Employers beware! Harassment and the legal risk
Employers face significant legal risk from harassment claims under the Protection from Harassment Act 1997, which allows employees to sue their employer in county court years after incidents occur. The law sets a lower threshold than other discrimination regulations, requiring only that conduct was likely to alarm or cause distress, making successful claims easier to pursue.
Stress management: The facts
Stressed employees significantly impact workplace productivity and costs, making stress management a legal priority for employers. Between 80-90% of GP visits are stress-related, and companies must implement published wellness policies and support systems to prevent undue stress while recognizing that stress affects individuals differently.
Any Answers: Pay disputes over length of service
An employee could potentially claim age discrimination if paid less based on length of service, as longer-serving staff are typically older. Organizations can defend such claims with objective evidence that the pay system attracts and retains talent, though this may require legal testing. Red-circling—freezing higher salaries while raising the base rate for others—offers a fairer approach to address pay discrepancies.
6,000 women missing says EOC
The Equal Opportunities Commission reports that 6,000 women are missing from senior positions across Britain’s public and private sectors, with women comprising just 10% of FTSE 100 directors and 20% of Parliament. The EOC warns that progress toward gender equality has slowed dramatically, particularly for women from ethnic minorities.
CV text damages job prospects
Grammatical errors and spelling mistakes on CVs are damaging job prospects, with a survey finding that nearly half of all CVs contain errors. Poor writing is particularly common among young people aged 21-25 and is more prevalent in applications from men, potentially costing candidates job opportunities.
Unpaid overtime costs Britons £23 billion a year
British workers perform an average of seven hours of unpaid overtime weekly, costing the nation £23 billion annually according to TUC analysis. The north-east records the highest unpaid hours at seven hours 42 minutes per week, while workers could earn an extra £4,800 yearly if compensated at average rates.
Colborn’s corner – Shall we dance?
B&Q’s innovative recruitment approach, which includes singing and dancing, raises questions about balancing creativity with organizational branding. HR teams must align recruitment practices with corporate image to avoid contradicting marketing messages and damaging reputation through poor candidate experiences.
Resolving to make a difference in 2007
HR professionals face ongoing challenges around influence and credibility in 2007. Jan Hills of HR With Guts outlines four key resolutions to help HR make a strategic difference: speak the language of business, think proactively about future challenges, understand other departments’ perspectives, and focus on doing fewer projects exceptionally well.
Pension scheme deficits drop by a third
FTSE 350 company pension scheme deficits fell 29 percent to £61 billion in 2006, down from £86 billion in 2005, according to Mercer research. However, longer-term analysis shows deficits remain significantly higher than 2002 levels, with investment and longevity risks persisting despite companies reducing future benefits.
Workplace diversity good for business
A diverse workforce boosts business performance, with 56% of customers more likely to use businesses with diverse teams and 79% believing diversity policies are important. Research shows employers are increasingly hiring from underrepresented groups, recognizing diversity as essential for attracting talent and improving retention.
Fit cats see workplace benefits
A UK survey reveals that 79 percent of bosses believe there is workplace prejudice against overweight employees, with many viewing fitness as linked to professional success and self-discipline. The research suggests appearance significantly impacts hiring decisions and career advancement, particularly for client-facing roles.
Business continuity and the importance of people. By Dan Martin
Business continuity planning helps companies prepare for disruptive incidents and maintain operations during crises. However, many firms focus on technology while neglecting the critical role of employees and HR departments in their continuity strategies. Effective planning requires putting people at the center of business continuity initiatives.
HR Tip: Job descriptions
While not legally required in all cases, providing written job descriptions to employees is good management practice. Job descriptions clarify each role’s purpose and responsibilities, helping prevent misunderstandings and disputes about job expectations.
Rules for employing Romanian and Bulgarian immigrants
Romanian and Bulgarian workers face restrictions in low-skilled jobs under UK employment law, though skilled workers and students can work with proper authorization. Employers can hire from restricted sectors like agriculture with permits and face fines up to £5,000 for breaches, while workers from other 2004 EU accession states remain subject to registration requirements.
Employers urged to give financial lessons
Employers are being urged to provide financial education to staff, as workers worried about money are less productive and unable to appreciate their benefits packages. A new CIPD report shows that financial lessons can reduce stress, improve performance, and boost employee retention.
Business travel: Keeping costs down. By Dan Martin
Learn how firms can manage business travel expenses and reduce costs through better tracking and choosing between DIY booking or outsourcing to travel management companies for discounted rates.
Any answers: Making competency based interviews work
Competency-based interviews measure candidates against specific job competence models, making it harder for interviewees to give vague answers and allowing interviewers to probe deeper for proof of understanding. Effective implementation requires defining hard and soft competencies for the role, using relevant examples from work and non-work environments, and questioning candidates strategically to assess their actual capabilities.
Public sector disability guidelines likely to breach law
A Disability Rights Commission investigation found that guidelines for teachers, nurses, and social workers likely violate anti-discrimination laws, with over 70 regulations across three sectors failing to account for disability protections. The review revealed inconsistent definitions of health and fitness requirements that enable discrimination against disabled people seeking entry to and working in these professions.
Flexible working and discrimination: landmark legal ruling ahead
The Employment Appeal Tribunal has referred a landmark case to the European Court of Justice to determine whether refusing flexible working to a parent of a disabled child constitutes discrimination. The ruling could extend disability discrimination protections to carers who face unfair treatment because of their association with disabled family members.
Bang on the head earns sex addict £3.1 million
A man who developed compulsive sexual behavior after a workplace head injury has been awarded £3.1 million in compensation. The court found the accident left him severely disabled with behavioral changes including infidelity and visits to prostitutes, likely leading to marriage breakdown and preventing future employment.
