Office parties – a word of ‘festive’ warning!

For HR departments and employment lawyers alike, it is as much a Christmas tradition as turkey and mince pies. Every December we bring out articles on the perils of holding an office Christmas party, so as not to disappoint here are this year’s top tips.
Venue
It’s worth thinking carefully about the venue for your Christmas party. Is it accessible to all? including those with a disability? Can people get home easily? Choosing a venue that might encourage people to ‘drink and drive’ is clearly not advisable. So consider whether you have good public transport links or ready access to taxis.
Invitation list
When compiling the invitations be as inclusive as possible, no one should feel left out. Remember to make an effort to invite those who are currently away from work, whether because of maternity leave, sickness or any other reason. If employees are encouraged to invite their partners along, allow for the reality of unmarried couples and same-sex relationships.
Party planning
Think how you can make the party appealing to all. Organising an event based solely around the consumption of large quantities of alcohol will no doubt please some of your employees, but it could well be a turn-off for others. In particular, be sensitive to the religious and other beliefs of your employees; make sure there are plenty of non-alcoholic drink options and any food on the menu contains a vegetarian option.

Also be mindful of any guest speakers or entertainers you choose to use. There is a very well-known Employment Tribunal case circa 1996 that arose out of the booking of the ‘stand-up comedian’ Bernard Manning. You can probably guess what went wrong there!

Discussion topics
When a lot of alcohol has been consumed, people become less inhibited and more likely to say (or do) precisely what is on their mind. As a result, the risk of discrimination and harassment claims rears its ugly head. So make sure people understand that this is a work event and a level of professionalism is still required. Oh, and if you’re the boss, remember that alcohol and conversions about pay rises don’t mix!
The morning after
Make sure people understand whether they are required to be in work the day after the Christmas party. If they phone in sick, carefully consider whether it is genuine sickness or the result of over-indulgence. Then consider whether disciplinary action is required.
Policy revision?
You don’t need a policy specifically to cover your Christmas party, but it is worth considering whether your existing policies on conduct, harassment etc. are clear about what is expected of employees in this context. Take a look at HR Revolution’s Employee Handbook, it helps set out core Company expectations in terms of general conduct and includes all of your integral UK policies and employment legislation.
Lastly; enjoy, let your hair down and have fun!
Finally, and before we begin to sound too much like the equivalent of ‘Scrooge’, the Christmas party is a chance to come together, celebrate a successful year and thank your colleagues/employees for their efforts. It is also an opportunity to have fun. So having taken some sensible precautions, relax, unwind and enjoy yourself. You deserve it!
If you need any help or advice with any issues discussed above or updating any office policies all found in our comprehensive Employee handbook, why not get in touch HR Revolution and make sure your office Christmas passes without incident.

Give us a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

 

Cyber security – Managing the risk

For cyber risk to be adequately addressed, cyber security strategies should be secure, vigilant and resilient and identifying the risks is a good place to begin.

Workplace Risks

  • Sensitive information on the walls and left uncovered on desks
  • Sharing passwords/passwords kept in easy to find places
  • Unlocked computers

Home Risks

  • Document disposal is not secure
  • Unsecure networks
  • People overhearing discussions or viewing sensitive information
  • Documents left lying around
  • Burglary
  • Use of personal social media accounts may create a risk

On The Move Risks

  • Discussing sensitive information in public areas
  • Your security pass is easily accessible/visible to the public
  • Equipment is left unattended even for a brief moment
  • Sensitive documents are in clear view of onlookers

Get Technical – protect company equipment:

Malware protection: install anti-virus solutions on all systems. Consider restricting access to inappropriate websites to lessen the risk of being exposed, maybe create a policy governing when and how security updates should be installed.

Network security: increase protection of your networks, including wireless networks.

Secure configuration: maintain an inventory of all IT equipment and software.

Managing user privileges: restrict employees and third-party access to IT equipment, IT systems and information to the minimum required.

Home and mobile working, including use of personal devices for work: ensure that sensitive data is encrypted when stored or transmitted online so it can only be accessed by authorised users.

Removable media: restrict the use of removable media such as USB drives and protect any data stored on such media to prevent data being lost and malware from being installed.

Monitoring: monitor use of all equipment and IT systems, collect activity logs, and ensure that you have the capability to identify any unauthorised or malicious activity.

Ensure the correct policies are rolled out to the employees based on home working and remote working. These policies will detail the specifics on how the employee is responsible for mitigating the risks when working from home or on the move.

Training can also be rolled out to educate employees on the risks, the signs of potential breaches and how to mitigate these. For example how to conduct their business when working in exposed public places.

Make sure HR work closely with IT to incorporate appropriate IT training and schedule regular IT ‘check ups’ for employees workplace devices.

We hope you enjoyed our article, look out for tomorrow’s blog; “Cyber security – How HR can help”

Get in touch and let HR Revolution run through a GDPR audit to see where and how quickly changes can be implemented.

Call +44 203 538 5311, email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

 

Cyber security – What are the responsibilities?

It is a company’s responsibility to identify information that could be at risk and needs to be protected and also understand the ethical, legal and regulatory requirements relevant to holding and protecting such information.

The company also needs to establish policies and procedures to manage the risks and reduce the impact to the business should a breach occur. Companies can do this through training employees, contractors and suppliers etc. on the policies and procedures in place; this will ensure they are aware of what is required of them.

The company will need a mechanism for managing and reporting cyber security incidents ensuring they do not transfer ownership of risk through outsourcing.

Companies are legally bound by certain acts within the law, the most important being the Data Protection Act 1998. There are eight principles to follow however the following two principle’s are worth  highlighting:

Principle 7 – Information security; Appropriate technical and organisational measures shall be taken against unauthorised or unlawful processing of personal data and against accidental loss or destruction of, or damage to, personal data.

Principle 8 – International; Personal data shall not be transferred to a country or territory outside the EEA unless that country or territory ensures an adequate level of protection for the rights and freedoms of data subjects in relation to the processing of personal data.

All other legal requirements to be followed can be found in the Companies Act 2006 and Computer misuse Act 1990.

What are the employee responsibilities?

It is important for employees to be aware of the potential risks in their day to day tasks. They need to be aware of and adhere to companies security policies and procedures and understand their personal, legal and ethical responsibilities for protecting the business.

There is always a real and present danger and both companies and employees need to be aware of the damage that can be caused by a cyber incident. Here are some statistics from 2016:

46% of small businesses experienced at least one cyber security breach or attack in the last 12 months (2016 – 2017).  The average business faced costs of £1,570 as a result of these breaches.

(April 2017, Cyber Security Breaches Survey 2017)

Cyber breaches are caused by system failure, human error or maicious acts.  Not only resulting in the loss of revenue and damage to the companies reputation, but a potential for personal and professional embarrassment, potential legal action and possible career consequences.

HR can put systems in places to monitor:

  • Employees working unusual hours
  • Employees requesting access to information that they are not allowed
  • Employees who are leaving with a thorough exit interview
  • Sharing of passwords
  • Sharing of computers
  • Using company computers for personal emails and social accounts
  • Emailing confidential information without adequate protection
  • Emailing confidential information to organisations external to the company without adequate checks.

We hope you enjoyed our article, check in tomorrow for the next blog in this series: “Cyber security – Managing the risks”

Why not get in touch and let HR Revolution run through a GDPR audit to see where and how quickly changes can be implemented.

Call +44 203 538 5311, email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

 

Cyber security – What is it and what does it mean?

Cyber security is the protection of computers, networks, programs and data from unintended or unauthorised access, change, theft or destruction. It is a company’s responsibility to protect and keep secure data such as;

  • Personal information – names, addresses, NI numbers, ethnicity, bank details
  • Customer information – financial data, business data

A breach is cyber security can greatly affect you and your business so it is important to understand what the potential risks are and where they come from to be able to guard against them.  Let’s go through some key points to be aware of:

Firstly you need to understand the main things that are at direct risk in the event of a security breach: your money, your information/data and your reputation.

So you know what’s at risk,  now you need to know who could pose a risk?

  • Negligent employees
  • Disgruntled employees that may have malicious intent
  • Business competitors for economic advantage
  • Criminals for financial gain

A breach in your Cyber Security can be carried out in many different ways including:

  • Theft/unauthorised access
  • Remote attack / hacking
  • Attacks on third party systems i.e. company bank account
  • Accessing information from employees

Ok so now you know what is it at risk, who might want to carry out a cyber threat/attack and how they might do it, but do you know what the fundamental impact is on your business? The bottom line, a Cyber attack can result in:

  • Financial loss from theft
  • Financial loss from disruption to trading
  • Loss of business from bad publicity/damage to reputation
  • Costs for cleaning up effected systems
  • Costs of fines if personal data is lost
  • Damage to companies you work closely with

All of the above can truly be the undoing of a business.

There are many different types on Cyber Security attackers: 

Opportunists – Usually attack for personal gain, reputation or financial gain. They only target organisations when an easy opportunity presents itself.

Cyber Criminals – Steal information e.g. credit card or bank details for financial gain.

Hackers – Usually attack for financial gain and the breaking of a secure site. Hackers access information or deface websites for political or ideological ends.

Insiders  Usually disgruntled or dishonest employees who destroy or steal information to cause embarrassment. They may damage or steal equipment to disrupt the business. Employees may mistakenly send confidential information to the wrong recipient.

And they have many ways in which they will carry out an attack: 

Social media exploitation  – Is the act of using sites, such as Facebook, Twitter etc. to attack a computer system

Hacking – A type of remote attack to gain unauthorized access to data in a system or computer, mainly via personal IT equipment

Phishing – Fake emails and/or web links.

Malware – Software with a hidden function to capture data. This software can also encrypt workstations and demand ransom money.

Denial of Service – A type of attack that is designed to bring a network to its knees by flooding it with useless traffic, preventing legitimate users from accessing information or services.

Insider threat – Is a malicious attack perpetrated on a network or computer system by a person/employee with authorized system access.

One of the  most common attacks is fake emails, and we have all had them, but if you are unsure if an email is real or not follow these tips: 

  • Do I recognise the senders email address?
  • Do I know this person?
  • Is this their usual email address?

Note: Be aware, spammers attempt to send email using your legitimate friends, colleagues or family email addresses. They may have obtained these email addresses from contact lists using malware installed on their computers

Emails should always have meaningful subject lines. Ask yourself these questions:

  • Does this email subject look unusual?
  • Are there spelling mistakes?
  • Is there excessive punctuation?

Out of the ordinary or poorly written subject lines may hint to a fraudulent or spam email.

Lastly be wary of links in emails, they can be easily disguised and may take you to malicious websites.

We hope you enjoyed our tips and advise on Cyber Security and what to look out for, check in tomorrow for the next blog in this series: “Cyber security – what are the responsibilities”

Get in touch and let HR Revolution run through a GDPR audit to see where and how quickly changes can be implemented.

Call +44 203 538 5311, email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

 

Three signs that your business isn’t ready for the festive rush…

The decorations, tinsel and chocolate tubs are filling up the shops.  There is no way to avoid it, Christmas is most definitely on its way.. and it offers some wonderful opportunities for businesses, but if you are not prepared, you could find yourself hugely disappointed come January when you’re taking a look at your figures and assessing how your operations shaped up.

So how do you know if you are ready?  Below, we’ll take a look at three important indicators that you’ve still got some serious work to do.

You haven’t started recruiting your Christmas staff

Maybe you’re planning on getting started with your festive recruiting as soon as possible.  You already know that it’s a really important task, but you just can’t seem to find any spare time to give it the attention that you know it deserves.  Before we get into anything, it’s vital that you don’t panic, that isn’t going to help you and it’s not going to help your business.

You don’t have a back-up plan

Even the most inexperienced business owners realise that Christmas presents its own unique challenges and opportunities, so they get to work creating a plan that will help with them to get the best results possible.  The problem is that this is often where the preparation ends, you need to ask yourself whether you’ve got a Plan B and whether you know what to do if things don’t work out the way you first imagined.

What will you do if your new recruits decide that the role isn’t for them, and leave you in the lurch? What if your management team comes down with a nasty bug and can’t get to work? What if your Christmas party turns into a disaster that could do some serious damage to your business’s reputation?  Hopefully, these things won’t happen, but you don’t want to find yourself in a situation in which you have no idea how to pick up the pieces.  Having compliant Employee Handbook will help you manage your staff effectively, take a look at HR Revolution’s ready to use handbooks.

You haven’t made customer service training a priority

High levels of customer service are essential at any point in the year, but now is the time to make sure that it is firmly at the top of your agenda.  There are numerous reasons for this, you’ll hopefully have more customers coming through your doors and you need to ensure that standards aren’t gong to slip, as well, you’ll probably have the opportunity to impress prospects for the very first time.

Refresher training should be rolled out so carry out an audit of where you are right now, and where improvements can be made.  You don’t necessarily have to invest huge amounts of time and money.  It’s about establishing your current position and working out where you want to go next.  HR Revolution will be happy to carry out a full HR Audit of your business, click here to read more. (Free when you mention “Festive rush” normal audit price £750).

Of course, you now have an option, do you want to do all of this on your own or do you want to call upon some expert help? HR Revolution have a wealth of  HR experience and can work to tackle the issues you may face by providing you the HR solutions you need to overcome them. Have a look at our Outsourced solution below…

If you’ve recognised that you need to make improvements, you are already in a great position for making sure that you really raise the bar this Christmas, acknowledging that there’s work to do is the very first step and HR Revolution can help.

Call +44 203 538 5311, email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

 

 

HR Revolution’s guide for a successful 2018 – PART 1

So the end of the year is getting closer, and as a business owner I’m sure you’re no doubt taking a little time to reflect on your successes during the past 12 months, and assess your growth plans for next year.

So we thought we’d would take the opportunity to put together this three part guide, giving you the perfect opportunity to take stock, get your head well and truly in the game, and work out precisely what needs to be done to allow you achieve your big goals during 2018.

If you haven’t already started the planning process, then you might be feeling the pressure. It’s true that a head start can give you a great advantage, but help is at hand to make sure that you have the key points covered.

HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them to achieve big things.

In this three part guide, we are going to walk you through the key action points that you need to consider:

Have you translated your business goals into tangible policies and practices?

Your HR policies and practices aren’t just there so you can demonstrate that you’ve ticked a few boxes. They should guide your business, help you to navigate your big challenges, and bring you closer to your goals.

So with this in mind, grab a pen and brainstorm the following points:

  • Do your employees fully understand their personal and team objectives, and how these fit into the bigger picture?
  • Have you considered how you can use reward practices to motivate employees and drive productivity?
  • Do you encourage ongoing learning and development? How can you engrain this into your workplace culture?
  • Are your line managers confident in their roles, and playing a part in your growth plans?
  • Can you clearly articulate how everyday working practices are translating into key results?
  • How confident are you that your plans are robust enough to guide you forward?

Sometimes, taking the time to really assess where you are can make it clear where you need to make changes, or perhaps adapt your approach.

Will you need to bring in new employees?

Recruiting new employees may be essential if you want to expand, so it’s possible that you’re starting to think about how your team will grow during 2018.

Consider:

  • Do you need temporary employees? Could using the services of contractors give you more flexibility?
  • Are your recruitment processes in line with relevant legislation? Do you know your responsibilities in terms of ensuring that you don’t discriminate during the selection process, for example?
  • Do you have a strategy around how you’ll tackle the war for talent? Do you know where to find the very best candidates, and how to get them excited about the opportunity to work with your business?
  • Do you have an induction and onboarding process to help new recruits to really hit the ground running and get off to the best possible start?

Look out for Part 2 of HR Revolution’s guide on Wednesday!

We’ll be attaching the guide in full for you to download and keep in our final installment, so keep an eye out for Part 3…

If you would like to contact us to discuss anything in the meantime, please call us on +44 203 538 5311 or email: info@hrrevolution.co.uk or click here to visit our website.

How to nail your 2018 HR planning…

Any business owner knows the importance of using the end of the year as a chance to return to their people policies, consider the achievements and challenges of the past 12 months, and do some careful planning for the future. Keeping on top of your HR can be tricky, but it’s also essential to running a successful business.

However, before getting stuck into finer details, it is wise to take a step back and think about the big issues that need your attention. Here, we’re going to provide you with the inspiration you need to make your planning as effective as possible.

Anticipate any key legislative changes

Not a year goes by without a new piece of legislation coming in that will have an impact on your business. Of course, these are often for the greater good, and will help you to build a stronger workforce. But if you’re not prepared, they can catch you off-guard and cause you significant problems.

Make sure this doesn’t happen by taking the time to anticipate any legislation that will be coming into force, and working out what you need to do to ensure that you’re compliant. In 2018, necessary considerations are likely to include gender pay reporting, taxation of termination payments, General Data Protection Regulation (GDPR) and restricting employment allowance for hiring illegal workers.

Consider external forces that are out of your control

Often, a lot of thought is given to planning for internal factors, such as sales that you might be running, employee holidays, and so on. You need to make sure though that you’re also thinking about external forces that may have a significant impact on your business.

Are there any big events coming up in your area, and what will they mean for your operations? Are there any other businesses that are likely to be setting up shop, and what are the implications? Could your top talent be tempted to look elsewhere? You can rarely stop these things from happening, but you can make sure that you’re as prepared as possible.

Ask yourself whether you’re really considering strategic goals

We’re past the days of HR being all about tea and sympathy. Savvy business owners know that HR needs a seat at the table and that it can play a significant role in meeting strategic goals. Despite this though, many business owners still aren’t using policies and practices to truly drive their business forward, to say that this is a wasted opportunity would be a huge understatement.

So how are you nurturing your teams so they can fulfill their potential? Are your performance management processes encouraging employees to excel? Is everyone up to date and on-board with the future direction of your business and do they understand the part that they will play? It’s easy to get caught up with all the everyday, operational concerns. And these are of course important. But if you want to move forward, you need to ensure that you’re taking the time to think strategically.

Finding enough hours in the day to plan your 2018 can be a challenge in itself, but it’s non-negotiable though if you’re serious about smashing your goals.

The good news is that you don’t have to do all of this on your own. HR Revolution have many years of experience and can help. Get in touch today for an initial chat about how we may be able to work together, call +44 203 538 5311 or ask us a question below…

 

How to manage stress in the workplace

Stress is a very real problem in the workplace and so it is really important that businesses have a genuine and supportive culture, not just policies that are applied inconsistently by different managers.

Losing a valued member of staff as a result of Stress, is expensive not only in terms of absence but potentially in any discrimination claim they could bring if it is found an employer has contributed to their condition.

Below are five tips for employers and businesses on how to ensure a culture that guards against workplace stress:

Communicate – Employers should have open lines of communication with all employees, making them feel valued and involved in their company.

Consult on change – Employers should inform and consult employees on changes that are likely to affect them before they take place and encourage them to ask questions, before, during and after any changes so that they feel involved in the process, making sure that their opinions are valued ad respected.

Manage Absence – Make sure you are dealing with employee absences appropriately, helping people return to work with the appropriate health services, such as, occupational health and return to work interviews.

Offer Help – Employee assistance programmes should be made available, for example confidential or in person counselling.

Lead by Example  Employers should lead by example and actively promote healthy lifestyle themselves by having a good work/life balance, managing working hours, using full holiday allowance and taking lunch breaks.

Stress is a tricky subject to handle, so if you are unsure we are here to help. For further advice or assistance relating to Stress Management or Stress in the workplace, please contact HR Revolution on +44 203 538 5311 or email: info@hrrevolution.co.uk

We are friendly expert HR professionals who can help you resolve any issues whilst supporting your employees and minimising any risk to your business.

 

 

How to identify stress in the workplace…

What is stress?… the definition provided by the Healthy and Safety Executive (HSE) is “the adverse reaction people have to excessive pressures or other types of demands placed on them”.

As most people are aware stress is not a new problem, but it is something that employers now need to treat very seriously.

For employers the impact of stress is a very real problem.  Not only does it effect an employee’s health, morale, productivity, performance and attendance it can affect business productivity, employee turnover and reputation.

There is also a marked difference between stress and pressure.  In most jobs there is an element of pressure, but this can make employees feel challenged and motivated which can have a positive effect on performance.  Stress however, can cause a detrimental effect to employee’s mental and physical health and well-being.

According the the HSE there are six main causes of stress in the workplace:

  1. Demands – Employees may be unable to cope with the demands of their job, feel overwhelmed with work pattern, workload or environment.
  2. Control – Employees may feel stressed if they feel they are not in control about how they carry out their work, this can lead to them under-performing and feelings of isolation.
  3. Support – Employees can feel stressed if they are not being supported in the workplace by managers or colleagues.
  4. Relationships – If relationships within the workplace are causing stress, this can lead to allegations of bullying, harassment and bad team dynamics, and can lead to employee grievances being raised.
  5. Role – Employees can experience stress if they don’t understand what is expected of them in their role and responsibilities.
  6. Change – Managing change can be very stressful for employees, causing them to worry about how change will effect them.

As an employer it is always good to be vigilant as it is not just the workplace that causes stress.  In many instances personal issues such as relationships, family bereavement, illness and money can have an impact on a employees health.

Spotting signs of stress is key.  You may notice a change in an employee’s behaviour, habit or routine, for example smoking or drinking more, taking more time off or making uncharacteristic mistakes.

If you feel that you have an employee that is suffering with any of the indicators above and don’t know how to handle it, please get int touch with us at HR Revolution +44 203 538 5311 or email: info@hrrevolution.co.uk, we can help you navigate any issues and make sure that your employee feels fully supported.

 

Best practice guidelines for employers with employees who give birth to sick or premature babies

“Working parents deserve support at work, and those who have premature babies should expect nothing less than total backing from their employers at what can be an exceptionally difficult and worrying time.”                          (Business Minister Margot James)

As an employer, are you aware of the statutory entitlements and the best ways in which to support your employees with premature or sick babies? Here are some of the best practice guidelines to help employers manage employees through this difficult period.

MAT B1

MAT B1 forms must be provided in order to receive Statutory Maternity Pay. In such circumstances as a premature baby, mothers are unable to obtain a MAT B1 form before the baby is born. In the chaos of it all the parents may forget or not be aware of the statutory requirements for SMP so, when/if appropriate, the employer could give the employee a supportive reminder.  HRREV recommends providing expectant employees with a Maternity Pack which highlights points such as this. This will prepare the employee should something like this happen and be a central point of reference during any stage of their pregnancy/birth.

Whilst the employee is waiting for their SMP to kick in it may worth considering providing the employee with financial aid such as a loan or advance in salary. Whilst handling offers like this sensitively you should always formalise such agreements in writing.

Communication

Communication is always a grey area when an employee goes on maternity leave. Employers should always ask the parents if they are happy to be contacted and what the best way of doing so is.

Take care when first communicating with the employee after the birth of their child. Usually congratulations are in order, however it may not be appropriate in some circumstances but it is still important to acknowledge the birth perhaps a “thinking of you and baby card” or a personalised video message from the team.

Fathers/ Partners

It’s important that an employer is compassionate towards the father/partner of the mother. They will also be stressed and their main priority will be supporting mother and baby. As an employer you may need to be flexible with time off or working hours. It is important to remind fathers and partners that they are eligible for Paternity leave and pay, which they can take within 8 weeks of the actual date of birth or within 8 weeks of the expected date of birth.

Family Friendly Entitlements

To further support the parents, remind the employee about their entitlement to parental leave, special leave and/or (if you are happy to accept shorter notification) shared parental leave. Perhaps refer them to the policies within your employee handbook so they can digest the information in their own time.

Communication to their colleagues

Employers should sensitively ask the parents what they would like to tell their colleagues. The extra support of their work colleagues could really help the parent feel supported by their company, making the transition back to work easier when they are ready.  Some parents will prefer privacy and it is then up to the employer to ensure that this is communicated to their colleagues to ensure no upset it caused.

 Death of a baby

Sadly some parents experience the death of their premature or sick baby. It is important to remember that the mother is still entitled to take up to 52 weeks of Maternity leave and 39 weeks of Statutory Maternity pay (if eligible). Similarly the father/partner of the mother is also able to receive Paternity leave and pay (if eligible).  Ensure that this is communicated this to the employee compassionately and at an appropriate time.

Returning to work

Returning to work can be a difficult time for most parents, however if the baby is born early or sick and still in hospital this can leave the parents feeling more anxious and worried than normal.

Employers should recognise the need to support the employee by providing them with a flexible return to work plan, balancing the needs of the business and their parental pressures. It is also important to provide a return to work plan that is well structured and eases the employee into their role at a pace they are comfortable at.

Employers should always seriously consider formal/informal flexible working requests. Refer to a flexible working policy and discuss the options with the employee upon their return. This may help make them feel more supported and alleviate their work worries.

If you need further clarification or would like to discuss any of the guidelines above, please do get in touch with HR Revolution, friendly, expert HR experts who are here to help.  Call us today +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk