
Past, present and future: Health & safety at work
Marking 35 years since the Health and Safety at Work Act, this article examines how the landmark 1974 legislation transformed UK workplace safety, resulting in a 75% reduction in fatal accidents, and explores what the future may hold.
HR tip: Moonlighting
Employers can restrict employee moonlighting only in specific circumstances: if secondary work involves a competitor, if it affects job performance, or if combined hours exceed the 48-hour weekly limit under Working Time Regulations. Consider requiring written permission for outside employment.
HRZone.co.uk exclusive: European Commission to tackle gender pay gap
The European Commission launched a campaign to close the gender pay gap, which data shows remains at 17.4% with women earning significantly less than men on average. The initiative aims to strengthen existing equality legislation through training, awareness campaigns, and promoting best practices among employers across Europe.
Putting the business into business partner
HR practitioners must transform their capabilities and understanding of business goals to become true strategic partners. By adopting business-focused language, asking challenging questions, and moving beyond reactive responses, HR can drive organizational performance and help navigate economic challenges effectively.
Building a compelling case for change
HR programmes often fail to gain approval without a compelling business case that combines solid numbers with broad stakeholder buy-in. Successful transformation requires understanding current state pain points, clearly defining future goals, and embedding benefits tracking into implementation plans and business unit budgets.
Diversity is not a single issue
Effective workplace diversity requires employers to recognize employees as multidimensional individuals with intersecting identities rather than fitting them into single equality categories. Organizations that develop comprehensive policies addressing each diversity strand and their intersections will better navigate regulatory requirements and build stronger, more inclusive workplaces.
Ask the expert: Working if signed off by medical expert
An employee signed off work by a medical expert requests reduced hours instead. Employers should not permit this without express written medical clearance, as doing so risks breaching duty of care, invalidating insurance, and creating liability for injury or worsening conditions.
Overcoming age bias in recruitment
Age discrimination in recruitment remains widespread despite legal protections, with unemployment among those over 50 significantly higher than younger groups. Employers can reduce age bias by broadening recruitment criteria, challenging age stereotypes, and implementing more inclusive hiring practices that benefit from a balanced workforce across all age groups.
HR on a budget: Reward in a cold climate
During economic downturns, businesses should maintain employee recognition and reward programs rather than cutting them. Legal risks and lower staff motivation make cutting benefits counterproductive, while low-cost recognition strategies can effectively boost engagement without straining tight budgets.
How to be more resilient at work
Learn three key elements that boost workplace resilience: pride in your organization, trust, and recognition for achievements. Research shows these factors matter more than job security or salary, and managers can strengthen them through positive feedback and acknowledging employee accomplishments.
Success in a recession: Don’t forget your manners
During economic downturns, workplace rudeness increases due to stress and technology use, but good manners are critical for career success and organizational performance. HR professionals can help maintain civil workplace behavior by identifying processes and structures that hinder respectful communication.
