Good Management
Here to ease the pressures of staff management, the face2faceHR blog is regularly updated with content to help with the challenges of a growing small business.
One of the aspects of a disciplinary process that frequently trips employers up if they are taken to tribunal is being able to show they have made fair decisions. That doesn’t mean they haven’t made fair decisions, but frequently the issue is that the decision may well have been fair, but because of how it […]
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It’s a really common scenario- you need to conduct a disciplinary hearing with an employee, and either they get signed off sick for a period of time, or they ring in sick on the day of the hearing and don’t attend. You want to get the issue dealt with, but how can you do that […]
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Handling situations where an employee is not entitled to paternity leave but has a partner expecting a baby requires sensitivity and understanding. While the employee may not have a legal entitlement to take time off, offering support and flexibility can foster a positive work environment and demonstrate your commitment to work-life balance. Below are some […]
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Offering enhanced family pay has well-documented benefits in terms of retention, employee well-being, employee engagement and also recruitment. Enhancing longer maternity, adoption and shared parental leaves can be difficult for small businesses, so many stick to statutory minimum entitlements. But what about paternity leave? Could you, should you enhance paternity pay, and is there anything […]
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Implementing a hybrid working model can bring huge benefits in terms of recruitment and retention, employee engagement, cost saving and productivity. But there are a number of specific challenges involved, and addressing these early can make the difference when it comes to successful implementation. Strong working relationships are enormously important to your business, but during […]
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If you have already, or are considering, implementing a hybrid working model in your business, one factor you may not have yet considered is whether the model involves inclusion risks. Could hybrid working be directly or indirectly disadvantaging protected groups? Below are some of the inclusion risks you should look out for, and some proactive […]
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There has been much public discussion about increased remote or homeworking, and other flexible working options, and an arrangement many organisations are utilising in a post-pandemic world is hybrid working. Hybrid working involves employees splitting their time, working remotely some of the time, and attending the workplace as well. Hybrid working can have huge advantages […]
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Calculating whether your workers are receiving the correct minimum wage rate can be challenging, and sometimes it is a legal minefield remembering what is not included in NMW calculations. It’s not just about paying the correct hourly rate – you may make other payments or need to make deductions and it’s important to know when […]
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With the Summer holidays approaching fast, you may be considering employing or bringing in work experience or intern workers to your business. Internships are sometimes called work placements or work experience, but in reality, these terms have no legal status on their own. Traditionally an ‘internship’ might well have been unpaid, and these were used […]
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Flexible working requests you receive from employees, where agreed, frequently result in a reduction or change in hours, from full time to something else. Sometimes changes to hours happen for business reasons as well. Regardless of the reason, a change in hours will usually affect the employee’s holiday entitlement, but an additional challenge comes due […]
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We’re delighted to welcome Farzana Parkar to the face2faceHR team as our newest consultant. Farzana will bring our down-to-earth, tailored approach to HR to small and medium-sized businesses in and around North London. With her first-hand knowledge of the unique challenges associated with running a small business, she’s excited to get started immediately and begin […]
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Calculating holiday for anyone who doesn’t work a standard five day full time week can be challenging for manager, and difficult to explain to staff, too. But what happens when someone isn’t actually reducing their hours at all, but is just working them differently, such as compressed hours? Compressed hours normally means someone who carries […]
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