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Category: Management

May Newsletter 2026

Posted on by Caroline Payne

How much money are you spending on "HR"?

May Newsletter

Most business owners we speak to say they don’t have an HR budget. What they usually mean is that they don’t have a planned one.

Because in reality, most businesses are already spending money on HR. They just don’t think of it in that way.

It shows up reactively…

  • A grievance that needs dealing with
  • An investigation that swallows management time
  • External advice brought in once something has already gone wrong

By the time these costs become visible, they are often higher than expected and harder to control.

The question worth asking is a simple one: what has HR actually cost your business over the last 12 months?

When you add up the time spent on disciplinaries, grievances, sickness linked to unresolved issues and recruitment after avoidable exits, the number is usually an eye-opener.

And with employment law changes on the way that will make it easier for employees to bring claims, the cost of getting things wrong is only going up.

There are broadly four options for how you handle HR in your business.

  1. Giving it to an existing team member
  2. Hiring a dedicated HR manager
  3. Using a large provider
  4. Or working with an independent consultant

Each comes with different costs, different levels of expertise and different trade-offs.

What we find is that most small businesses benefit from having someone they can call before a situation escalates.

Not a generic helpline. Someone who knows your business, your team and the specific pressures you are dealing with.

A flawed investigation cost one employer over £12,000 at tribunal

A recent tribunal case is a useful reminder that how you investigate matters just as much as what you investigate.

An employee with over 20 years’ service was dismissed for gross misconduct. But the tribunal found that the investigation process was flawed. The employer failed to consider whether the issue was actually about capability rather than conduct and did not offer support at the investigation stage, despite being aware of the employee’s health condition. No advance warning of the investigation interview was given either.

The result was an unfair dismissal finding and a compensation award of over £12,000, with further compensation still to be agreed.

The lesson for business owners is straightforward. Before you move to dismiss someone, make sure that you have properly investigated the situation, considered all possible explanations and given the employee a fair chance to respond. Rushing to a conclusion, even when you believe the facts are clear, can leave your business exposed.

Everyday mistakes that end up in tribunals

Most tribunal claims do not start with bad intentions…

They start with a conversation that was not documented, a process that was skipped or a decision that felt right at the time but was not handled properly.

Here are some common practices we see that often lead to an employment tribunal:

A quiet word:

A quiet word about someone’s performance that is never written down.

Months later, the business decides to dismiss. The employee claims they were never told there was a problem and there is nothing on file to say otherwise.

Unfair treatment:

Different treatment for different people. Even when the reasons seem reasonable at the time, it can quickly look like unfairness or discrimination when viewed from the outside.

Strict policies:

Sickness policies applied rigidly without checking whether there is an underlying health condition. What starts as absence management can escalate into a disability discrimination claim.

Dismissal of rights:

Flexible working requests turned down without a valid business reason. A “no” that feels reasonable to you may not hold up if it is challenged.

Or a short-service dismissal that looks low risk on the surface but overlooks the fact that the employee has a protected characteristic.

These are not unusual situations.

They happen in businesses of every size, every week.

If you do not have someone to sense check your decisions with, now is a good time to think about that.

A short conversation before you act is almost always cheaper than dealing with the fallout afterwards.

A fifth of workers are not taking their full holiday entitlement

Research from Timetastic found that around 1 in 5 UK employees fail to use their full annual leave because of work pressures. Over a quarter finished last year with more than 15 unused days.

Mid-level managers and supervisors were most likely to skip holidays, with around a quarter saying that they felt unable to step away. Nearly 1 in 10 said that they felt guilty simply for taking their earned leave.

For small business owners, this is worth paying attention to. People who do not take proper breaks are more likely to burn out, make mistakes or eventually leave. If your team is hoarding leave or quietly working through it, that is a sign worth exploring. A quick check on where your team’s leave balances stand could flag issues before they become problems.

Remote job adverts have dropped to their lowest level since 2020

Data from Adzuna shows that remote job adverts in the UK fell by 42% over the past year, reaching their lowest point since March 2020. Overall vacancies also declined for a sixth consecutive month, with competition for roles rising to an estimated 2.3 jobseekers per vacancy.

For small business owners, this shift creates both a challenge and an opportunity. If you are recruiting, you may find more candidates available than in recent years. But if you are relying on office-based roles to attract talent, keep in mind that flexibility still ranks as one of the top priorities for jobseekers.

Getting the balance right between what your business needs and what candidates expect could make the difference in who you attract.

Questions and Answers

If I dismiss someone with less than 2 years’ service, am I safe?

Not necessarily and this is about to change. From 1 January 2027, the qualifying period for unfair dismissal drops to 6 months. That means anyone you employ from July 2026 onwards will be covered. Even now, short-service employees can bring claims for discrimination, whistleblowing or automatic unfair dismissal regardless of length of service. Do not assume a short tenure removes risk.

Do I need to update my contracts after the 2026 law changes?

Yes. Many of the changes under the Employment Rights Act will affect your contracts, policies and procedures. Areas like probation periods, notice terms, flexible working and dismissal processes may all need reviewing. If you have not looked at your documentation recently, now is the time. Get in touch if you would like us to carry out a policy audit so you know where you stand.

At what point do I need formal HR processes?

From the moment you decide to employ someone. Once you have staff, you need contracts, policies and a basic framework for handling things like absence, grievances and performance. It does not need to be complicated, but it does need to exist. Many of the problems we see could have been avoided if the basics had been in place from the start.

Need a chat? Contact us if you have something troubling you.
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April Newsletter 2026

Posted on by Melanie
Business birthday heading.

Celebrating 10 years of Blue Tree HR Solutions

The Blue Tree HR Solutions team

This April is a big milestone—Blue Tree HR Solutions has been in business for 10 years!

What started as a one-person venture from a spare room has grown into a thriving business with a fantastic team of three, a dedicated office in Earls Colne, and a community of incredible clients and partners.

From those early days—travelling weekly to meet clients and build relationships—to supporting organisations across all aspects of HR today, the journey has been built on hard work, trust, and a genuine passion for helping businesses put people first.

We’re also proud to be celebrating 10 years of partnership with Breathe HR. This collaboration has enabled the delivery of smarter, simpler HR solutions—combining expert advice with tools that make managing people easier and more effective.

At the heart of everything is a simple belief: HR should be human, practical, and empowering.

Thank you for your trust, your ambition, and your commitment to building great workplaces—we wouldn’t be here without you.

Here’s to the next 10 years of growth, collaboration, and people-first HR.

Employment Rights Act: what's now enforced and what's to come...

The first wave of Employment Rights Act laws have come into effect this month, with more to follow throughout the rest of 2026 and 2027.

To help you to know where you stand, let’s look at what’s already come into force and what’s to follow:

What’s being enforced in April:

  • New paternity leave rules
  • Strengthened whistleblowing protections
  • Updated Statutory Sick Pay
  • Bereaved Partner’s Paternity Leave
  • Menopause and gender equality guidance

Plus, the Fair Work Agency is being established.

Unfair dismissal qualifying period reducing to six months:

This law is being enforced in January 2027, which means that anyone you employ from 1st July 2026 has the right to claim unfair dismissal after just 6 months of service.

This law has the potential to hit you the hardest and you’ll need to reconsider your onboarding, probationary and performance strategies.

What else is happening in 2026: 

In October, new duties arrive around:

  • Preventing harassment
  • Informing employees of their right to join a union
  • Supporting union access
  • Revised tipping rules
  • Changes to recognition processes and protections

These dates will require updates to policies, onboarding and manager guidance.

What to prepare for in 2027

The most significant shifts take effect next year:

  • Unfair dismissal qualifying period reducing to six months (we’ve already discussed this)
  • Uncapped compensatory awards
  • Enhanced protections for pregnant women and new parents
  • Flexible working changes
  • Bereavement leave including pregnancy loss
  • Ending exploitative zero hours practices
  • Regulation of umbrella companies

These will reshape how you manage probation, early performance issues and different working arrangements.

How we can help you

As an independent HR consultant, we can help you to understand what these new laws mean for you and help you to prepare.

Please get in touch for a confidential chat.

How clear expectations protected the employer in this tribunal case

A recent tribunal decision shows why clear expectations matter when a dismissal is challenged.

In this case, a bus driver chased a thief and used force to stop him. Many people felt that he did the right thing.

The employer dismissed him because his actions went beyond what staff were trained and authorised to do. He left the bus unattended and pursued the thief, creating risk for passengers and the business.

The driver disagreed and challenged the decision.

The tribunal did not judge whether the action felt justified. It looked at whether the employer had set clear expectations and followed them consistently. Because it had, the dismissal was upheld.

You might not employ bus drivers, but similar situations come up in shops, warehouses and public-facing roles. This case reinforces that clear expectations are not about control. They give you the confidence that, if a decision is questioned later, you are not relying on opinion or hindsight.

What everyday working habits quietly say about your business

A woman giving HR advice and guidance from Blue Tree HR

Recent research has highlighted that nearly half of workers only step away from where they are working to use the toilet. Not because they don’t value breaks, but because they feel pressure to stay put, keep going and be seen as working.

It also shows that informal breaks and simple conversations support people’s wellbeing more than formal initiatives or perks. That matters, because it’s something most businesses already have control over.

This isn’t about forcing breaks or adding wellbeing schemes. One practical step is to actively encourage people to step away from what they are doing during the day and to visibly do the same yourself

When to stop DIY-ing HR and get the support you need

What HR tasks are distracting you from growing the business?

Most owners start by muddling through HR to save costs. You answer questions as they pop up, deal with issues on the fly and hope that nothing becomes too complicated. It feels efficient in the moment.

But it quietly eats your time.

A simple absence chat turns into a longer pattern you need to manage. A performance concern drags into weeks of back-and-forth. A tricky behaviour issue pulls you into conversations you didn’t plan for.

Each task chips away at focus and, before you realise it, HR is taking more out of your week than sales, operations or strategy.

That’s usually the point where DIY HR stops working. Not because you’re doing anything wrong, but because the business has grown to a stage where winging it becomes a bottleneck.

The smart move is knowing when to hand it over.

Outsourcing to an independent HR consultancy is often the most affordable and effective route.

A consultant will sit down with you, look at what HR tasks are landing on your plate and take on the parts that shouldn’t be draining your time. They’ll also build the right HR foundations so that the business can grow without chaos, surprises or constant distractions.

You get your time back. The business gets stability. HR becomes proactive instead of reactive.

If HR is starting to pull you off the work that actually moves the business forward, get in touch for a confidential chat and we’ll talk you through how we can help.

Business managers suffering from stress

Questions and Answers

Are policies really that important?

Yes. Clear, up-to-date policies set expectations, reduce risk and give you something to rely on if decisions are challenged.

Tribunals look closely at whether policies exist, are reasonable and are applied consistently. Without them, even sensible decisions are harder to defend.

What’s the best way to keep my employees happy?

From a legal perspective, consistency and fairness matter more than perks.

Clear communication, predictable processes and managers who handle issues early and reasonably, do more to reduce disputes, grievances and absence than any formal benefit scheme.

What training do my employees need with the ERA stuff?

The priority is manager training. Line managers need to understand new rights, processes and risk points so that they don’t inadvertently create liability.

Training should focus on day-to-day decisions, not legal theory, and be refreshed as changes are phased in. 

Bullying and harassment trainig for all staff is a must, and opting for the cheap webinar that no one watches is not necessarily going to be enough.

Need a chat? Contact us if you have something troubling you.
Click here to arrange a call

March 2026 Blue Tree HR Solutions Newsletter

Posted on by Melanie
   
Newsletter header image

How an HR budget will save you money this year

Most businesses say they don’t have an HR budget.

What they usually mean is that they don’t have a planned one.

In reality, most businesses are already spending money on HR. They just don’t think of it that way.

HR costs tend to show up reactively. A grievance that needs handling. An investigation that takes up management time. External advice brought in once something has already escalated.

By the time these costs become visible, they’re often higher than expected and harder to control.

What we’re seeing more of is business owners stepping back and asking a simple question:

“What has HR actually cost us over the last year?”

When you add up things like grievances, disciplinaries, management time, sickness linked to unresolved issues and recruitment after avoidable exits, you’d be surprised how it mounts up.

If you haven’t already, set aside 30 minutes this month to add up what HR has really cost your business. Most businesses have never done that and it’s usually an eye-opener.

For many businesses, redirecting a small part of that reactive spend into more proactive HR support is enough to reduce risk, save money and give managers more confidence day to day.

If you’d like help with reviewing your current HR spend or planning a more proactive HR budget, we can help you to talk it through and sense check the numbers.

And if you’d like the full detail, including how to spot hidden HR costs and understand what proactive HR support looks like in practice, get in touch for a copy of our latest guide on creating an HR budget.

What one company did to tackle loneliness at work and why it worked

A Swedish company has trialled a “friendship hour”, giving employees paid time to socialise, with staff reporting that they felt happier and less isolated.

The initiative was introduced to tackle workplace loneliness, particularly during the darker winter months when wellbeing often dips. The trial shows that simple, human-focused interventions can have a real impact.

Food for thought: wellbeing doesn’t always need formal programmes, sometimes creating space for connection is enough.

Government-backed training highlights the role managers play in preventing long-term sickness

Earlier this year, the government funded free occupational health training to 5,000 line managers in small businesses, aimed at helping them to spot early signs that someone might be struggling, such as ongoing fatigue, changes in behaviour or rising absence.

With long-term sickness now affecting millions of workers and costing businesses thousands per employee, the initiative highlights a familiar pattern: absence problems often get worse because conversations happen too late or managers don’t feel confident starting them.

While the results of this initiative are yet to be announced, the message will feel familiar to many business owners. Absence management works best when issues are picked up early, conversations happen sooner rather than later and managers know when to step in before a situation becomes long-term or costly.

What to do when an employee is arrested

Learning that an employee has been arrested can feel alarming, but acting too quickly can create unnecessary risk. An arrest is not the same as a charge or a conviction and many cases go no further.

The key is proportionality: understand where things are in the legal process, consider whether it’s relevant to the role and respond calmly with the right policies and conversations in place.

Recruit or reorganise?

Employing people is getting more expensive.

Not just salary, but the wider costs and obligations that come with being an employer, especially with the Employment Rights Act coming into force.

When work increases and your people feel stretched, the instinct is to hire.

That reaction makes sense. But with rising employment costs, payroll forecasting now needs more thought than it used to.

Every new hire is a long-term cost, not a short-term fix.

Before recruiting, it’s worth stopping and asking:

“Do we actually have a resourcing issue or a structure one?”

In many businesses, roles have grown organically. Work has been added on. Responsibilities overlap. Skilled people are spread thin or doing work that no longer makes sense.

The capability is often already there, just not structured properly.

Stepping back to look at organisation design can be a quicker, cheaper and more effective way to create capacity than recruiting straight away.

If you would benefit from an external pair of experienced eyes to review your situation, get in touch and we can talk it through.

Q&A

Can I ask staff to share their work location if they are working remotely?

Yes, as long as there’s a clear business reason. For example, health and safety, data security or knowing where people are working for operational reasons. Be clear about why you’re asking and avoid collecting more information than you actually need.

What should I do if an employee refuses to complete mandatory training?

Start by understanding why they’re refusing. If the training is genuinely mandatory for the role (for safety, legal or operational reasons), make that clear and give them a reasonable opportunity to complete it. If they still refuse, it may become a conduct or performance issue that needs to be managed formally.

Can I tell staff they cannot bring their personal phone on to the shop floor or job site?

Yes. You can set reasonable rules around personal phones at work, especially for safety, security or productivity reasons. Make sure the rule is clear, applied consistently and allows for exceptions where appropriate, such as emergencies.

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Employment Rights Bill 2025: what employers need to know and how to prepare

Posted on by Blue Tree HR Solutions

The Employment Rights Bill 2025 represents one of the most significant overhauls of UK employment law in a generation. Following months of parliamentary debate and “ping-pong” between the House of Commons and the House of Lords, the Bill has now been formally approved by the Lords and is approaching its final stage.

The only step remaining before the Employment Rights Bill 2025 becomes law is Royal Assent, which is expected before Christmas, although the exact date has not yet been formally confirmed. Once Royal Assent is granted, the Bill will become an Act of Parliament, but crucially, this does not mean all changes will take effect immediately.

For employers, this period is not one to wait and see, but an opportunity to prepare.

What happens next with the Employment Rights Bill 2025?

Once Royal Assent is confirmed and the final Act is published, we will gain clarity on:

  • Which provisions of the Employment Rights Bill 2025 take effect immediately
  • Which changes have fixed future implementation dates
  • Which will be introduced later through commencement regulations

This staggered approach means businesses will need to stay informed and flexible, as new obligations may apply at different times rather than all at once.

Key changes introduced by the Employment Rights Bill 2025

While full details and timelines are still being finalised, the Employment Rights Bill 2025 introduces a number of headline reforms that will significantly increase compliance obligations for employers.

Changes to unfair dismissal rights

One of the most impactful aspects of the Employment Rights Bill 2025 is the proposed reduction in the qualifying period for unfair dismissal claims. This would allow more employees to bring claims earlier in their employment, placing greater importance on fair recruitment decisions, structured probation processes and well-documented performance management from day one.

Zero-hours contracts and predictable working patterns

The Employment Rights Bill 2025 introduces new rights aimed at providing workers with more predictable working hours. While the precise scope and application of these measures will be confirmed through later regulations, employers who rely on variable or flexible staffing models should begin reviewing how working hours are offered and managed.

Fire and rehire: stronger safeguards

Dismissal and re-engagement practices are also being tightened under the Employment Rights Bill 2025. Employers will be expected to demonstrate genuine consultation, explore alternatives and follow strengthened procedural safeguards before considering fire-and-rehire strategies. Poor handling in this area could expose businesses to both legal and reputational risk.

Expanded harassment prevention duties

Another key feature of the Employment Rights Bill 2025 is the expansion of employer duties to prevent harassment. This includes clearer expectations around proactive prevention and protection from third-party harassment, such as from customers or clients. Policies alone will no longer be enough; employers will need to show meaningful action through training, reporting mechanisms and workplace culture.

Sick pay, family leave and day-one rights

The Employment Rights Bill 2025 also widens access to statutory sick pay and family-related leave, with more day-one rights for employees. While implementation dates are still to be confirmed, employers should anticipate updates to policies, payroll systems and manager guidance once the timetable is published.

A new Fair Work Agency

To support enforcement, the Employment Rights Bill 2025 creates a new Fair Work Agency. This body will have powers to enforce employment rights proactively, signalling a move towards increased oversight rather than relying solely on individual employee claims.

What should employers be doing now?

Although not all provisions of the Employment Rights Bill 2025 are in force yet, there are practical steps businesses can take now to reduce risk and avoid rushed changes later:

  • Review contracts, policies and procedures
  • Train managers on fair process, consultation and documentation
  • Identify higher-risk areas such as dismissals, working hours and harassment
  • Budget for potential cost increases linked to compliance

For many organisations, especially smaller employers, navigating these changes alone can be challenging.

How our HR support can help your business prepare

Access to the right HR support can make a significant difference when dealing with major legislative change. Whether through ad hoc HR support for specific issues or retained HR services for ongoing compliance, professional guidance can help ensure changes are implemented correctly and proportionately.

Working with an experienced HR consultant allows employers to understand what the Employment Rights Bill 2025 means in practice for their specific business, rather than relying on generic advice. This is particularly valuable for companies seeking practical, proportionate HR advice for small businesses, where resources and internal expertise may be limited.

How Blue Tree HR Solutions can support you

Once Royal Assent is confirmed and the full implementation timetable for the Employment Rights Bill 2025 is published, Blue Tree HR Solutions will review exactly:

  • What applies to your business
  • When it applies
  • What practical steps you need to take

Whether you need one-off guidance or ongoing support, our retained HR and ad hoc HR services are designed to help businesses remain compliant, confident and prepared as employment law continues to evolve.

If you would like tailored advice on how the Employment Rights Bill 2025 may affect your organisation, please get in touch with Blue Tree HR Solutions for expert support.

What to do when a new hire isn’t working out during probation

Posted on by Melanie

What to do when a new hire isn’t working out during probation

What to do when a new hire isn’t working out during probation

You hired someone promising. Three weeks in, your gut’s telling you something’s off.

Probation exists for exactly this reason but handling it fairly while protecting your business can be tricky.

What probation actually means

Probation isn’t a legal requirement. It’s a contractual trial period where you can use shorter notice periods (typically one week instead of a month) and may withhold contractual benefits, like private healthcare, depending on your contract terms.

Your new employee still has statutory rights from day one: minimum wage, holiday pay and protection from discrimination. These apply regardless of probation.

How to manage probation properly

Set clear expectations from the start

Give your new hire a proper job description with specific, measurable goals for their first three months.

Tell them your standards and what doing a good job looks like in your business.

Get the basics right

A proper induction sets them up to succeed. Show them how you work, introduce the team and schedule essential training.

If they struggle after you’ve done everything right, the issue is unlikely to be your onboarding.

Review regularly and keep notes

Have weekly check-ins at first, then monthly once settled. Document discussions, progress and agreed actions.

Send summaries afterwards so everyone’s clear. Address problems immediately with specific feedback.

Give them a chance to improve

When someone’s struggling, identify why. Often small adjustments work: extra training, clearer instructions or different working arrangements.

Ask what would help, they might have solutions you haven’t considered.

When things still aren’t working

Consider extending probation

If you need more time to decide, you can extend probation, usually by a month. Put it in writing, explaining why and what they need to achieve.

Extensions are only valid if your employment contract allows for them. Avoid multiple extensions.

If you need to dismiss

Sometimes it doesn’t work out. You still need to follow a fair process: meeting in writing, explain reasons, let them respond, confirm decision in writing, offer a right to appeal.

This reduces the risk of discrimination or automatic unfair dismissal claims, which employees can bring even with less than two years’ service.

Consider upcoming changes

Proposed changes in the Employment Rights Bill could introduce day-one protection from unfair dismissal, with many changes expected to phase in from late 2026 into 2027. Details are still subject to Parliament and consultation.

Either way, tightening your probation process now is a smart move. Document your approach, train managers on reviews and get comfortable with timely talks about how people are doing.

Making probation work for you

Good probation management is straightforward: set clear expectations, review regularly, document everything and act on problems quickly.

Not sure if your probation process would stand up to scrutiny? Worried about handling a failing probation?

Drop us a message for a confidential chat about protecting your business while treating people fairly.

HR Investigations

Posted on by Melanie

Watch our short video which outlines the process for workplace investigations.

If you need any support during a workplace investigation please get in touch.

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Additional Bank Holiday

Posted on by Blue Tree HR

The extra bank holiday next is raising a few questions, so I thought I would email you to clarify the situation.

Sometimes additional public holidays are granted by Royal Proclamation. There is an additional bank holiday on 19 September 2022 for Queen Elizabeth II‘s funeral. There was also another in June 2022 for the Queen’s platinum jubilee.

Employers need to decide how they will approach these upcoming additional days off. This will be determined to some extent by the wording in the contract. Where the contract entitles employees to take as paid leave “all bank and public holidays”, the employer will have no choice but to grant the extra day in the usual way or negotiate otherwise.

Where the contract requires workers to work on “all bank holidays”, the employer can require them to work on an additional day. If they are paid a higher rate for working on a bank holiday and the contract does not limit the number of bank holidays to which the higher rate applies, the employer must pay that rate for the additional day.

However, where the contract limits entitlement to a day off work (or to a higher rate of pay where bank holidays are worked) to the “usual eight” bank holidays,  or your contract may state the employee is entitled to 28 days of holiday and this is inclusive of bank holidays, the employer will need to decide its policy in relation to the additional day.

Bank Holiday for Queen Elizabeth II funeral
National Bank Holiday Announced for 19th September 2022

Giving Employees the Day Off

If the employer chooses to give its workers the day off as an extra day’s paid holiday (or pay them a higher rate if they work on that day), it should express this as being a non-contractual discretionary measure that applies only during the year in question. Otherwise, workers may, in the future, have grounds to argue that time off (or the higher rate of pay) on additional bank holidays is a contractual right, implied by custom and practice.

If workers will be required to take the additional day off out of their existing holiday entitlement, the employer will need to plan ahead to ensure that it gives them the requisite notice.

If some or all workers will be required to work on the additional public holiday, the employer may wish to consider a one-off discretionary day off in lieu, as a gesture of goodwill. Where workers will be treated differently, for example, one receptionist out of three is required to work but the other two can take the extra holiday days as leave, the employer should have objective criteria for this requirement and the choice of who will work, to minimise the risks of a discrimination claim (for example because of sex or race). In this scenario, the receptionist who works on the bank holiday must be compensated either by being paid or being granted a day off in lieu.

Keeping staff happy with your bank holiday policy

Employees would have heard that there is an extra bank holiday and may assume they are entitled to a paid day off. An alternative would be to ask staff to come in and perhaps allow those that are interested an extended lunch break to watch the proceeding on a screen.

Expert HR advice for small businesses

We hope that you found this blog informative. And remember, if you require expert HR advice for small businesses, or larger concerns, our experienced and professional HR team are always on hand to help. We offer both ad hoc HR and retained HR packages to suit any HR requirements. Contact our friendly team to learn more.

Flexible Working and Managing Flexible Work Requests

Posted on by Blue Tree HR

Before the pandemic struck the world by a storm in 2020, flexible working arrangements were a nice-to-have perk. Remote employees were the minority, and most business leaders believed they could only nurture a productive workforce in the office. 

But everything changed overnight, and those working on-site were suddenly only essential workers. Even though the COVID-19 crisis is ending in most countries, including the United Kingdom, flexible work isn’t going anywhere. 

Employees Prioritize Flexibility

According to Statista, 4.27 million UK employees have employment contracts that allow flexible hours, making it the most common practice in 2022. Contrary to what employers thought, people like the post-pandemic workplace arrangements and wouldn’t return to strict schedules and solely office work. 

Another report found that the demand for flexible work is increasing, with 8.7 million full-time workers yearning for flexibility. Moreover, the younger generations would likely decline jobs with rigid working hours. 

For instance, 75 per cent of Gen-Z see flexible work as the number one employee benefit. Here’s why this arrangement is also beneficial for companies. 

Four-Day Working Week & Flexible Working

Top 3 Benefits of Flexible Work

1. Enhances Employee Retention

Today, flexible schedules are among the most sought-after employee perks and benefits. Many people would choose flexibility over a prestigious title or additional time off. 

Meeting employees’ needs and expectations is necessary for cultivating loyalty. Companies can retain workers and attract top talent by offering flexible schedules and remote work. 

2. Boosts Productivity

Employers often hold back from introducing flexible working because they fear it would affect productivity as they wouldn’t be able to monitor employees. But according to Gartner, 43% of workers are more productive if allowed flexibility.  Moreover, this work arrangement enables people to relax and focus on their assignments without office pressure. Many employees feel less productive on-site due to managerial micromanagement and team competition.

3. Improves Employee Engagement

Empowered employees are more engaged, and what’s a better way of empowering them than responding to their needs and ensuring they can choose a work arrangement that stimulates their creativity? Flexible working also shows companies respect and care about their workers.

People want to know their employers trust them to work outside the office and get the work done just as efficiently. That boosts their engagement and helps them enjoy their tasks.

How to Manage Flexible Work Requests

Acas 2021 survey found over 55 per cent of employers expect an increase in flexible work requests, as people wish to split their time between home and office. Even though companies have the right to decline, they should consider the benefits of flexibility and discuss it with their workers in more depth. 

They should be fair and objective, as most employees have reason to ask for flexible working, such as restoring work-life balance or preventing burnout. Employers can ask for a written flexible work request and discuss why the worker would prefer this arrangement. 

However, they should be clear about flexibility policies and what flexible work consists of in their companies. If employers have no relevant regulations, they should consider introducing them and providing all employees equal access to flexible working. 

Making flexibility a part of the company culture helps attract high-quality candidates and retain employees, especially working parents, students, minorities, and people from diverse groups. Whether you approve the flexible work request or not, it shouldn’t take a long time, and it might alter your employee’s contract. 

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Flexible work has numerous advantages for companies and employees, but employers are often reluctant to introduce this work arrangement. Although business leaders often fear flexibility would impact productivity, loyalty, and commitment, people with access to this benefit are more engaged and motivated. 

Hence, before declining a flexible work request, consider the benefits. Besides improving employees’ work-life balance, it also helps instill trust and nurture lasting retention.  

How HR Consultants at Blue Tree HR Solutions can help with Flexible working

Flexible working requests and considering offering hybrid working and a more flexible working arrangement to staff and new recruits may seem like another headache for employers.  At Blue Tree HR Solutions we can help you implement a policy and support you during flexible work requests and help you find ways to make working hours convenient and beneficial for employers and employees.

If you require expert HR advice for small businesses then take a look at our ad hoc HR and retained HR packages. Feel free to contact our friendly team for more information. 

Four-Day Working Week – What it is and What to Expect

Posted on by Blue Tree HR

The four-day working week has gathered momentum recently. With countries such as Iceland and Japan successfully implementing this new way of working. The UK is also set to follow suit. The trial for the four-day working week in England is due to start in June 2022. Scotland will start the trial in 2023, and Wales will likely follow.

What is the Four-Day Working Week?

There is a lot of confusion surrounding the four-day working week. There is concern from employees that they will need to compress their shifts, meaning they end up working longer hours. Employers are understandably concerned about the potential implications on productivity levels. The four-day working week means that employees work four days a week instead of five. The terms don’t change. They are paid the same salary and pension contributions but work reduced hours. The focus is on productivity rather than the number of hours spent working.

Benefits of Four-Day Working Week

We often hear people saying that they ‘never stop working, they ‘work 70 hours a week’ or similar. In our society, overworking seems to be a badge of honour. If someone tells us they only work 1 or 2 days a week, we naturally think of them as lazy or unmotivated. Of course, this probably isn’t the case, but, as a society, we have been programmed into thinking this way. Working hard means working over 40 hours a week while working less is simply slacking off. There is nothing to say that working longer hours means you are being any more productive than someone who works less, and in fact, there are many benefits to operating a four-hour week. Although the trial is yet to commence in the UK, we can gain some insights from studies on the new way of working in Iceland.

Higher Productivity

According to the report, the four-day working week resulted in the same or higher productivity. Employees working five days a week are more likely to be distracted throughout the working day by personal issues. Whereas, with the new way of working, they can take care of any personal tasks on their day off, making it easier to focus and concentrate on their work.

Improved Wellbeing

Another positive outcome of the four-day working week was improved wellbeing, including less stress and burnout and a better work-life balance. Fewer hours at work equates to more time at home and enjoying family life.

How to Cope with Four-Day Working Week

For a business, especially an SME, the prospect of a four-day working week being implemented may seem overwhelming. It may be that you are already struggling to get through your workload, which adds another layer of challenges. However, there are some steps you can take to ensure that you manage your employees and your workload, should the four-day working week come to fruition in the UK.

Reduce Distractions

Many distractions can corrode time, and by reducing these, you can also help employees manage their workloads more efficiently. For instance, you might consider reducing the number or length of meetings or switching phones onto voicemail at set times throughout the day. Distractions waste time and reduce productivity.

Manage Expectations

If you are worried about the implications of the four-day working week on your clients, be open and honest with them. Advise them of the hours your employees will be working and when they can expect to be able to contact you. Open and honest communication is always the best way of working.

Project-Based

The average person may only be productive for three hours a day. Ultimately, most employees spend a significant amount of time on pointless tasks, such as eating, social media, texting, or taking breaks. The idea of anyone working 8 hours a day and being productive for this period is an illusion. Instead of focusing on the number of hours employees work, use a project-based working method. Assign tasks to your employees that you expect each day, and in this way, the number of hours they work won’t matter.

If you want to discuss the implications of the four-day working well or think of implementing this before it comes into force and needs some expert HR advice and guidance or HR support for business, you can contact Blue Tree HR Solutions at info@bluetreehr.uk and 07516 335 419.

5 Ways to Improve Your Skills During Lockdown

Posted on by Blue Tree HR

If you are currently on furlough or out of work, you may be fed up with Netflix or going for endless walks. The novelty soon wears off. With all the free time you have at your disposal, it is a great time to explore new opportunities and learn new skills. There are endless benefits to upgrading your skills. It gives you the chance to broaden your career prospects, and it helps keep your mind active. It can also boost your mental wellbeing. You may even be able to make some money from it. These are some ways to improve your skills; without it being a financial burden.

Networking and Events

Networking can improve your mental health, while also learning from others. It is particularly beneficial now when many of us are having little communication with our loved ones. There are platforms like Eventbrite, where you can find a range of different events and networking opportunities. Some are free, while others have a small fee. You may also find some other events by looking at your local government website.

Courses 

We tend to think that any courses we sign up to will be expensive, but there are many free options. The Open University has a wide range of free courses; including history and the arts, health, sports, and psychology, and science. If you are considering a career change or want to enhance your knowledge, there are plenty of options to consider. Other platforms such as Udemy also offer free courses. 

Learn a Language

There’s no excuse to put off learning a language now. Learning languages can improve your career opportunities. It can also allow you to engage with a network of different people. Learning languages is interesting and challenging. There are free language courses on the Open University website (link above), and a quick google search will take you to other resources. You can also get one-to-one tuition from a platform such as Babbel.

Government Courses

The government has resources available for those who want to learn new skills. Some courses are free, including Future Learn, Business Gateway (Scotland only), and The Skills Toolkit. Take advantage of every free skills resource you can, as this may change when things return to normality.

Hobbies and Interests

If there’s something you’ve always wanted to do but haven’t had the time, now is the ideal opportunity. You never know, you might be able to make money from your hobby. YouTube is a useful resource for getting access to tutorials.