Cliff's cHatteR #3: August 2024 Welcome to the August edition of Cliff's Chatter! In this edition...

????Flexible working: Rate your business from ‘rigid routine’ to ‘ultimate flex’

??Avoid ‘wellbeing washing’

???The 3 main causes of poor mental health at work and how to take a stress temperature in your business

?? Answers to those niggly HR FAQs, including if you can cancel someone’s leave at the last minute and if unsigned contracts are enforceable

July's UK election has set the stage for some changes, and while the full extent of these shifts under the new Labour Government remains to be seen, we anticipate some updates in the employment sector that might affect us all.

In this edition, i'll touch briefly on what these developments could mean for our workplaces, keeping it light and focusing primarily on how we can continue to thrive in a changing environment. As always, I'm here to help you sift through these changes, ensuring you feel supported and informed. So, let’s embrace the future together, and make the most of what’s to come!

How flexible is your business.......and how can we help?

Flexible working gives employees the power to choose where, how and when they carry out their work. It empowers them to take charge of their work-life balance and shape their career around personal commitments. It goes beyond simply reducing hours, coffee shop work days or exclusively catering to working parents. Embracing flexible working requires a complete work overhaul. So, how would you rate your business's flexibility? Are you locked into a strict 9-5? Or are you championing total autonomy? Let’s find out…

Rating: ? Rigid Routine

You lean towards a more traditional, fixed schedule with little wiggle room beyond the 9-5 framework and in the office or on site 5 days per week.

Rating:?? Limited Movement

There’s some flexibility in hours. You support part-time arrangements, though remote working is more of an occasional treat than the norm. While you’re open to flexi-time to accommodate the school run, for example, it’s within defined boundaries.

Rating: ??? Moderate Adapability

Your business has established policies in place for flexible hours, hybrid and remote work, although not all teams have fully embraced them yet.?

Rating: ???? Considerable Freedom

You actively promote flexible working, adopting hybrid working as standard due to its proven benefits. You provide ample support and resources, offering dynamic flexible working options.

Rating: ????? Ultimate Flex

Your employees are living the flexible working dream, with complete autonomy over when, where and how they work. They decide how the work is done and you trust them to deliver, irrespective of where it’s done. Whether that’s the pub, the garden or even overseas, you focus solely on output and don’t track time.?

Do you need to review how flexible you are? Our latest guide explores everything you need to know.

Is your business guilty of wellbeing washing?

A recent poll by the law firm Winckworth Sherwood highlights a concerning misalignment between employer and employee perceptions regarding wellbeing priorities. This gap exposes businesses to the risk of 'wellbeing washing'—where claims of beneficial policies are belied by insufficient action when real wellbeing issues arise.

?While an overwhelming majority of employers (86%) believe their wellness initiatives are effective in reducing sick leave and aim primarily to boost productivity, the poll reveals a troubling shortfall in fundamental areas. Only half of the businesses surveyed offer essentials such as 'good work,' fair pay, and promote flexible working—key components recognised by both employers and employees as crucial for mental health.

?Moreover, the study points out a disparity in mental health support strategies: 37% of employers prioritise perks like yoga classes, yet only 26% of employees favour such benefits, expressing a stronger preference for meaningful work and autonomy.

?With the Labour Government's plans to introduce 'the right to switch off'—a rule aimed at empowering employees to disconnect from work outside of office hours without repercussions—it becomes increasingly important for companies to bridge this gap. Adopting a more holistic approach to wellbeing is not only crucial for fostering a supportive work culture but also for maintaining employee satisfaction and safeguarding the business's reputation.

https://www.peoplemanagement.co.uk/article/1875808/firm-guilty-wellbeing-washing

3 main causes of poor mental health at work

Poor mental health at work isn’t just detrimental to your wellbeing strategies and engagement - it can be terrible for your bottom line.

?According to new research from Deloitte, poor mental health at work costs UK employers a staggering ￡51 billion annually.

?These are eye-watering figures that demand serious attention. While it’s encouraging to see a decline, addressing mental health at work must remain a top priority for businesses.

Did you know that for every ￡1 spent on mental health support, businesses see a return of nearly ￡4.70 in improved productivity? Incredible!

So, how can you effectively gauge your employees' stress levels, take their stress temperature, and implement resolutions to create a mentally healthy workplace?

?First, let’s take a closer look at the three main culprits behind poor mental health at work and the hidden implications for businesses:?

• Presenteeism: Where employees work despite not being fully productive, being constantly present despite being unwell, costing businesses ￡24 billion annually.
• Burnout: Physical and mental exhaustion is also on the rise, with 63% of respondents exhibiting at least one sign of burnout, up from 51% previously. This includes feelings of exhaustion, mental distance from the job and declining performance.
• Family Mental Health: The impact of children’s or family members mental health is substantial, affecting their performance and costing UK employers ￡8 billion a year. Nearly half of working parents are concerned about their children's mental health, leading many to reduce their working hours or seek additional support from employers.

Get in touch for a confidential chat and we’ll discuss some strategies that are working well for our other clients.

Are unsigned contracts of employment enforceable?

A signed employment contract isn't required for it to be binding. Acceptance can be verbal or implied through actions. If an employee works under the contract terms without objection, it indicates their acceptance.? However, it is always best to have a signed copy of the contract on file to avoid any doubts.

Can I cancel someone’s annual leave because we’re short staffed?

In short yes you can.....if it’s a legitimate business need. However, make sure it doesn’t prevent them from using their full statutory leave within the year and you should be cautious about how you approach this as the employee maybe have booked a holiday which they cannot change. Notice, equal to at least the planned leave period, must be given. If leave is cancelled incorrectly, or they suffer a financial loss, they could raise a grievance or bring a claim for breach of contract or constructive dismissal.

What notice do I need to give to change an employee's usual rota?

If your contract includes a variation or flexibility clause, review its terms and refer to any related policies that detail the process and specify the required notice period. If none, consult with the employee to reach a mutual agreement on the schedule change, Otherwise, legal risks may arise and you may want to seek some advice.

Do you have a question that you'd like an answer to? Submit your question here ??????????

Mark Your Calendars: Key Dates to Celebrate and Engage Your Team

Each month brings fresh opportunities to connect and celebrate with your team. In each chatter, I like to spotlight key dates and events that hold the potential to enrich our work lives and strengthen our bonds. Whether it’s a day to recognise a cultural moment, a fun holiday to break the routine, or an important reminder for professional growth, marking these dates on your calendar is the first step towards enhancing team spirit and injecting some excitement into our daily grind. Let’s take advantage of these occasions to foster a positive work environment and create lasting memories together!

Cycle to Work Day - 1 August - Organise a Group Bike Ride

Encourage employees to cycle to work together from various starting points. Provide refreshments at the office for those who participate, and consider offering small incentives like a raffle for bike accessories.

World Humanitarian Day - 19 August - Volunteer Day

Arrange a day of service where employees can volunteer at a local charity or community organization. Provide options for in-person or virtual volunteering to ensure everyone can participate.

Summer Bank Holiday - 26 August - Company Picnic or BBQ

Host a relaxed company picnic or barbecue at a local park or in the office premises if space allows. Include games, music, and perhaps a casual dress code to enhance the festive atmosphere.

Let's talk! ??

Here are two questions for you:

• Do you currently have an HR consultant?

• On a scale of 1 to 10, how happy are you with them?

If the answer isn’t “I’m so delighted I could print 1,000 flyers to spread the word about them”, let’s jump on a video call.

You know just how important it is to get proactive, responsive HR support. That’s what we do. And we’re taking on new clients.

Set up a 30 minute exploratory chat over a coffee with Cliff Rendell at:

Zoom - https://calendly.com/cliff-nextgenhr/30min

Teams - https://calendly.com/cliff-nextgenhr/teams

And finally....

As I close this edition, I want to leave you with a thought to carry into the rest of the summer: the strength of a business lies not just in its strategies and outcomes but in the vitality and engagement of its people.

Whether it’s doing something together, contributing to a cause that touches hearts, or simply enjoying a well-deserved break, each moment we invest in our teams fortifies our collective spirit and resilience.

So, take these ideas, make them your own, and watch as your efforts today help shape a more dynamic and cohesive tomorrow. Let’s keep pushing boundaries, embracing new challenges, and building businesses that are as human as they are successful.

Wishing you all a productive and inspiring month ahead!

Cliff

About the Author

Cliff Rendell has been a dedicated professional in the HR field since the age of 17. Originally drawn to technology, a field burgeoning at the time, Cliff's career trajectory shifted unexpectedly when a youth training scheme placement introduced him to what was then known as "Personnel." This serendipitous turn sparked a lifelong passion and a rewarding career in HR.

Over the past 25 years, Cliff has honed his expertise in traditional HR practices while specialising in areas such as Reward and HR Technology. His deep-seated knowledge and experience have been instrumental in shaping his approach to human resources, balancing innovative solutions with foundational HR principles.

Recently, Cliff established his own consultancy business, Next Gen HR , focusing on providing comprehensive HR services and solutions tailored to support business owners with their people management needs. His consultancy aims to simplify and enhance the HR functions for businesses, allowing them to focus more on their core operations.

Residing in South Warwickshire with his partner of 15 years and their two Miniature Pinschers, Cliff enjoys the quiet countryside life. His leisure time is often spent traveling to the south of France, where he relishes the scenic landscapes and tranquil environment, and the cheese and wine obviously!

As a new contributor to the CIPD Coventry & Warwickshire branch, Cliff is eager to share his insights and learn from fellow members. His commitment to advancing the HR profession and fostering a collaborative community is evident in his enthusiasm for supporting and learning from his peers.

Connect with Cliff on LinkedIn , if you aren't already!