Payroll Tip: Medical check-ups and eyesight tests
Medical check-ups provided by employers are generally not taxable benefits and require no P11D reporting. Eyesight tests and work-related glasses under Health and Safety regulations are also tax-exempt, though frames and lenses for general use may be reportable depending on cost.
Getting it right: Risk assessments for new and expectant mums
Employers must conduct specific risk assessments for pregnant and breastfeeding employees under health and safety regulations, or face potential sex discrimination claims. These assessments should identify hazards like manual handling, night work, and chemical exposure, then implement controls or adjust working conditions to protect new and expectant mothers.
Case Studies: E-hiring in a tight labour market
Denplan and T-Mobile share how they successfully adopted e-recruitment strategies to address talent shortages in a tight labour market. These case studies demonstrate how online recruitment platforms like Monster deliver measurable returns on investment for employers competing for scarce skilled workers.
How Did I Get Here? Rona Cant
Rona Cant, founder of The BIG Question, shares how her career as an explorer and adventurer led to founding a business development and training company that helps organizations tackle people-related challenges and improve performance across all levels.
Hard(y) Law Talk: Corporate manslaughter – the ball and chain
The UK government introduced a new Corporate Manslaughter Bill to Parliament after years of consultation, aiming to hold companies accountable when gross negligence by senior management causes death. The law targets corporate liability rather than individual directors and would apply to government departments and public bodies, making it easier to prosecute organizations where management failures contribute to fatal incidents.
Member wire #114 – Harassment – drawing the line; problem managers
Explore key HR issues including how to define workplace harassment, manage problem managers, and handle employee concerns around lunch breaks and disability definitions in this member newswire discussion.
The Couch?! Hanging on the telephone
A new study reveals that poor telephone manners are triggering widespread “phone rage,” with nearly two-thirds of people experiencing anger from behaviors like eating during calls, interruptions, and obvious inattention. The most common offenses include putting callers on speaker unexpectedly and pausing to speak with others in the room.
News in Brief: The week in HR
This week’s HR news roundup covers rising sickness absence across the UK, with workers in the northwest taking the most time off, plus concerns from the CBI about school-leavers lacking essential skills in maths, English, and workplace communication.
Editor’s Comment: Can a leopard change its spots?
Employers face difficult questions about hiring people with criminal convictions as labor shortages mount. While research shows most ex-offenders prove reliable workers, high-profile cases raise concerns about rehabilitation and public trust in hiring practices.
HR Practitioner’s Diary: The calm before the storm
Sue recounts her HR consulting experiences, including a visit to a Mansfield company with an outdated 27-year-old pension scheme and unequal benefit policies. She advocates for fairer, more inclusive employee benefits accessible to all staff levels, questioning whether discriminatory pick-and-mix approaches remain sustainable.
What’s the answer? Return to work following sickness
Employers in clean environments should obtain a doctor’s report before allowing employees with skin conditions, asthma, or similar illnesses to return to work. Best practice varies by industry, with timing depending on condition severity and medical clearance to ensure workplace health and safety compliance.
Colborn’s Corner: Who remembers industrial relations?
The Gate Gourmet and BA dispute echoes 1970s industrial relations conflicts, with employers seeking to reduce union influence and cut headcount while unions defend member interests. The situation raises important questions about unofficial action, outsourcing risks, and HR’s role in managing labor relations.
Opinion: All leaders manage, but not all managers lead
Not all managers possess the leadership skills needed to drive change and inspire others. According to expert Joanna Knight, successful leaders require three core competencies: self-awareness, influencing abilities, and strategic vision that extends beyond maintaining the status quo.
Case Study: HR Transformation at Astra Zeneca
Astra Zeneca achieved a 15% cost reduction in HR service delivery through a ‘one-team’ transformation that centralized transactional services and improved customer service consistency. The pharmaceutical company redesigned its HR function around an HR service center, specialist teams, and business partners to better support its global operations.
Review: Beating IT Risks
Beating IT Risks by Ernie Jordan and Luke Silcock offers practical guidance on managing information technology risks in business. Drawing on real-world examples from around the globe, the book emphasizes treating IT risk like any other business risk and developing shared language between technologists and managers.
Discrimination in the air
Discrimination in the workplace is becoming less obvious but still exists in subtle forms, including indirect discrimination through policies that disadvantage protected groups. Employment law expert Iain Patterson examines forthcoming legislation and how companies can ensure compliance and avoid costly discrimination claims.
Feature: Dangerous employees
Employee misuse of computers—from unauthorized downloads to using personal devices—exposes companies to serious legal and security risks. Organizations must establish clear IT policies and procedures to protect against licensing breaches, data theft, malware, and fraud that could result in fines, jail time, or compromised confidential information.
Member wire #113 – Rewarding First Aid; Is diabetes a disability?
Explore whether first aiders deserve more recognition than traditional gifts, and discuss key HR topics including diabetes classification under disability law and managing workplace disputes. Member contributions address recruitment strategies and staffing decisions.
HR Tip: Expiry of disciplinary warnings
Disciplinary warnings typically remain valid for six months, while final warnings last twelve months, though organizations may adjust these periods based on the offense severity. Companies should establish clear policies on how long warnings stay on file and communicate these guidelines to employees.
Jargon Buster: Age discrimination
Age discrimination regulations made retirement unlawful below age 65 unless objectively justified. Employers must follow a formal “planned retirement” procedure including notice, employee consultation, and appeal rights before retiring staff at or above 65.
