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Mel Stead

Lockdown changes for employers: what do you need to know?

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Lockdown v3.0 is changing. Restrictions are lifting in increments ranging from two to five weeks, with each stage of the journey affecting the commercial sector in different ways.

Whether yours is an essential service our nation relies on – emergencies and healthcare, education, manufacturing, logistics, construction, essential retail – a business that has continued to trade behind closed doors during the lockdown or one forced to close temporarily, it’s crucial to understand rules specific to you as journey toward ‘normal’. And, while the lockdown is ending, there are still plenty of rules and guidelines in place we’ll all need to continue following to help minimise the spread of the coronavirus.

So, what do you need to know about your sector and how our exit from the lockdown will impact both your customers and your teams? Here is a reminder of the proposed  ‘roadmap to freedom’ set out by our Prime Minister back in February:

March 8 – primary and secondary education providers reopened to all students.

March 29 – some sporting facilities are permitted to reopen providing they can deliver their activities outdoors – football, rugby, netball or cricket clubs for children, for example – and tennis courts, golf clubs and outdoor swimming pools for all ages.

April 12 (and not before) – hospitality reopens in part, but only where pubs and restaurants can serve customers in an outdoor setting, and self-catering holiday providers within the UK are open to trade. Commemorative events such as weddings and funerals can have up to 15 people in attendance.

May 17 (and not before) – indoor entertainment such as theatres, cinemas and children’s play centres can reopen, alongside any indoor sports facilities. The numbers permitted at weddings and funerals increases to 30.

June 21 (and not before) – nightclubs, large events in stadiums and music festivals are permitted.  

Note that the above dates are provisional and subject to change where the Government – or the ‘science’ providing the guidance – deems it unsafe to proceed.

Assuming all does go to plan, the UK could be living a life close to its previous normal by the summer. Yet some of the measures in place, certainly around social distancing, might well live on after June 21 with the Government continuing to encourage minimal people movement unless it’s altogether necessary.

The message is clear – continue working from home where possible

For those businesses able to do so, the Government has asked for employers to continue supporting a ‘work from home’ policy wherever possible, even post-lockdown. It’s a trend many may well stick to on a permanent basis, with lessons learned as to how effective it can be for some companies, as well as extremely cost-efficient.

Some employees prefer the flexibility work from home allows, not to mention the time and expense it saves on the daily commute. Technology has certainly stepped up, too, allowing for teams to continue supporting one another from multiple remote locations.  However, some of your staff do find it more difficult to work from home for a plethora of reasons and while limited space or access to technology is less a worry than issues around mental health, the reasons for an individual wanting to attend work to perform their job are all viable and must be considered.

If you’re re-opening, ensure it is safe to do so

For businesses who remained open during the latest lockdown – and those about to join them – it is critical each one provides a Covid-secure workplace to protect their teams.

As part of your ‘return to work’ strategy, employers and HR must have measures in place to ensure a safe environment for everyone. This includes conducting a risk assessment of your workplace; if you’re unsure what to include in yours, the Health and Safety Executive Covid-19 Risk Assessment document is a great place to start. The UK Government website also includes clear guidance on Covid safety that’s tailored specifically to individual sectors to help every business appreciate their legal obligations around compliance.

If you’re still unsure on how the lifting of the lockdown restrictions affects your business, seek advice from a professional people expert as soon as possible.

In need of some HR advice? Wherever you are in the UK, you can arrange a chat with one of our friendly professional HR advisors at any time.

Call us on 0330 0881857 or email enquiries@optimal-hr.co.uk

We’re also on Facebook, Twitter, Instagram and Linked In!

Covid-19 Vaccines: An Employer’s Guide

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With the UK Government COVID-19 vaccination programme now in full swing, it leaves many questions for employers and their staff in terms of expectations or even the legalities around having the jab.

The media has already reported on a certain London-based plumbing company preparing a ‘no jab, no job’ policy which sees them set to exclude people without the vaccine from future employment while also paying to vaccinate all current employees. It’s likely something many businesses have been mulling over – but how does taking this position look both morally and legally?

Thankfully, our governing body – The Chartered Institute of Personnel and Development (CIPD) – has released a guide to help business owners and HR professionals to understand their responsibility as the vaccination programme continues to gain pace and staff begin their potential return to the workplace.

Download the CIPD paper ‘Preparing for the COVID-19 Vaccination: Guide for Employers’

It is widely known the UK Government hopes to have offered the vaccine to all adults aged over 16 years by Autumn. Of course, not all will take up the offer and even if they do, this won’t leave work facilities and staff altogether void of Covid-19 and other precautionary measures such as social distancing, handwashing and protective wear may need to continue.

Since the Government has left it open to individuals to make their own choice on having the vaccination, an employer cannot yet force its staff to take up the offer of a jab as and when it comes their way. Although it is certainly within their interests to promote the vaccine amongst team members as a means for improved wellbeing, with a healthy workforce typically a happy one – and a protected workplace much more likely to drive down the level of absence caused by sick leave.

As with most things ‘people’, it comes down to HR to understand all there is to know on a subject which, in fairness, still comes with so many unknowns; and that’s before they can even attempt to manage the message! The CIPD guide serves as a great starting point for HR professionals looking to understand more on the vaccine, covering everything from adopting a workplace vaccine policy to handling questions raised by employees around the vaccine programme, how to manage staff who refuse the vaccine and guidance for female employees who are pregnant or breastfeeding.

So, while we’re still a long way from what most of us consider ‘normal’, there are a lot of employers can be doing both in preparing physically for the months to come and virtually in supporting their teams to understand what the vaccine means in terms of their role. Above all else, encouraging an ‘open door’ environment where staff feel they can ask questions – and the HR team will listen before providing an answer – will serve you well on the journey to our country’s new normal.

And the higher your team retention, the faster you’ll come out of the blocks when it’s time.

In need of some HR advice? Wherever you are in the UK, you can arrange a chat with one of our friendly professional HR advisors at any time.

Call us on 0330 0881857 or email enquiries@optimal-hr.co.uk

We’re also on Facebook, Twitter, Instagram and Linked In!

Employment Law Changes for 2021

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Changes from April 1 every employer needs to know about 

There’s never a dull moment for Employers or HR professionals, and the Government changes from April 1 have kept us all nicely busy as we update our systems to suit. Here’s everything you need to know to stay on top of the latest updates to employment legislation.

The National Living Wage (and National Minimum Wage) is going up!

Thousands of low paid workers are set for a pay increase next month, as the Government increases the National Living Wage from £8.72 per hour to £8.91 per hour.

The changes announced last November will finally come into effect next month with everyone aged 23 and over set to benefit from the 2.2% increase, including the two ages previously exempt now joining the ’25 years and over’ club as eligible for the scheme. That’s around 4% of the UK population who’ll benefit from the change from April 1.

Until now, anyone below 25 years has been forced to settle with the lower-paid National Minimum Wage, with pay rates under this scheme starting at £4.55 for 16 and 17-year-olds and rising to £8.20 for ages 21 to 24 years. Now, 23 and 24-year-olds will receive a pay increase of close to 9%, while those already in the 25+ age bracket will receive an increase of just 2.2%. Those aged 21 to 22 years, while not yet eligible for the new NWL scheme will see their minimum wage rate increasing by 2% to £8.36 per hour.

So, make sure you’ve made those changes to your payroll system from April 1.

 

Family-related pay and statutory sick pay are also on the rise.

Also commencing this month, an increase to the weekly rate for family-related absence and statutory sick pay. From April 4, maternity, paternity, adoption, shared parental and parental bereavement pay increases to £151.97 per week, and from April 6, statutory sick pay increases to £96.35 per week.

Employees must always meet several criteria to qualify for these types of pay, and the UK Government website explains each one in full.

Since each of the new rates become mandatory on their respective date, employers and HR professionals are expected to familiarize themselves with the changes immediately. Also critical is your ensuring any documentation referring to the rates is amended to reflect the changes and for all employees to be notified.

 

Redundancy pay rates are also changing in April.

Another key change for Employers and HR specialists to be aware of is the statutory redundancy pay which was increased from April 6. From this date, the maximum weekly pay has increased to £544.

The maximum compensatory award for unfair dismissal also increases for those taking place on or after April 6, from £88,519 to £89,493.

 

Gender Pay Gap reporting has been extended until October 2021.

Employers with over 250 staff are required by law to report on the difference in pay between their male and female workers. Typically, the report is due for submission at the close of March although in 2021, due to the ongoing situation with the Covid-19 virus, the deadline has been extended to October 5.

 

Introducing IR35 on April 6.

The new ‘anti-avoidance tax legislation’ also comes into effect this month, with employers now responsible for proving any contractors are self-employed and not employed by the business, to reduce tax fraud.

As of April 6, any employer who uses self-employed contractors in its business is required to become familiar with the difference between the two types of worker – employed or self-employed contractor – for tax purposes, to ensure they are meeting the correct tax requirements.

Since the above are all legislated it’s critical to implement any changes to avoid headaches down the track.

In need of some HR advice? Wherever you are in the UK, you can arrange a chat with one of our friendly professional HR advisors at any time.

Call us on 0330 0881857 or email enquiries@optimal-hr.co.uk

We’re also on Facebook, Twitter, Instagram and Linked In!

 

 

 

 

 

 

 

 

 

 

 

 

Government Launches Modern Slavery Statement Registry

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On Thursday 11th March 2021, The Home Office launched a modern slavery statement registry online, to provide a platform for organisations to share the positive steps they have taken to tackle and prevent modern slavery.

The registry will enhance transparency and accessibility, by bringing modern slavery statements together in one place and will make it easier to find and compare them.

It will allow users such as consumers, investors and civil society, to search for statements and scrutinise the action organisations are taking to identify and address modern slavery risks in their operations and supply chains.

The registry follows commitment from the government to strengthen the reporting requirements under section 54 of the Modern Slavery Act 2015, following the Transparency in Supply Chains Consultation, and publication of the world’s first Government Modern Slavery Statement in March 2020.

All organisations are strongly encouraged to submit their most recently published statement on the registry to demonstrate that they have reported.

If your organisation is required to produce a statement under section 54 of the Modern Slavery Act, in future it will be mandatory for you to submit your statement to the registry as part of the proposed changes to strengthen the reporting requirements to the Act. These measures require legislative change and will be introduced as soon as parliamentary time allows.

To lead by example, the government has submitted the Government Modern Slavery Statement on the registry today.

Learn more about the registry and find out how to submit a statement.

Managing Workplace Bullying and Harassment

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Each one of us will likely experience an issue with a work colleague at some stage during our career. You might think it inevitable, what with a good few hours of our days spent working, whether it’s from a physical workspace or a home office – and the latter just as likely a place for conflict to arise.

In fact, during the Covid-19 pandemic – a time when many of us have found ourselves working from a remote location – workplace bullying and harassment is said to have risen dramatically. Perhaps it’s no surprise when you consider the upheaval caused these past twelve months, with lives forced to adapt to new ways of working at speed or even to drop their work altogether through being furloughed. It’s no wonder stress is on the increase and the most level-headed of humans are seeing their patience tested like never before.

Still, despite the pressures we’re feeling at work currently – even in pre (and post) Covid times – there is no excuse for workplace bullying, and every employer has a duty of care to its staff in terms of their wellbeing. But what exactly do we mean by bullying? It’s worth reminding ourselves since some employees may not even recognise a situation as one where they’re being bullied; and similarly, might fail to see their behaviour toward a colleague as unacceptable.

The Government defines bullying and harassment as “…behaviour that makes someone feel intimidated or offended”, with harassment unlawful under the Equality Act 2010 (you can read more on this topic here). It can take on many forms – offensive or insulting comments, spreading malicious rumours, misuse of power, and threats or even acts of physical abuse.

While the workplace will always be a place where opinions differ or relationships turn sour, it is essential you have a mechanism in place for managing difficulties and preventing harassment and bullying from becoming something that ‘just happens’. Here’s how.

Create a workplace bullying and harassment policy 

Just as you have policies in place for other essentials across your business – for health and safety, absence, and equal opportunities – you’ll need one for anti-bullying and harassment, either in stand-alone form or as a component within another policy such as a Code of Conduct Policy. While the document needn’t be war and peace, the content must at minimum be clear on the following points:

  • What you class as bullying or harassment within your organisation (and refer to the Government’s Equality Act 2010 to validate the legalities around harassment)
  • How you intend to deal with bullying and harassment
  • The steps to follow if an employee feels any bullying or harassment toward them

Above all else, it’s your responsibility as an employer to make your staff aware of the policy document and how to obtain a copy.

Let your team know your thoughts on bullying. 

Most companies have a mechanism for on-boarding staff, where information on procedures and compulsory training is delivered to new starts. While this provides a great opportunity to explain your policy against bullying and harassment, it should never end there. Posting infographics on the walls around the building, particularly in break out areas, is another opportunity to ensure your message stays in people’s minds both to help prevent untoward behaviour and to remind staff of what to do if and when any bullying occurs.

Assign a pair of supporting ears. 

Now, while some employees will feel comfortable raising concerns around bullying directly with their line manager, plenty will feel unable to do so; certainly, when it’s their manager who is posing an issue to them. Provide a point of contact for your team to approach with any concerns around bullying or harassment, preferably, someone you feel they will see as someone they can trust – ideally, an HR professional. If you’re a larger organisation, you may have an internal HR team with specific HR professionals who pick up these issues.  If you don’t have that resource internally, is there a leader in the organisation who takes that responsibility. Whoever takes on the role, make sure your staff knows who they are and how to make contact with them whenever necessary.

Shine a spotlight on virtual bullying and harassment.

HR professionals and business leaders know how bullying takes places across different formats but understandably, your staff might be less savvy than you, seeing only physical face-to-face confrontations as an issue. Most, if not all, businesses use email and internal messaging to communicate internally and it is here where much untoward behaviour occurs. Similarly, virtual meeting spaces such as Zoom, Microsoft Teams and Google Meets are prime places for belittling of colleagues, often without anyone realizing they have behaved inappropriately toward a colleague. By providing your employees with the knowledge or specific training around cyber-bullying, you’ll help everyone to recognize the virtual world is no different to the physical one in terms of acceptable behaviour with all team members responsible for their actions towards others.

Always remember your staff wellbeing lies at the heart of a winning culture. Look after your team well, and the rest of the business will look after itself.

In need of some HR advice? Wherever you are in the UK, you can arrange a chat with one of our friendly professional HR advisors at any time.

Call us on 0330 0881857 or email enquiries@optimal-hr.co.uk

We’re also on Facebook, Twitter, Instagram and LinkedIn!

Recruiting in the Health & Social Care sector: the ‘must-know’ fundamentals

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Jijsojsos

There is nothing like a global pandemic to create employee churn. Unfortunately, in many cases since March 2020, this has been less a personal decision to move on and more an industry downturn causing mass redundancy. Yet as some sectors have had little choice but to take a rest for now – tourism clearly at the front of the pack here – others have seen a sharp rise in recruitment during COVID 19, the healthcare industry among them.

It’s no surprise demand in health & social care has risen significantly, with patient numbers increasing in public and private hospitals, health centres and care homes. Health & Social care providers are having to up their recruitment game, not only to hire more medical staff but to fill administrative vacancies too. It’s a field where many who’ve found themselves out of work since the pandemic took hold are now seeking employment – yes, to find another job and also, one they feel plays a part in the national effort to fight COVID.

Now, anyone who’s new to the health & social care sector might think it’s a simple transition to make from, say, a city-based office reception role into one within a doctor’s surgery or hospital. While many of the required practical skills are the same, the process for hiring is much more stringent. It’s why many organisations – including the UK’s largest health care employer, the NHS – use specialist recruiters to attract new talent and fill vacancies, from surgeons to support staff, removing the headache of having to manage the process themselves.

Whether you’re a health or social care organisation looking to recruit in 2021, or an individual looking to begin your career in this sector, here are your ‘must-knows’ – from the HR advisors in the know!

Disclosure and Barring Service – or, DBS

Background checks are essential when recruiting for health & social care vacancies – and not just for those professionals who’ll be managing patients directly. Anyone in the sector not tasked with administering patient care, such as a surgery receptionist, still requires a DBS certificate due to their coming into regular contact with patients and their data. There are several types available – Basic, Standard and Enhanced – with the correct one per role dependent on its responsibilities and proximity to patients. While you can acquire a Basic DBS online, both the Standard and Enhanced DBS certificates come through a specialist who understands the process and correct certification in each circumstance. It is the responsibility of an authorised DBS certificate provider to remain knowledgeable on the specific DBS requirements to the healthcare industry so that you don’t have to.

Mandatory eLearning for Health & Social care Workers

Over the years, it has become apparent a collection of skills is necessary across the health & social care landscape, regardless of the setting – from dental surgeries to private practices. In 2020, the Core Skills Training Framework (CSTF) was developed by Skills for Health UK to ensure a unified approach to training within the healthcare sector. It provides health & social care workers with 11 e-Assessments covering topics viewed as mandatory to the industry, regardless of role, providing a consistent knowledge base across the industry while improving inter-sector mobility. Mandatory eLearning topics include:

  • Conflict resolution
  • Equality, diversity and human rights
  • Fire safety
  • Health, safety and welfare
  • Infection prevention and control
  • Information governance and data security
  • Moving and handing
  • Preventing radicalisation
  • Resuscitation
  • Safeguarding adults
  • Safeguarding children

All mandatory courses are obtained through an authorised HR specialist to ensure a level playing field regarding the course content, delivery and testing. Coursework and exams are delivered and taken online, and each one CPD-accredited for consistency.

You can see this a multi-step approach to recruiting, with many boxes to tick before you can even begin the interview stage! It’s no wonder health & social care organisations turn to outsourced HR advisors for their people-hiring to make things simple, taking care of everything from CV handling to pre-screening of applicants, and supporting with the certification process.

When you’re next recruiting staff into your health or social care organisation, arrange a chat with one of our team at Optimal for some professional, independent HR advice.

In need of some HR advice? Wherever you are in the UK, you can arrange a chat with one of our friendly professional HR advisors at any time.

Call us on 01422 897152 or email enquiries@optimal-hr.co.uk

We’re also on Facebook, Twitter, Instagram and Linked In!

Teachers hoping for priority Covid vaccination to help schools reopen

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Teachers

Teachers and their unions are in the news this week as pressure grows on the Government to provide them priority status in the queue for the Covid-19 vaccine.

So far, with the vaccination programme looking like it’s progressing well throughout the UK, teachers are requesting they become the next in line to receive the jab to ensure a quick and safe return to the classroom.

As the Health Secretary, Matt Hancock, announced this week, schools are to remain closed until at least March 8th in a bid to help reduce the spread of the virus. Meanwhile, the mass vaccination programme works flat-out to achieve its first milestone of having all health care workers, vulnerable or people aged over 70 vaccinated by mid-February.

One of the country’s largest teaching unions, the NASUWT, has launched the Vaccinate2Educate campaign, asking for all members to sign the petition to see teachers given immediate access to the vaccine. With many teachers expected to work in confined spaces, often with no provision of adequate PPE, the union has concerns for their members’ welfare should this not be addressed quickly and schools allowed to reopen.

It’s a view shared by the opposition leader, Kier Starmer, who is pressing the Government to use the approaching half-term break – running February 15th-19th – as an opportunity to vaccinate teachers once the current priority groups mass vaccination roll-out is complete. Alongside other critical ‘frontline’ professions, including police officers, firefighters and transport workers, teachers would jump the queue ahead of those aged between 50 and 70 years, who are currently the next group set to receive their invitations to a vaccination centre for their first dose.

Some schools have gone as far as offering their facilities in the hope of having their calls for support answered. According to the Daily Mail, a group of school headteachers – known as The Headmasters’ and Headmistresses’ Conference – has presented a plan to the Government to allow almost every school-based worker to receive their vaccination during February. By utilising 150 schools across the country as vaccination hubs, around 1 million doses of the vaccine could be administered to headteachers, teachers, teaching assistants, catering staff and caretakers in just one week.

No one can argue that teachers have so far put themselves in a position of vulnerability every day during the pandemic, and adequate protection from Covid is required. And many feel that by vaccinating teachers and their co-workers, schools and colleges will open quickly, in turn, having a positive impact on the millions of children currently home-learning. It’s clear nobody in the teaching profession wants schools to remain closed any longer than is necessary, with many fearing for the long-term ramifications on children after being out of a structured learning environment for months on end. No doubt it is a sentiment shared by millions of parents across the UK as they try desperately to juggle work commitments and the multiple components of homeschooling, supervising their children’s learning being only one among many new daily demands.

In need of some HR advice? Wherever you are in the UK, you can arrange a chat with one of our friendly professional HR advisors at any time.

Call us on 0330 0881857 or email enquiries@optimal-hr.co.uk

We’re also on Facebook, Twitter, Instagram and Linked In!

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