Homeworking or remote working, is becoming a more practical and appealing prospect for both employer and employee alike. The number of employees in office-based businesses that are capable of working from home has risen greatly, thanks in part to improved technology. In fact, data from the Office for National Statistics shows the number of homeworkers has risen to more than four million.
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As we approach the tail end of summer, and your employees start heading back from a few weeks in the sun, it seems like a good time to talk about work-life balance.
Managing sickness absence is a notable challenge many employers face today. Differentiating between genuine illnesses and potential misuse of sick days is not always straightforward. This is where the Bradford Factor comes into play. Serving as a crucial tool, it aids employers in effectively managing and reducing unwarranted absences.
In this article, we will explore everything you need to know to implement the Bradford Factor into your sickness policy.
No matter when your annual leave year ends, you can be sure there are plenty of employees with entitlement remaining. There’s always a mad rush for employees to “use it or lose it” and frustrations can set in if there isn’t enough capacity for everyone to take the time off they want.
If an employee works part-time, starts part-way through the year or leaves before the end of the holiday year, their holiday entitlement may need to be calculated pro-rata.
Managing maternity leave can be difficult. Being without a key member of your team for up to a year can be a daunting prospect for any employer, but it can be a particularly challenging for a small business with small teams and tight resources.
Like most things in life, you’ll need a good plan to get you through. Here we cover some of the key aspects you might want to consider.
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