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As with most things work related there is a quieting down towards the end of the year, especially recruitment, but it should be the optimum time and here’s three reasons how hiring in December can actually help you.
Get ahead of your competition
There’s a common thought-process (often misguided) when hiring new talent that anyone would be lucky to work for you. You’re doing the world a favour by having a job vacancy.
Ok this may be true, you might be a great business to work for, but unless you’re Google or Apple, Joe Bloggs won’t know that. They don’t know you as being any better than your competitor, so what reason do they have to join you?
By hiring in December, there’s at least one reason… you are hiring now. Most of your  competitors are waiting until January, due to winding down in the festive season.

Hiring in December means you will avoid the January dogfight when businesses start hiring again and because of the abundance of jobs, the candidates get their pick, and you might have to offer more money to entice them… more so in January than the rest of the year; up to 10-15% more, in fact.

No time wasting

Did you know, it also takes up to 5-10 days longer to hire in January! By hiring in December you free up the start of the new year to do business, rather than carrying out interviews.

Additionally you’ll save even more time because you won’t be wasting January training new employee, hopefully, they will have picked up the job in a relaxed, pre-holiday environment. You can even invite them to the Christmas do, get them to know the team in an informal setting. No better time to get to know your new colleagues in an informal setting it sure beats those January blues.

Make your life easier

Statistics show that job applications are 3% higher in November and December. The reason being that people tend to have more free time, with work winding down.

That’s more free time on social media and the web – meaning it’s more likely they will see your job advert, have time to take your calls and time to interview.
It is also a time of excessive spending – shopping, travel and parties. Some may start to reconsider their financial situation and the need for a better paid job.
And if you think job seekers will be too busy swigging mulled wine and opening presents to bother with recruitment, think again, applications are made on Christmas Eve, Christmas Day and Boxing Day!!!
Get your 2019 off to a flying start, get hiring now.

If you need any HR advice on, attracting, recruiting and onboarding, get in touch today: +44 203 538 5311 or email: talent@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Understandably an employee who is on long term sick leave and taking their annual holiday might make some employers raise their eyebrows, after all if they are well enough to take annual leave, why can’t they return to work?

Not quite, employees on long term sick leave are entitled to take annual leave and there are a multitude of reasons why an employee might be on long term sick leave from work and this does not impact their ability to use their accrued annual leave.

Some key points to consider:

  • Employees on sick leave continue to accrue holiday in line with the Working Time Directive.
  • If company policy is that holiday cannot be carried over into the following year, it is not lawful to enforce this onto employees on long term absence, they must be entitled to carry it over.
  • Even though employees are entitled to take annual leave, as an employer you are not able to force employees to take it whilst on sick leave nor are you able to tell them that if they don’t use it they will lose it on their return.

As an employer you have a duty of care to your employees so it is important to consider their rights in this situation.  Think about the reasons why they may be taking their annual leave, rather than presuming this is indicative of them being well enough to return to work.

One key reason that employees might want to use some of their accrued leave during their absence is financial necessity. Whilst some employers are able to offer benefits to their employees such as Income Protection or Critical Illness, a large majority, particularly small to medium sized business, are not able to. For this reason and depending on the employer and the length of the absence, they may no longer be on company discretionary sick pay, but on statutory sick pay and beyond the 28 weeks of statutory sick pay, be living on no pay at all. Taking annual leave, which is paid at their usual salary rate, can be a financial necessity at a difficult time.

Other reasons for employees taking leave might be to reduce the amount they have in preparation of a return to work, or they may need to take annual leave for their own well being. Taking annual leave doesn’t necessarily mean that they are going abroad or taking a wild holiday!

As an employer, it can be beneficial for the employee to take some of their accruing annual leave whilst on long term sickness:

  • It can help improve the well being of the employee – financially and psychologically.
  • Allowing leave to be taken during extended periods of absence, will reduce the amount that they will be entitled to when they return to work, which would then therefore reduce them needing to take more time out of the business for holiday.
  • If the employee decided to leave the company, any accrued leave not taken would need to be paid out and depending on the length of the absence, this could be a substantial sum of monies to be paid at one time.
  • Remember, there is no real reason for refusing annual leave and doing so could potentially put an employer under breach of contract (for lack of trust and confidence), as they have no valid reason for declining leave, as they can not claim operational reasons.

Whilst we acknowledge that employers generally want to encourage employees to return to work, they should also support them to improve their well being.

One way to ensure clarity for all parties, is to have comprehensive annual leave and sickness policies, which need to be reviewed regularly to ensure legal compliance.

If you would like further HR advice on handling long term absence get in touch with HR Revolution:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Hopefully this won’t ever happen, but if you do find yourself in a situation where you feel you have been unlawfully treated at work, you can make a discrimination claim at an employment tribunal and if this is the case there are time limits during which you need to make your claim.

The normal time limit for making your discrimination claim at an employment tribunal is 3 months less one day from the date when the discrimination happened. But before making your claim you should put a request in to ACAS, who will then offer you the chance to try and settle the dispute using early conciliation, which is a free service.  To avoid going to court, most people and employers choose to take part in the early conciliation process to settle their workplace dispute, the conciliator will talk through the issues with you or your representative and work with you and your employer to see if a resolution can be found.

If you choose to take advantage of the early conciliation process, don’t worry, the time limit for raising a claim is paused and extended for the duration of the early conciliation period.

Situations where you may choose to make a claim maybe in situations of unfair dismissal, discrimination or contractual breaches such as unfair deductions from your pay. When the time limit starts, can in some instances be difficult to identify, but in any of these situations the time limit will generally start to run from when the decision was made, not when you were told about it.  If in a situation of discrimination, it takes place over a period of time, the time limit starts to run at the end of that period. If you’re dismissed, it’s much more straight forward and the time limit simply starts to run from the date your employment is terminated.

An employment tribunal will have the final say as to whether your claim was brought in time and will consider any links between incidents of discrimination, the evidence of an ongoing situation and whether there is a continuing relationship between you and your employer.

Although time limits for bringing a claim in the employment tribunal are quite strictly enforced, an employment tribunal does have discretion to extend the time limits where it thinks necessary to do so and fair to both you and your employer. In making this decision, an employment tribunal will consider the reasons for the delay, whether the delay affects the evidence and your actions once you knew you may be taking action.

If you do make a claim it is important that you try to get as much information about your legal rights as possible first.

If you would like further advice on making claims or if an employee has made a claim against your company, get in touch with HR Revolution:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Why indeed and it’s one of the key questions at HR Revolution we are often asked about.

“How can outsourcing our key ‘people’ processes really help the business?”  “Surely this should be an area we keep in-house?”

As many of you know trying to find just the right person to fit into your team is no easy task, not only must they be able to perform the duties to the best possible standard, they also have to fit in with the many different personalities already in the office and of course be the right fit for your employer brand.

Our answer is simple…

Outsource your key issue areas within HR and Talent Management and it will save you time, money and stress AND will help you drive efficiencies and better your business in so many ways:

  1. Your cost per hire will be trimmed.
  2. Your knowledge base, resources, insight and know how will increase.
  3. You will inject knowledge that you don’t currently possess in your business for niche HR and Talent Management areas.
  4. Ultimately, using a consultant that knows your market inside out saves you money, as you don’t have to pay them to learn about your business and will have the right contacts.
  5. Good corporate recruitment is about taking a long-term approach and creating an attractive employer brand and great candidate experience.

Good recruiting is not only about knowing your industry and the ‘movers and shakers’ within it. Good recruiting is really about understanding your business and the champions it needs to keep it growing.

So how do you choose?

Think about what your business really needs when choosing a partner to work with on HR and Recruitment.  Ask yourself what you want to achieve and if the providers you are speaking to really can fit your mould and offer you a tailored solution that will work with your business model.  Do they have access to the right contacts, in the right business communities? What are the added benefits of using their services?

Outsourcing is always a viable method of recruiting and retaining employees, as long as it’s a solution you really need, a solution you are prepared to commit to and something that you will be able to give time for delivery.  However, these solutions aren’t always able to make an immediate impact, any solution worth its weight in gold will take time to set up and roll out, but once set up you will reap the benefits commercially as an employer of choice for potential employees.

You must make sure you really want the solution and don’t base the decision solely on cost as it may not be the deal-maker that you need, much more importantly is the need to understand what you need from your HR strategy and long term goals.  Getting testimonials will help to support you in your decisions and speaking to the clients of a potential providers also helps.

Outsourcing can really help, if you are ready for it… by going through the process of evaluating your needs you can better define how this will work.

Be aware the answer may not be outsourcing at all, you may simply need one-off assistance in niche areas of our business that in-time will grow into an outsourced solution.

If you would like to have a discussion on how HR Revolution can help you achieve your goals and what differentiates us from the outsourced HR competition, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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The rules around distinguishing between an employee and an independent contractor may be subtle, but getting it wrong and breaching IR35 rule can result in serious tax and legal consequences for your business!

We thought we’d try and clear this blurred line and clarify the differences!

The three main differences are:

1. Control

Employees generally have limited control over their work, their hours these are set in place at the commencement of employment and the relationship is ongoing. They are restricted from working for another company, customer or generating their own work. Contractors on the other hand cannot be treated with the same level of control, dictating their own working hours, working on multiple projects for multiple businesses simultaneously. A business has no obligation to provide the contractor with work and employment rights do not apply to the relationship.

2. Pay

Employees are generally paid a regular set amount, agreed on the commencement of their employment in return for working the set agreed hours. The employer will also deduct tax and national insurance contributions from their wages, whereas contractors will need to invoice for their services at an agreed rate per day/week month or fixed price basis. They are not paid via PAYE therefore are responsible for looking after their own tax and NI contributions.

3. Benefits

Whilst contractors do have certain protections, for example for their health and safety whilst on business premises and, in some instances, protection against discrimination, they are not entitled to any employee benefits such as paid holidays, sick pay, company pension or medical insurance.

This can be a grey area, which many employers struggle with, so hopefully the above has given you some starting points to think about!

There is a third status known as a ‘worker’, sitting somewhere between an employee and contractor. This category of the workforce have some, but not all employment rights, as an employee would but more than a contractor. The classification depends on the level of flexibility of the working relationship … but we’ll leave that for another day!

If you need any HR help, advice or tips, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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