Don’t lose track of who’s in and out of the office this summer…

HR Revolution are a gold partner of breatheHR and we couldn’t be happier to recommend them, we love their HRIS software and our clients love it too.  However, this isn’t a sales pitch we want to show you how easy it can be for you to manage who’s in and out of the office over the summer period when the workforce tends to be at minimum strength.

Running a busy office is timely enough without having to check spreadsheets for who’s in and who’s due to go off, can you approve holiday? is your system up to date? well why not let technology to do the leg work for you!

Just for the holiday season alone, here’s how breatheHR can help:

Holiday Booking

Most HR Managers agree that holiday booking is the most time consuming aspect of people management unless it is fully automated. Employees can request holidays online at any time through the website or an app.

Holiday Approval

The approval process needs to be quick and easy too. With breatheHR the line Manager (or approver) receives an email with the holiday request, they can easily compare the request with the calendar of all their teams holidays as well as synchronising holidays through to Outlook or Google calendars.

Holiday Allowance

Not sure how much leave an employee has left to take? Well how about a reliable holiday allowance calculator for dummies. You just choose the holiday rules that apply for each employee (you can have as many as you like) for example full or part time in days or hours and it does it for you, you’ll even find the bank holidays are already in the system. At any time the employee, manager, or HR user can check how much holiday has been taken and how much is available to take.

This cloud based HR System can do so much more than just organise holidays for you, there’s sickness, appraisals, expenses, employee data review and much more.

The best part, if you don’t have time to input all the data to get you started, HR Revolution can do it for you call +44 203 538 5311 or email:

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Have you taken your annual leave?

Annual leave is a benefit all employees receive. In the UK, the typical allocation is around 28 days, during which we’re encouraged to leave our work and focus on relaxing and rejuvenating.

However, we seem to be forgetting to take annual leave!! Reports suggest that only 1 in 3 of us actually takes our full annual leave allocation each year. Here, we’ll explore the benefits of annual leave and why it’s important to take yours.

The benefits of annual leave

There are many benefits to taking annual leave. These include:

  • Health
  • Stress relief
  • Productivity
  • Trust

Health benefits

Taking time away from the business gives our bodies and minds the chance to realign. It’s our opportunity to relax, away from the pressures of our day job, and to focus on other areas of our lives that also make us happy, such as friends and family.

Much like sleep helps our bodies rejuvenate, annual leave is an important part of our year and one of very few chances we get to truly forget about work.

This in turn relieves stress. We delegate tasks to our colleagues while we’re away, which means the period prior to annual leave is usually one in which we complete tasks and re-prioritise. This helps us to focus and clear our minds, bringing our levels of stress down.


When we work constantly, our bodies are prone to burn out. This is where we’ve worked hard for so long, we simply can’t do it anymore.

Time out of the office gives you chance to relieve that stress and think about things in a more positive manner, with clarity to help you work more productively and effectively.

Encouraging your employees to use their annual leave can also reduce the number of sick days taken each year, which has a tangible impact on your bottom line.

Building trust

It’s important we show our colleagues that we trust them with our work, and that we can rely on them to do a great job in our absence. Taking annual leave, especially if you’re more senior in a business, tells your colleagues that you do trust them and gives them the chance to develop professionally too.

Top tips for annual leave

Follow these tips to make the most of your annual leave time:

  1. Set an out of office response that gives people an alternative contact during your absence
  2. Turn off your email notifications and work phone so you can relax and forget about your day job
  3. Delegate work in advance so your colleagues have chance to ask questions of you before you leave

Time for a break?

Many companies are implementing initiatives to make working life more flexible. But despite that, we’re still failing to even take our full annual leave allocation.

It’s important that we lead the way in ensuring we take the holiday we deserve and that we make the most of that time. It is good to remember that the business won’t fall apart just because you’ve been away for a few days!  Happy holidays…

HR Revolution is a gold partner of breatheHR, a cloud-based HR employee software that is a straightforward and intuitive system that you and your team will love. You will be able to see your employees holiday allocations easily, so you can see who needs a little nudge to take a day off!

If you would like to discuss any HR issues, please give HR Revolution a call we’d love to help, call us on +44 203 538 5311 or email:

HR Revolution –


School’s out for summer…

It’s that time of year again. All across the country, teachers are breathing a sigh of relief and getting ready to wind down for the summer holidays, whilst parents are forced to consider how they’ll balance childcare responsibilities with their working lives.

The bottom line here is clear. When the kids are off school, either due to organised breaks throughout the academic year, or because of other factors, it can have a big impact on businesses. As an employer, it pays to take a proactive approach.  Below, HR Revolution shares our advice and guidance for managing the associated challenges effectively.

Harness a more flexible approach

Giving your staff more flexibility can help to ensure that an appropriate balance is struck. Consider whether you could offer your team members the opportunity to work from home, or slightly alter their hours during the summer holidays.

When most people think of flexible working, they think of arrangements like the above, and it’s true that these can really help. Don’t be scared to get a little more creative though and think outside of the box. Many businesses have successfully offered term-time only contracts for employees who are balancing their careers with caring responsibilities.

Be prepared for an influx of holiday requests

At this time of year, many of us are tempted by the prospect of booking a last-minute getaway. We all like a bit of sun and sand, but when your staff are planning a mass exodus, the situation can turn into a major headache. Remember that giving priority to employees with children could be discriminatory.

If you feel like you’re struggling to manage holiday requests, it might be time to implement a more robust system. This can ensure that your processes are fair and equal, and that you’re fully prepared for the challenges that the summer period can bring.

Take the time to rethink your priorities

Many workplaces experience a bit of a lull during the summer months. Employees are away on holiday and you might find yourself slipping into the trap of letting the time just pass you by. Instead of going down this route, take the opportunity to get your leadership team together and focus on where you’re going.

What are your priorities for the second half of the year? What challenges do you need to overcome? What opportunities exist that you aren’t tapping into? A little planning can go a long way.

If the summer season is causing you HR headaches in your business, seek out HR Revolution’s assistance, we can help you get things back on track and stop small issues from escalating into something more serious.

Give HR Revolution a call we’d love to help, call us on +44 203 538 5311 or email:

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Handling the Summer productivity slump…

Yes it’s Summer, holidays are being booked, the weather is hot, hot, hot, and workers all across the country are looking forward to a bit of well-deserved time away from their desks.

But whilst many people will be worrying about how much they can squeeze into their luggage allowance and whether last year’s swimwear still fits, many business owners will have a more pressing concern. As temperatures start to rise, and they certainly have this year!!! how do you ensure that the summer season doesn’t have a negative impact on productivity?

As always, we’re here to help with some practical suggestions. Read on to find out more about what yothe time to think about how you’ll approach the working calendar next summer. As well, it won’t be long before you’ll have to start thinking about how you’ll manage your staff over the Christmas period, so you can probably take away some very important lessons.

Click on the link below to see HR Revolution’s HR software solutions in partnership with breatheHR, which will save you time, energy and money by managing your HR online, giving you access to all of your employee documents, employee holiday planner and appraisal management system from wherever you are.

Bring the summer feeling to your office

When the weather’s warmer and there are – let’s face it – many other things that your employees would rather be doing than sitting in the office, it could be worthwhile to think about how you can raise spirits and inject a bit of oomph back into proceedings. If some employees are away on holiday, you can ensure that those who are left behind aren’t feeling deflated and demotivated.

Your approach here needn’t cost you a fortune, there are many options for you to choose from. You could you treat the office to an ice-cream, or you could contact a nearby personal trainer and ask them to lead an outdoor workout for your staff? Or maybe a lunchtime picnic in a local park, small gestures can make all the difference.

Give your HR processes an overhaul

It’s natural that there will be certain times of the year when you notice a change in productivity. Sometimes, slight fluctuations are unavoidable, and you need to simply do all you can to minimise the impact. If reduced productivity has become a longstanding problem though, it’s time to address the reasons why, and do something about it.

Your people processes and procedures will often provide you with clues, and they can also be the remedy. Is your business suffering as a result of poor management practices? Are you using outdated systems? Are your employees dissatisfied with certain aspects of their roles, or the way in which the business is being operated?

If you would like to discuss any HR issues, please give HR Revolution a call we’d love to help, call us on +44 203 538 5311 or email:

HR Revolution –


5 tips for managing holidays effectively in a small team…

The holiday season is fast approaching and with two bank holidays and a school half term on the horizon, people are looking to get their leave booked in, the problem is, we all seem to want to be off together!

Here at HR Rev we are a small team, so have to think and plan ahead regarding holidays and with only a small number of people covering, it can be more difficult to manage.

How do we handle this? Here are a few of our top tips:

  1. Make sure you have a holiday policy which sets out the rules for requesting holidays. Some typical rules include:
  • the basis for approving holidays (typically done on a first-come, first-served basis)
  • limiting holidays to 2 weeks maximum at one time (unless there are exceptional circumstances like a wedding, honeymoon etc)
  • specifying whether holiday can be carried over from one year to the next, and if so, how many days
  • specifying particular busy times for your business where employees are not able to take holidays
  • the company’s right to reschedule holidays or propose alternative dates where business needs dictate
  1. Sharing the employee holiday calendar with the team is one of the easiest and most effective ways to avoid holiday scheduling difficulties. It empowers employees to take responsibility for avoiding holiday clashes with their colleagues.
  1. If you are having issues with employees not taking enough holidays and wanting to carry them over to the next year, think about setting a deadline for when your employees must have submitted all their holiday requests. So if your holiday year runs from January to December, you could have a rule that all holidays must be booked by the end of September. That way you avoid the mad rush to take holidays just before year-end and won’t need to have difficult conversations about carrying holiday over.
  1. For periods where most of your team want to be on holiday at the same time (e.g. between Christmas and New Year), the usual first-come, first-serve basis for approving holidays may not be the fairest way of managing it.  Instead, you might want to consider pulling names out of a hat or rotating who gets to be off each year. For the days in between Christmas and New Year, if your business is not busy, you may want to consider shutting down and making it mandatory for your employees to take holiday on those days.
  1. Think about how you will cover employee absences. This could be provided by other employees or by hiring someone on a temporary basis. For holiday cover to work effectively, encourage the employee going on holiday to write a detailed ‘handover’ report, covering tasks in progress, tasks remaining, agreed deadlines, key contacts etc. This is important if they are in the middle of an ongoing project.

If you need any further guidance call us today, or take a look at our key features guide to the breatheHR cloud-based software system below, designed to take the hard work out of managing your employees and tame your HR chaos!
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Holiday pay, but not as we know it! Businesses beware.

What’s all the fuss? First it was commission to be included in holiday pay, now its overtime. The Employment Appeal Tribunal has given its ruling on whether non-guaranteed overtime must be taken into account for the purposes of calculating holiday pay. The EAT has decided that overtime which an employer is not contractually obliged to offer, but an employee is contractually obliged to perform if requested, must be taken into account when calculating an employee’s holiday pay. However, this is the first appeal and there are three more possible appeal stages and it is likely that the employees and employers involved in these cases may look to appeal this judgement.

The “ground breaking” case is a large win for employees who claim they are being underpaid, but businesses warn that the ruling could have “disastrous” implications, the BBC reports. The tribunal also ruled that employees would be allowed to make back-dated claims, but only for a limited time period. There are estimated to be up to five million people in the UK who work voluntary overtime and could benefit from the ruling.

What’s the problem?

Holiday pay is currently calculated on basic pay alone, but unions and employees argue that voluntary overtime and commission payments should also be factored into the amount of holiday pay employees receive, as they make up a large proportion of many employees’ salaries.  Case law has already determined that commission payments should be factored into holiday pay.

 How will it affect employers?

The ruling means that it is very likely that employers will have to change how they calculate holiday pay in future to take account of voluntary overtime.  However it does seem to have limited the scope for retrospective claims, which in the breaking news was the biggest concern in terms of possible costs for employers.

Unsurprisingly the government and businesses are against including a payment in lieu of voluntary overtime in holiday payments, and warned that a ruling in favour of its inclusion would have a significant impact on 400,000 firms in the UK. Businesses could be hit with a massive bill if backdated claims are permitted. It is yet another concern for small businesses and could mean the end of some small businesses if they suffer an underpayment claim which could date back as far as 1998.

“The holiday pay time bomb could have a hugely detrimental impact on businesses up and down the country” said Simon Walker Director General of the IOD.

When will we know the outcome?

Although not an immediate concern for businesses in the UK as the final decision could still be years away as it is likely to be appealed, it is still a serious one. The ruling leaves much uncertainty, but according to Sky News, some of the bigger names on the high street have already begun to prepare for a payout. “John Lewis reviewed its policies this summer and set aside £40m to reimburse workers,” it reported.

HRREV Blogger, HR Revolution | HR Outsourcing UK