HR Archives - Blue Tree HR Solutions

Flexible Working and Managing Flexible Work Requests

Posted on August 18, 2022August 17, 2023 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.

Blue Tree HR is Green.

Posted on October 5, 2020April 27, 2023 by Blue Tree HR

Blue Tree HR Solutions are really keen to be environmentally friendly. As the name suggests… we love Trees! For this reason, Blue Tree HR is Green. We have been doing our bit to try and save the planet since the beginning.

We believe it is important that we consider our effect on the environment. Global warming, deforestation, melting polar ice-caps and the resulting endangered species. This list of environmental impacts is endless and it is hard to know what to do.

In reality, we are a small business and we appreciate that we can’t really make a big impact, but doing something is better than nothing.

CO2 Neutral

We registered with Tree-Nation in October 2018. We have been paying to have trees planted in various projects across the world.

It’s something we are very proud to be part of.

Blue Tree HR Solutions committed to being a carbon-neutral company in 2018 and sponsor trees to be planted around the world. For two years we have been off-setting at least 1 tonne of CO₂ per month. As a result, we have had 129 trees around the world. And, we adding to this number every month. As the business grows we plan to increase how much we offset. So we remain carbon neutral.

The graph shows the purchase of trees each month to offset CO2 emissions

See our Tree Nation page – here

Projects such as planting indigenous trees and plants deep in the heart of the Peruvian Amazon. The Camino Verde project is dedicated to protecting and understanding biodiversity. Also, protecting indigenous rights, autonomy, and wisdom. Resulting in sustainable ways of life and encouraging fair, sustainable development. It’s inspirational stuff!

Information about Camino Verde project

Different trees are planted for different reasons. For example to provide food or to support wildlife, or maybe generate an income.

The project plants trees all over the world in various replantation projects, many areas have been affected by floods, fire or ongoing deforestation.

Reducing our Travel

Another way that Blue Tree HR is Green, is by reducing our fuel consumption. One of our clients required us to fly to Dublin on a regular basis, this is clearly not very environmentally friendly. I have persuaded them to use video calls instead. This is much better for the environment and actually much more time-efficient. The client thought that having face to face meetings was important. This may be true in some circumstances, but it is not necessary for every meeting.

Reducing waste

We have considered our waste output and as a result we:

avoid printing documents wherever possible
use recycled paper and pens
recycle our paper, printer cartridges and batteries
avoid using paper cups at meetings
always carry our own water bottles to reduce unnecessary single-use plastic.

Helping Endangered Species

For a couple of years we have been sponsoring an Orangutan via the WWF (World Wildlife Fund). Such amazing animals with a desperate plight.

#fightforyourworld

Approx. 3000 Orangutans are killed every year.

Adopt an Orangutan

We are looking to find other ways to support wildlife and sustainablity projects across the world. Aspiring to help businesses who are not as fortunate as we are in the UK. We have some ideas, so watch this space!

Other ideas? Ideally, we would have a solar powered company car and visit clients in an eco-friendly fashion. Maybe one day?

Furlough – FAQs

Posted on March 30, 2020April 28, 2023 by Blue Tree HR

The Job Retention Scheme, recently proposed by the government is great news for employers. Business owners were wondering how they were going to cope during the Coronavirus (Covid-19) pandemic.

The Job Retention Scheme

Image of graphic person with a speech bubble — What is the Job Retention Scheme?

With the Job Retention Scheme, employers can put their employees on furlough. This is a temporary lay-off, meaning as soon as there is work available again staff can be asked to return to work as before.

The Government has confirmed it will provide grants to businesses. This will cover 80% of wage costs to a maximum of £2,500 per person per month.

So if you are wondering if this Job Retention Scheme could help you, I have answered a few of the frequently asked questions below:

Can I furlough part-time workers?

Yes. In fact, you can furlough all types of workers part-time, full time, employed agency, zero hours, variable hours. They will all be entitled to the Job Retention Scheme grant.

What is someone is on sick leave?

When someone is on sick leave they will continue to receive sick pay in accordance with their employment terms and conditions. If they are due to return, you can initiate a period of furlough on their return date.

Can I have rotate staff on furlough leave?

You can, but the minimum period for qualifying is three weeks, so you will need to rotate on a three-week cycle, any less and you will not receive the grant.

Can staff do a small amount of work for me whilst on a furlough period?

The government guidance stipulates that anyone on furlough is not permitted to carry out work for their employer or anyone else.

What if my employee has more than one job?

Employees who currently have more than one employer can be put on furlough by one employer and continue to work for the other. If they are put on furlough by more than one employer, they’ll receive separate payments from each employer. The 80% of their normal wage up to a £2,500 monthly cap applies to each job.

What if someone is on maternity leave?

An employee on maternity leave will continue to receive their maternity pay as before, no change. If they are due to start their maternity leave soon, they can be put on furlough, until the maternity leave starts. NOTE: If their earnings have reduced due to a period on furlough their Maternity Leave starting this may affect their Statutory Maternity Pay.

If someone is due to come back to work following maternity leave, you can initiate a period of furlough instead of returning to work.

I had a new recruit who started on during March, do they qualify?

Employers can only claim for staff who were employed on the 28th February and new starters since then do not qualify for the grant.

What about National Minimum wage?

Pay on furlough does not have to meet the national minimum wage because they are not being paid to work.

How is the 80% payment calculated?

For full time and part-time salaried employees, the employee’s actual salary before tax, as of 28 February should be used to calculate the 80%. Fees, commission and bonuses should not be included.

In the case of employees with variable pay, who have been employed for a full year, employers will claim for the higher of either: the amount the employee earned in the same month last year, or an average of their monthly earnings from the last year.

For staff on variable pay, who’ve been employed for less than a year, employers will claim an average of their monthly earnings since they started work.

Is the payment subject the tax and national insurance and pension?

Wages of furloughed employees will be subject to Income Tax and National Insurance as usual. Employees will also pay automatic enrolment contributions on qualifying earnings, as usual.

Employers will be liable to pay Employer National Insurance contributions on wages paid as well as the usual pension contributions.

For full details on government scheme.

These are difficult times for employers and we are here to help employers. If you have any questions about the Job Retention Scheme or any other employment issue. Please do not hesitate to contact me.

Contact me at melanie@bluetreehr.uk

Being The Employee On The Other Side Of The Table

Posted on February 26, 2019April 28, 2023 by Blue Tree HR

Have you ever thought about how your employee is feeling during their meeting with the boss?

As a manager or supervisor, it may be difficult to appreciate how it feels for the employees sitting opposite you during the meeting if you have not experienced it yourself. You may not remember the trepidation you had when you were due to have a one to one with your boss or the uneasiness you had speaking up about your performance in an appraisal.

I have been managing HR and personnel issues for over 15 years, but I had my fair share of meetings on the other side of the table before I was a manager, this includes performance reviews, disciplinaries and grievances.

Getting a Telling Off!

In my first job, I was involved in a huge mistake, having been left to work on my own, a large glass container holding a valuable ingredient had a crack in it. Cutting a long story short, with the help of a colleague I disposed of it.

The next day, I was sent to the Production Managers office – I remember it clearly over 20 years later. He shouted and swore at me, he was red-faced and angry, and I was holding it together as I was petrified. I had unknowingly discarded all of the remaining stock of this ingredient, which would take at least 8 weeks to produce. He accused me of losing the business thousands of pounds and that it would reduce workload for the whole business for many weeks.

I was not given advance warning of the meeting, nor given an opportunity to give my side of the story, I was alone and being shouted at by a senior manager.

In reality – what did this meeting achieve? I was now a scared employee, worried about using my initiative in the future. Confused as to why a new employee would be left with such high-value risk. My opinion of the manager was now tainted, and I felt they treated their staff terribly, yes I had made a costly mistake, but was I entirely to blame?

In later years, I was in a situation where I believed I was being treated unfairly. So, I filed a grievance. I was told that I should not stir up trouble, but I felt determined to right this wrong. I was fortunate in that the managers dealing with the grievance were understanding and showed concern for my circumstances.

People do not make grievances for fun.

In my experience it was a stressful time, I would not have carried on with the process if I did not feel so passionate about the circumstances.

Everyone is different and the reactions to a meeting with a senior manager can vary depending on so many factors. I have seen people shaking in fear of their annual performance review, even when they get on well with their manager, they are worried about what might be said in the meeting.

I have observed people telling long convoluted lies, to try and explain mistakes. The employees are so apprehensive that they make the situation worse.

Think about how the person is feeling on the other side of the table.

All managers should appreciate that there is a difference in seniority between you and the member of staff. Even if you think you are a friendly manager, who is easy to approach, with an open-door policy, your staff will always think of you as the boss, and with that comes a relationship where you are in charge and they should respect your opinion.

Staff will want you to say nice things about them, but also know that it is your job to tell them when you are not entirely happy with their performance or there is a problem.

These days statutory requirements ensure that staff are treated fairly, and all employers should provide the basic statutory rights for staff involved in grievances and disciplinaries. It is also vitally important that you think about the persons’ feelings too.

Prepare for your meetings and make sure you consider what their reaction may be.
Be patient, listen, show empathy,
take a break if needed and always remain calm.

In every staff 1-2-1 meeting it is important that the employee feels listened to, and the managers compassion for the situation, as well as behaving in a professional and unbiased manner at all times.

Any meeting or conversation will be much more beneficial if conducted well and the employee isn’t just sitting there hoping it will be over as quick as possible!

If you would like some support and advice on preparing for employee meetings, please get in touch.

Melanie Knight – Blue Tree HR Solutions

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