In the post-pandemic workplace landscape, employers are trying to entice employees back to the office. The question is what type of flexibility employers should be offering and what scope do businesses have in refusing requests for flexibility.
We have been warned of a bleak winter ahead and tensions are rising in the UK about the possibility of national power cuts across the nation. The National Grid have publicly warned that owing to the Ukraine conflict power cuts could happen.
Providing training and development opportunities to your employees is a great way to invest in your staff and in your business. The cost of such training is usually borne by the employer on the basis that, over time, the business will benefit from the new skills or knowledge that the employee has gained
Wholesale repeal of EU Law in the UK. Last Thursday, the Retained EU Law (Revocation and Reform) Bill was published. The impact and purpose of the Bill is to repeal any retained European Law on 31 December 2023 unless specific legislation is introduced to retain it.
Businesses are facing an increase in costs across all areas including, rising energy prices, wholesale increases, rental and business tax rises which means relying on increasing salary rates as a mean to attract and retain talent is an unsustainable business strategy.
The post pandemic has shown that huge swathes of the workforce have or are resigning in their droves and what is emerging is a birds-eye view on employers across sectors as to why they are finding it so difficult to retain great staff or even attract new candidates into the business.
As temperatures continue to soar, many employees are struggling to keep their cool at work. So, when is it too hot to work?
Encouraging staff to use preferred pro-nouns is a relatively new concept and is about raising and sharing an awareness and acceptance of different, including non-binary, gender identities. Many employers have already introduced policies within the workplace, covering preferred pro-nouns.
According to a recent survey of 1,000 employers by the Chartered Institute of Personnel and Development (CIPD), one in ten employers plan to reduce the pay or benefits of workers who choose to work from home rather than return to the office.
