There is no doubt that this is a challenging time for any employer. A constantly changing landscape, in an unprecedented time with new terms such as furlough, there are naturally many, many questions for employers.
Never in our lifetime have so many been faced with such difficult decisions and challenges, as a leader of a family, a business, an organisation. The successful outcome of your business and the wellbeing of your team is reliant on your leadership skills which are really being put to the test at this time. Read more
There are many challenges facing businesses at this time. Two of those key challenges are the sustainability and resilience of your business and secondly, how you manage and support your team in the current climate. With schools closing, people working from home juggling work and childcare how we work, communicate and do business going forwards will change.
So, we know now that schools will close. The uncertainty on that decision is over but what about the dilemmas that parents now face about the supervision, care and education of their children. How they will balance this with the demands of work? What other support may have to be put in place, if they are unable to rely upon grandparents and other family members who may be vulnerable?
It’s been nearly two years since the changes to data protection came into effect with GDPR. As an HR consultancy, we are continuously supporting our clients with data protection and ensuring that they are as compliant as they can be.
Gravitate HR held three consecutive seminars last week in Falkirk, Edinburgh and Glasgow on Mental Health in the Workplace. We were joined by Marianne McJannett, an Employment Lawyer at TC Young.
The seminars focused on looking at how we build resilient workplaces that empower staff and promote wellness. The sessions were fully interactive, making use of Vevox and asking our delegates key questions about Mental Health in the Workplace.
With almost 1 in 3 individuals having experienced some form of mental health issue(s) during employment, it may come as no surprise that mental ill-health is the leading cause of sickness absence in the UK. With an average cost of £1300 per employee per year whose mental health goes unsupported, and a total of 12.8 million days lost in 2018-2019 because of work-related stress, depression and anxiety, there is evidently an ever-increasing need for employers to make mental health their number one organisational priority.
Whilst the ongoing uncertainty surrounding Brexit and the extension of Article 50 until 31st October 2019 can make workforce planning difficult, employers should use this time judiciously. Organisations cannot only undertake contingency planning, but begin discussing EU Settlement applications with employees who are EU Nationals. By doing so, this will give your business and your employees the best chance at successfully navigating through Brexit and beyond.