Category Archives: HR

Employee Engagement, Employee Experience, HR, HR News, News, Wellbeing at Work

Laughter and play create a workplace culture of success at Showtown Blackpool

Laugh Think Play announces groundbreaking partnership with iconic museum to reflect the visitor experience in the staff experience 

The old saying goes that ‘all work and no play makes Jack a dull boy’ and in the case of Showtown Blackpool it is putting its money where its mouth is by being the first workplace in the UK officially committed to making work fun.

Today it announces a first of its kind year-long partnership with specialist consultancy Laugh Think Play, where the two will work closely to create a culture of long-lasting staff happiness, making it as fun and joyful a place to work as it is to visit.

This is Laugh Think Play’s first corporate partnership as it reveals news of its official launch alongside this key client win. Laugh Think Play is a new cultural and mindset consultancy which places laughter and play front and centre of business culture transformation with the aim of enabling businesses to help their people to not only feel better but ultimately perform better.

According to a recent study by the University of Essex, people who prioritise achievement over enjoyment were overall less happy at work and it is in fact more important to focus on happiness over reducing stress and anxiety. This builds on previous research from Saiid Business School and research by the University of Warwick that shows employee happiness can create a 12% uplift in productivity.

Laugh Think Play equips businesses with tools, methods and group support, enabling them to build resilient leaders, teams and individuals via cultural transformation programmes, Play Days and Play Partnerships. It also supports entrepreneurs and individuals keen to become better and happier in business through membership to Business Circles, Masterminds and Club membership. Its unique methodology is underpinned by human behavioural science and human evolution programming research developed by Gini Ekstein Holden, the inventor of the Bag for Life.

Launched last month, Showtown is a celebration of Blackpool’s history as the ultimate seaside capital of entertainment. Visitors are invited to discover the stories of the comedians, dancers, acrobats and characters who made Blackpool the home of show business. As well as the staff that make things happen behind the scenes; comedians, dancers, acrobats and characters literally bring the showbiz visitor experience to life.

 

Em Stroud, one of the cofounders of Laugh Think Play who delivered the initial programme of work for Showtown says:

“Prior to opening, we were invited by Showtown to design a cultural programme that reflected their values and create the culture that they wanted to instil in every staff member – old and new. Showtown was launching a museum based around show and fun, but the reality behind that is an awful lot of hard work. It was really important to them that their people were looked after in a way that hasn’t really been seen in the sector before. We wanted to challenge the way that museums traditionally operate and reflect the visitor experience in the staff experience. 

“Showtown had been in the making as the Blackpool Museum Trust since 2015, with members of staff working to raise funds and curate the collection and then the new members of staff who were employed once the new museum was ready. So we had a situation where there had been people being part of the project for eleven years and new members of staff who had been there for two or three weeks.  

“Using the Laugh Think play methodology as the starting point, we worked together to build a culture of inclusivity and fun from day one. This included supporting their cast of actors, characters and performers and bringing together the entire museum team for a full ‘day of play’ in which we played games, examined our values in an open forum and what they meant to staff. This was about giving people a chance to come together and get to know each other through the wonder of play. By the end of it, you couldn’t tell the difference between who had been there for a week and who had been there for a decade.” 

 

Elizabeth Moss, Chief Executive of Blackpool Heritage and Museum Trust, says

“Engaging with Laugh Think Play was enthralling from the start – we were looking for a team who simply “got us” and all that  we were trying to do in developing our people for the launch of Showtown – the museum of fun and entertainment. From auditioning, to script development inspired by our Showtown historic storybook, to Cast rehearsals – the Laugh Think Play team were spot on. The piece de resistance was our whole company Playday a week ahead of our grand opening – Em Stroud was incredible and brought the entire team together  – old and new – with creativity, wisdom and brilliance.”

Moving forward, Showtown will be investing in their staff’s personal and professional development  by giving them the opportunity to come together and check in at quarterly play days and monthly ‘feel better’ circles facilitated by Laugh Think Play. 

 

Em Stroud continues:

“The ongoing work enables all of Showtown’s people from their very diverse backgrounds to have access to continuous personal and professional development. The play days will focus on communication and relationships, ensuring that internal challenges can get resolved with kindness. It is also an opportunity for everyone to once more tap into their own sense of wonder and fun. The monthly ‘feel better’ circles create a space for Showtown’s people to take a breath and come back to themselves – kind of like a gym for the mind. It is an hour a month of care and compassion for everyone who works in the business, giving them a boost. When people feel better, they perform better at work.  

For more information go to: www.laughthinkplay.com.

Employee Engagement, Employee Experience, HR, HR News, News, Wellbeing at Work

Laughter and play create a workplace culture of success at Showtown Blackpool

Laugh Think Play announces groundbreaking partnership with iconic museum to reflect the visitor experience in the staff experience 

The old saying goes that ‘all work and no play makes Jack a dull boy’ and in the case of Showtown Blackpool it is putting its money where its mouth is by being the first workplace in the UK officially committed to making work fun.

Today it announces a first of its kind year-long partnership with specialist consultancy Laugh Think Play, where the two will work closely to create a culture of long-lasting staff happiness, making it as fun and joyful a place to work as it is to visit.

This is Laugh Think Play’s first corporate partnership as it reveals news of its official launch alongside this key client win. Laugh Think Play is a new cultural and mindset consultancy which places laughter and play front and centre of business culture transformation with the aim of enabling businesses to help their people to not only feel better but ultimately perform better.

According to a recent study by the University of Essex, people who prioritise achievement over enjoyment were overall less happy at work and it is in fact more important to focus on happiness over reducing stress and anxiety. This builds on previous research from Saiid Business School and research by the University of Warwick that shows employee happiness can create a 12% uplift in productivity.

Laugh Think Play equips businesses with tools, methods and group support, enabling them to build resilient leaders, teams and individuals via cultural transformation programmes, Play Days and Play Partnerships. It also supports entrepreneurs and individuals keen to become better and happier in business through membership to Business Circles, Masterminds and Club membership. Its unique methodology is underpinned by human behavioural science and human evolution programming research developed by Gini Ekstein Holden, the inventor of the Bag for Life.

Launched last month, Showtown is a celebration of Blackpool’s history as the ultimate seaside capital of entertainment. Visitors are invited to discover the stories of the comedians, dancers, acrobats and characters who made Blackpool the home of show business. As well as the staff that make things happen behind the scenes; comedians, dancers, acrobats and characters literally bring the showbiz visitor experience to life.

 

Em Stroud, one of the cofounders of Laugh Think Play who delivered the initial programme of work for Showtown says:

“Prior to opening, we were invited by Showtown to design a cultural programme that reflected their values and create the culture that they wanted to instil in every staff member – old and new. Showtown was launching a museum based around show and fun, but the reality behind that is an awful lot of hard work. It was really important to them that their people were looked after in a way that hasn’t really been seen in the sector before. We wanted to challenge the way that museums traditionally operate and reflect the visitor experience in the staff experience. 

“Showtown had been in the making as the Blackpool Museum Trust since 2015, with members of staff working to raise funds and curate the collection and then the new members of staff who were employed once the new museum was ready. So we had a situation where there had been people being part of the project for eleven years and new members of staff who had been there for two or three weeks.  

“Using the Laugh Think play methodology as the starting point, we worked together to build a culture of inclusivity and fun from day one. This included supporting their cast of actors, characters and performers and bringing together the entire museum team for a full ‘day of play’ in which we played games, examined our values in an open forum and what they meant to staff. This was about giving people a chance to come together and get to know each other through the wonder of play. By the end of it, you couldn’t tell the difference between who had been there for a week and who had been there for a decade.” 

 

Elizabeth Moss, Chief Executive of Blackpool Heritage and Museum Trust, says

“Engaging with Laugh Think Play was enthralling from the start – we were looking for a team who simply “got us” and all that  we were trying to do in developing our people for the launch of Showtown – the museum of fun and entertainment. From auditioning, to script development inspired by our Showtown historic storybook, to Cast rehearsals – the Laugh Think Play team were spot on. The piece de resistance was our whole company Playday a week ahead of our grand opening – Em Stroud was incredible and brought the entire team together  – old and new – with creativity, wisdom and brilliance.”

Moving forward, Showtown will be investing in their staff’s personal and professional development  by giving them the opportunity to come together and check in at quarterly play days and monthly ‘feel better’ circles facilitated by Laugh Think Play. 

 

Em Stroud continues:

“The ongoing work enables all of Showtown’s people from their very diverse backgrounds to have access to continuous personal and professional development. The play days will focus on communication and relationships, ensuring that internal challenges can get resolved with kindness. It is also an opportunity for everyone to once more tap into their own sense of wonder and fun. The monthly ‘feel better’ circles create a space for Showtown’s people to take a breath and come back to themselves – kind of like a gym for the mind. It is an hour a month of care and compassion for everyone who works in the business, giving them a boost. When people feel better, they perform better at work.  

For more information go to: www.laughthinkplay.com.

Employee Engagement, HR, HR News, Industrial Relations, News

Research: 1 in 5 large organisations underperforming on Employee Relations objectives

  • 22% of large enterprises admit to having no ER case management tools. Almost half (47%) still rely on spreadsheets 
  • 40% say lack of investment in ER and outdated processes contribute to poor performance on some key ER objectives
  • Conversely, just over half of organisations rank ER as a priority over other HR areas
  • HR and the C-Suite said their employee relations function was ‘fairly bad’ or ‘very bad’ at improving retention, creating a positive and productive working environment, and ensuring compliance with policy and legislation
  • The survey considered responses from organisations with 1,000+ employees.

 

More than a fifth of large UK organisations are failing to meet key Employee Relations (ER) objectives, according to a survey of C-Suite and HR professionals, impacting their retention, productivity and compliance processes.

HR professionals and the C-Suite of large organisations said their employee relations function was ‘fairly bad’ or ‘very bad’ at improving retention, creating a positive and productive working environment, and ensuring compliance with policy and legislation, according to AdviserPlus’ latest research, ‘Employee Relations 2.0: Overcoming the investment gap to drive an ROI revolution’,

Despite more than half of organisations (53%) ranking ER as a higher or much higher priority than other HR responsibilities, investment in technology and transformation budget is lacking, with over 40% of respondents identifying these as limiting factors.

 

Michael Campbell, Commercial Director at AdviserPlus, says there are other issues: “ER functions lack visibility of vital employee relations data that can enable data-driven insights.”

 

Despite the recognition of the importance of ER, 22% of large enterprises admit to having no ER case management tools. Almost half (47%) still rely on spreadsheets to support their ER case management, an inadequate tool for managing such complexity. While only 39% possess tools specifically designed for the complexity of ER data.

With this in mind, it is concerning to find that less than 40% of respondents of 1000+ employer organisations cite having full availability of ER metrics providing insights on trends, root causes and cross-company caseload insights.

Larger organisations, with a headcount of more than 5k employees, find it even more challenging to access this vital information, and across the board the research indicated that more than 1 in 4 either don’t have the data available at all or don’t know what they have available to them.

 

“Effective employee relations management is critical to business success, with objectives ranging from employee engagement to the mitigation of risk against legal ramifications. ER functions are not an HR initiative, they are a strategically imperative part of people management. It’s not something organisations should be putting on the back burner. With the right ER transformation investment, managers are able to self-serve more people matters, which will contribute to better employee engagement and issues being de-escalated, which can further improve key business success factors, like lower sickness absence rates, lower churn and better retention,” concluded Campbell.

 

Read the full research findings here to discover more about the barriers to effective employee relations transformation.

 

—

Based on 200 responses from organisations with 1,000+ employees. 100 HR and 100 C-suite respondents.

 

About AdviserPlus

AdviserPlus optimises the management of employee relations processes for HR, line managers and employees by combining cloud technology, data insight and expert guidance.

Through AdviserPlus’ case management technology and people support, the business helps line managers to feel confident and capable when dealing with employee relations issues without introducing risk to the business. It empowers leaders, engages people and drives efficiency.

Employee relations transformation helps HR to be viewed as a strategic partner, bringing labour savings through digitalisation of processes or reduction in absenteeism costs with MI and analytics, impacting the bottom line and delivering people performance improvements.

AdviserPlus is part of the Empowering People Group.

Employee Benefits, HR, Payroll Automation

Deel Partners With Carta to Solve International Option Exercises for Global Employees

Partnership between two industry-leading companies harnesses Deel’s global payroll capabilities and Carta’s equity management platform 

San Francisco, May 14, 2024 – Deel, the leading global payroll and HR company, announced today its strategic partnership with Carta, the trusted equity management platform, to streamline the process of exercising stock options for global employees by automating global equity tax withholding and ensuring compliance with varying tax regulations.

With companies increasingly hiring across borders, granting equity to international employees has become more challenging due to the complexities of global tax regulations. Accurately calculating local taxes, withholding appropriate amounts, and ensuring timely payments to various jurisdictions has historically been a time-consuming and complicated process.

This industry-first partnership seamlessly integrates Deel’s global payroll capabilities with Carta’s equity management expertise to deliver a comprehensive solution. Together, they simplify compliance while empowering employees with an accessible way to manage their equity.

Companies using Carta and Deel can now automatically sync equity events across platforms. When global employees exercise their options, Deel will log these transactions, calculate local taxes, and handle payment collection for local authorities.

Employees can now pay for their option exercises in their home currencies. Deel will collect funds and handle foreign exchange via its payment rails and ensure the employee’s shares are fully paid for by forwarding the correct amount to the company in USD. This solves a common pain point for foreign employees who are looking to exercise their options, and will help avoid frequent delays associated with trying to transfer USD to cover employee exercise costs.

This strategic integration reinforces Deel’s mission to empower businesses with efficient, comprehensive tools for managing a global workforce, simplify equity administration, and make it easier for global teams to manage their total compensation.

 

Ryan Freeman, Head of Partnerships at Deel, said: 

“Deel’s partnership with Carta is transformative for companies providing equity benefits to their international teams. As two industry-leading platforms, we’re constantly seeking innovative ways to simplify global workforce management, and this integration embodies our commitment to help businesses navigate the complexities of cross-border equity administration. Together with Carta, we’re making global ownership accessible to all, helping companies worldwide create more engaged and motivated teams, and ensuring ownership opportunities reach every corner of the globe.”

 

Reed McBride, VP, Strategic Partnerships and Ecosystem Development at Carta, said:

“Our groundbreaking partnership with Deel marks an industry first in global equity management, delivering an integration that simplifies the complexities of international money transfer and tax compliance. With Deel’s cross-border expertise and our innovative approach, we’re offering a revolutionary solution. Our integration empowers companies to confidently provide global equity to their international team members while ensuring simplified funds flows for option exercises, with precise tax withholdings. By blending Carta’s cutting-edge technology with Deel’s compliance know-how, we’re pioneering accessible ownership opportunities for international teams.”

 

In addition to the partnership, Deel has announced significant updates to Deel Equity, expanding support for additional equity types and providing detailed information like vesting schedules, grant details, expiration dates, and comprehensive documentation. Companies can now monitor their employees’ compensation with built-in reports covering benefits, equity payroll, and more.

Global equity tax withholdings, powered by Carta and Deel, aims to create more owners in every corner of the world. At launch, the integration will cover Deel EOR and Deel Global Payroll employees in France, Germany, India (Deel Global Payroll only), Israel, Italy, Netherlands, Nigeria, Poland, Portugal, Singapore, Spain, and Switzerland, with a number of countries being added soon.

Companies using Carta and Deel can activate the Carta integration in their Deel accounts today to automate their global equity tax withholding.

 

HR, HR News, Marketing, PR and SEO, News

Pioneering Orchard Team Takes Ownership of the Business

Award-winning communications agency the Orchard Media and Events Group is setting up an Employee Ownership Trust (EOT), one of a small number of Welsh pioneers who are following well-known brands such as John Lewis Partnership, Aardman, and Riverford in putting the business in the hands of its 70 strong team to protect its future independence.

Orchard has been providing a range of creative communications services to clients in Wales and across the world for 14 years, from Welsh Government to Principality Building Society, Aston Martin and Qatar Airways to Nando’s, the AA and Netflix. The agency creates corporate and public events for NATO, UEFA, and Johnson & Johnson; produces film content for Visit Wales, TV programmes for BBC, S4C, Channel 4, and National Geographic; and advises on sponsorships and partnerships for the likes of the RFU, the International Chamber of Commerce, and Orbex.

With the original founders moving on, the ownership of the business will be transferred to Orchard’s staff from October 1st this year, when an employee-owned trust will own and manage the company, the latest Welsh business to take this increasingly popular corporate route.

Orchard co-founder and outgoing Operations Director Al Wilson said: “When we looked at the options for succession planning, the EOT model stood out for us as a way to repay the hard work and commitment of the team here, and give them this huge opportunity to take Orchard into an exciting future. The ethos behind EOTs aligns well with the values we’ve nurtured in the company, and we know that the leadership and wider team are the people best placed to benefit from its future success.

“We‘re grateful to Andrew Evans at Geldards and Paul Cantrill, a Corporate Advisor with Cwmpas for their specialist EOT knowledge and invaluable support in getting us to this point.”

EOTs are becoming an increasing popular way to keep corporate ownership within the country of origin, in this case Wales, to secure jobs and provide more opportunities for talent to build their careers here.

Andrew Evans, a Cardiff Partner with Geldards LLP is hugely experienced in taking companies through EOT across the UK. Andrew said: “Geldards is delighted to be trusted with advising on the transition of Orchard to employee ownership. The shareholders, management team and employees have been very receptive to the idea of employee ownership and a desire to adopt “best practice” in terms of employee engagement to make the transition a success and the basis for future growth in the business.”

While ownership changes, it’s very much business as usual for the agency, with the current senior management team keeping hold of the reins, and a new Group Board bringing the skills and experience of a number of senior corporate figures to drive the firm’s strategic direction.

Joint chief executive Jim Carpenter said: “We’ve had a great reaction to the news from the team that’s built the business – they recognise the EOT protects Orchard’s  independence, sustains our successful working practices and values that might have been compromised in a trade sale, and avoids businesses coming in from outside to asset-strip the company.”

The EOT transfers ownership of the company to a trust, whose trustees of senior figures within Orchard and independent specialists will look after the interests of all employees. Current shareholders will be re-imbursed over time, proportionate to the financial performance of the agency, which will also influence the level of bonuses available to employees. There is no cost or liability for individual workers, but instead a great incentive to ensure the business continues to thrive.

Welsh Government is looking to double the number of businesses in Wales that are employee-owned by 2026 (from 2022), and supports the Employee Ownership Wales service at the development agency Cwmpas to ensure Wales-based companies remain in Welsh hands.

Orchard is an RAR+ Top 100 agency, winner of both Drum and Drum Recommends awards and has been included in the Drum Top Independent Agencies. Last year Orchard’s ‘Cymru i’r Byd, Wales to the World’ integrated, multi-lingual, multi-platform campaign promoting the nation’s appearance at the 2022 FIFA World Cup scooped both the prestigious Grand Prix and the Travel & Tourism World Media Awards.

Hospitality, HR, News

New HR managers’ research on attractiveness of hospitality professions released in Sommet Education Foundation launch

Sommet Education, a leading worldwide player in hospitality education boasting a community of 10,000 students and 60,000 influential alumni worldwide, has launched its Foundation, a significant milestone aimed at supporting employment challenges within the hospitality sector.

The Foundation will concentrate on tackling the sector’s employment challenges by focusing on two levers of action: offering scholarships for hospitality education to talented individuals from disadvantaged backgrounds, and advocating for careers and professions in hospitality.

 

Empowering individuals from underserved communities to pursue rewarding careers in hospitality

The launch comes at a pivotal moment for the industry, with the travel and tourism sector projected to provide employment for 449 million people worldwide by 2034, according to the World Travel & Tourism Council (WTTC). By then, 12.2% of the global workforce will be powering this vibrant sector. Despite these promising figures, many destinations and hospitality employers continue to face recruitment challenges.

Drawing on Sommet Education’s long-standing commitment to developing hospitality talent, the Sommet Education Foundation will leverage its global network of hospitality schools (Glion Institute of Higher Education, Les Roches, École Ducasse, Invictus, and Indian School of Hospitality) to train and open doors to careers in this industry for individuals from diverse and socially disadvantaged backgrounds.

The Sommet Education Foundation will identify talents supported by a network of social partners, including UN agencies, governmental entities and NGOs. Talents will be selected in alignment with the framework of United Nations Sustainable Development Goal number 4, focusing on inclusive education. Funding and support will be provided to educate and empower, particularly youth from impoverished backgrounds and women, while also creating lifelong learning opportunities and ensuring talents are gainfully employed within the sector.

 

Sommet Education Foundation patronage

“Joining the hospitality industry is more than a job guarantee; it is a promise of a rewarding and fulfilling career nurtured by human encounters, passion, cultural exchanges, and experiences,” said Anouck Weiss, Executive Vice-President at Sommet Education Foundation. “By offering scholarships leading to employment opportunities, we aim at offering life-changing opportunities to a new generation of talents and empowering them with the necessary skills to join the thriving hospitality industry.”

The Foundation can already count on Accor as a Founding Patron. The hospitality group has already committed to promoting talent development, fostering social equality, and bolstering economic growth through a first dedicated initiative in India. Steven Daines, Chief Talent & Culture Officer at Accor, said: “As a leading hospitality group, investing in people’s talent is a key priority. Hospitality is a sector that transcends territories and borders. This implies open-mindedness and connection to others. I am proud to be in a sector that promotes cross-border work experiences and multicultural environments”.

Echoing his views, Anne-Sophie Beraud, SVP Diversity & Inclusion & Social Care at Accor, added: “The success of our employees must not be determined by diplomas, origins or nationalities. We want to guarantee each of our talents the opportunity to reach their full potential by preventing inequalities and discrimination.”

Promoting hospitality professions: survey shows strong sector attractiveness and employer voluntarism to attract and retain new talents

 

To inform the Foundation’s roadmap and strategic direction, the Sommet Education Foundation engaged OpinionWay, a pioneering market research institute, to conduct a comprehensive European survey to identify the key factors that attract and retain talents in the hospitality industry. 1,300 young professionals and hospitality HR managers across Europe were interviewed, along with 20 key industry leaders (below) encompassing the broader spectrum of the sector, including hotels, restaurants, travel, tourism, independent, medium-sized and large hotel groups, and high-end retail.

Alain Ducasse, Chef and Founder, École Ducasse

Carole Pourchet, Director General, Majorian

Christelle Grisoni, CEO, Bertrand Hospitality

Christian Catiello, Manager Director Organization, Alpitour World

Christopher Jones, Director General, Brioche Dorée

Cyril Baron, General Manager, Caviar House & Prunier

Eric Frechon, Chef, Meilleur Ouvrier de France

Isabelle de Bardies, Director General – CEO Division, Angelina

Jade Frommer, Co-Founder and CEO, Ephemera

Katrin Melle, Regional Vice President DEI & Talent EAME, Hyatt

Laurent Kleitman, Group Chief Executive Officer, Mandarin Oriental

Maribel Rodriguez, Senior Vice-President, WTTC

Marion Amacker, Associate Director, Morgan Philipps Executive Search

Natalia Bayona, Executive Director, UN Tourism

Nathalie Seiler Hayez, Managing Director, Swiss Deluxe Hotels

Philippe Héry, Managing Director, Hippopotamus

Pierre-Olivier Aguinalin, Chief HR Officer, Hublot (until February 2024)

Sabine Masseglia, Managing Director, St Barts Tourism

Steven Daines, Chief Talent & Culture Officer, Accor

Tigrane Seydoux, Co-Founder, Big Mamma

The research found that the service sector holds considerable appeal for 85% of young professionals across Europe. Three-quarters of young European professionals would be ready to join high-end hotels, restaurants and retail shops, praising the career opportunities, especially internationally, and the people-to-people connections. The survey confirms the overall challenge of the sector throughout Europe, with 59% of HR managers facing employment challenges. 78% state that Generation Z (18 to 28 years old) brings specific challenges around identification, recruitment and loyalty.

 

Hospitality’s unique promise fuels optimism in the sector

Professionals within the sector are resolutely convinced of the depth and appeal of their respective fields, the survey found, with an overwhelming 86% expressing confidence in the sector’s allure. Moreover, they exhibit unwavering faith in their ability to sustain employee commitment, rating it at an impressive 7.5 out of 10.

This sector offers pathways for individuals to advance socially and professionally, regardless of their educational background. It stands out as one of the few industries where individuals can achieve rapid success and take on greater responsibilities over time, effectively climbing the social ladder. This unique promise of upward mobility makes it particularly appealing to many. Furthermore, employers place a premium on motivation, soft skills and service-oriented personalities, prioritising these qualities over formal diplomas and are ready to invest in their talents. The overwhelming majority – 93% of HR managers – emphasise the centrality of training in fostering talent excellence, development and long-term loyalty.

On this subject, Laurent Kleitman, Group Chief Executive at Mandarin Oriental, shared: “Architects design the buildings of tomorrow. I would like people coming out of hospitality schools to be able to design the experience of tomorrow.”

Bristol, HR, HR Software, News

Zellis HCM Cloud 8.0 powers HR and payroll efficiency

  • Zellis HCM Cloud 8.0 includes enhancements to Power BI dashboards and the Zellis Intelligence Platform
  • Latest release adds more automation to National Minimum Wage calculations 

 

Bristol, UK: 30 April 2024: Zellis, the largest provider of payroll and HR software to the UK and Ireland, today announces a series of product developments as the company continues its mission to transform the future of HR and payroll operations.

Significant updates announced as part of Zellis’ HCM Cloud 8.0 release include:

 

Power BI dashboard enhancements

To support greater visibility and progress reporting, Zellis HCM Cloud customers can now compare pay across different diversity, equity, and inclusion (DEI) characteristics such as disability, identified gender, and marital status. Alongside this, HR and payroll teams will be able to view employee commission in addition to existing bonus pay data, allowing this important aspect of remuneration to be measured.

 

Increased automation of National Minimum Wage (NMW) calculations

Zellis HCM Cloud 8.0 also extends the scope of automated NMW calculations relating to key business process events. This includes the calculation of NMW annual hours and will ensure employees who join mid-way through the year are considered correctly – both for monitoring purposes, and for the point at which projected hours are exceeded. These enhancements also apply to the calculation of NMW annual hours for workers who have not exceeded the annual hours threshold and who end their employment mid-way through a pay period.

 

Zellis Intelligence Platform upgrades

Further upgrades to the Zellis Intelligence Platform (ZIP) include automated requests (webhooks) to support absence entitlement and fixed pay elements, enabling customers to build out integrations for key events. In addition, customers can now generate, store, and expose Dead Letter Events, making it easier for HR teams to take appropriate action. The extension of ZIP schema will also incorporate data from Performance Development Reviews (PDR) and training, expanding the data that exists within Zellis HCM Cloud.

Commenting on the company’s 8.0 release, Chief Product Officer, George Dunnett, said: “These developments demonstrate our commitment to supporting customer needs through continued innovation. Zellis HCM Cloud is built for the modern enterprise and all the challenges and complexities that impact HR and payroll operations. The vast majority of our customer base has now upgraded to Zellis HCM Cloud and we’re delighted to see our customers reaping the associated efficiency and productivity benefits.”

 

Also in development is the Zellis HCM Cloud Microsoft Dynamics HR connector, which will enable real-time flow of organisation, employee, and absence data from Microsoft Dynamics HR. Commenting on this, Dunnett added: “By developing a connector to Microsoft Dynamics HR we’re adding further weight to our existing connector offering and strengthening Zellis’ position as the best-in-breed HR and payroll solution for the UK and Ireland.”

Zellis HCM Cloud 8.0 also supports compliance around Guernsey pension auto-enrolment, which comes into effect from the 1st of July 2024, starting with employers that have more than 26 employees. These employers will need to auto-enrol their employees in YIP (Your Island Pension) or another approbated pension scheme, with Zellis HCM Cloud able to support automatic enrolment and assessment, as well as pension scheme set-up.

 

Absence Management, HR, HR News

Rageh Omaar unwell on air: What can employers do if an employee insists they’re well enough to work?

After ITV News presenter Rageh Omaar appeared to suffer a medical episode while anchoring the 10pm news on Friday, questions have been asked around the way in which his bosses handled the emergency.

Mr Omaar was taken to hospital following the News at Ten bulletin, and in a later statement he thanked viewers for their concern, saying that he “had been determined to finish presenting the programme”. ITV colleagues have reported raising concerns about Mr Omaar’s health ahead of the bulletin but said he insisted that he was well enough to present the show.

This raises the question, what can an employer do if an employee insists they are well enough to work?

Gavin Scarr Hall, Health & Safety Director at Peninsula, says “Employers have a duty of care to their employees so the final decision as to whether someone is fit to work should always lie with them. It’s understandable that an employee may want to continue working, whether that’s out of a sense of responsibility in their role, not wanting to let colleagues down, or not wanting to acknowledge any ‘weakness’. But it’s an employer’s responsibility to take the tough decisions when needed.

“In this case, it appears that concerns were raised, and medical attention was sought, but should Mr Omaar have had the final say on whether he was well enough to present, or should bosses have overruled him? Based on the evidence available and without knowing what was happening behind the scenes, I can say that watching him struggle to speak made for uncomfortable viewing and – as a manager – I would not have allowed him to continue.

“If you see a colleague who appears visibly unwell, this should be reported immediately to the resident first aider or the appointed person, as well as the colleague’s manager. If they need first aid, this can then be administered, or further medical intervention sought.

“It is important that a decision on return to work should only be reached after a careful balancing of obligations under the reasonable adjustment duty and the duty to ensure, as far as reasonably practicable, the health & safety of employees and others.

“Carry out an employee wellbeing assessment that considers the nature of their work, how it is organised and managed. Take account of the employee’s physical, psychological, and social wellbeing and how that affects their ability to do their job. Use the information and advice in the employee’s fit note to clarify their fitness for work or as guidance on restricted duties before they return to work, attend a return-to-work review or before completing this wellbeing assessment.

“You should also consider whether there might be any long-term residual disability that could have substantial adverse effects on the person’s ability to carry out day to day activities. If there is, reasonable adjustment to avoid discrimination must be considered. “Should there be a health & safety reason that cannot be avoided the person should not continue in that role. You may have to consider alternative roles or, in the most serious cases, terminating employment.

“However, this step should only be made after the thorough examination of the possibility of adjustment have been made including additional health & safety precautions and in consultation with your HR support.”

Boardroom News, Employee Benefits, HR, HR News, News

New study shows UK employers continue to prioritise employee benefits despite intense cost pressures

New research from REBA & Howden Employee Benefits & Wellbeing

26 April 2024 – A new research report, ‘Benefits Design Research 2024’ from Howden Employee Benefits & Wellbeing and the Reward & Employee Benefits Association (REBA) reveals that cost is the number one factor driving decisions around employee benefits and wellbeing strategies in UK businesses.

Yet, despite escalating concerns regarding costs, employers still place significant importance on employee benefits, with a majority vowing to maintain their existing benefits structures.

The research, conducted amongst REBA members and subscribers representing 1.5 million employees*, explores the impact of internal and external pressures on benefits and wellbeing strategies and design over the past year and key trends emerged:

 

  • Despite half of employers worrying about rising costs, a substantial 70% intend to maintain their current benefits offering.
  • Notably, among the confident third (31%) who anticipate absorbing cost increases, 32% intend to increase their investment in benefits.
  • One key challenge will be securing budget approval. 8 in 10 employers say it is a barrier to investment, highlighting the need for them to show investment ROI and measure benefits to demonstrate value.
  • Two major trends also emerged. 38% planning to allocate resources to financial wellbeing in 2024/25, witnessing a striking 217% surge from 2023 figures.
  • Investment in pension spend is also set to soar.  30% intending to increase their investment in 2024/25, a notable 233% increase from 9% in 2023.
  • Looking ahead, companies will focus on technology and financial wellbeing projects over the next two years.

 

Matthew Gregson, Executive Director at Howden Employee Benefits & Wellbeing said: “Despite increasing costs, employers continue to invest in employee benefits, reinforcing their value both to the business and employees.  Employers recognise prioritising benefits supports business and HR goals such as improving diversity, equity, and inclusion, attracting talent and retaining employees with key skills.

“However, a pressing business concern is risk mitigation. People risk is a growing issue, particularly when it comes to employee health. Annual insurance cost increases can be considerable and are unlikely to significantly reduce in the years ahead. Therefore, ensuring the workforce remains healthy and productive has never been more important.”

 

Top spending areas

Benefit strategies are evolving with adjustments to spending seen in 2023 continuing in 2024/25, as employers adapt to cost pressures from medical inflation and insurance price rises, through to rises in national minimum wage and pension burdens.

To control costs nearly half (49%) plan to review current suppliers to remove duplication and streamline spend in 2024/25; whilst 40% plan to increase spend on benefits technology and 38% on financial wellbeing.

Around a third of employers will increase investment in healthcare benefits, as well as spending on mental wellbeing and enhancing the pension offering.

Of note are the projects and strategic transformations employers are planning for 2024/25 with technology and financial wellbeing projects being the major focus, followed by pensions and retirement adequacy. These are often complex and costly areas, highlighting the seriousness with which employers are taking benefits, despite the tough economic environment.

 

Where improvement is most needed

The top three areas earmarked by employers for improvement this year include communication of benefits (54%); financial wellbeing (47%) and benefits technology (45%).

With more than eight in ten stating that budget approval will be a barrier to change, the ability for companies to demonstrate value and return on investment will be key to future investments.

Gregson says, “Companies must prioritise measuring the impact of benefits to demonstrate value and secure budget. Currently, significant numbers are failing to measure the impact of their benefits on key strategic business objectives, such as employee absenteeism; Diversity, Equity, and Inclusion initiatives; employee wellbeing; retaining and recruiting employees, and employee engagement.”

 

Pensions must be a priority.

Almost one in three (30%) employers plan to enhance their pension offering in the next two years, highlighting that employers increasingly recognise that pensions must be given priority to prevent their employees sleepwalking into a retirement nightmare.

Gregson concludes: “Despite increasing costs, employers continue to invest in employee benefits, reinforcing their value both to the business and employees.  However, moving forwards companies will need to run their programmes more effectively, benchmarking their existing benefits, using data-driven insights to inform their strategies, and ensure they measure the value of their benefits, and manage their stakeholders well.

“Strategic priorities will involve ensuring pension are better funded and performing well, financial wellbeing support is provided for employees and that healthcare and protection benefits are universally available and more effective. Businesses will also need to make better use technology and improve benefits communications to drive value and to measure and demonstrate the value of their benefits programmes to secure support and ensure their aspirations become a reality.”

 

Howden recommends employers take these actions to improve their future benefits strategies and programme design:

  • Baseline their current benefits programme.
  • Understand what to measure and start measuring it.
  • Get a better handle of spending and forecasting of costs.
  • Keep pace with the scale of transformation happening in reward.
  • Don’t forget about the workplace pension.
  • Next steps – create an actionable plan.

To read the report in full click here.

 

*The research was carried out by the Reward & Employee Benefits Association among its approximately 4,400 professional members and 20,000 subscribers during January and February 2024. The survey had 230 responses from employers representing an estimated total of approximately 1.5 million employees.

For more information, please visit www.howdengroup.co.uk

HR, HR News, Wellbeing

Should You Stand or Sit Whilst Working?

As we increasingly recognise the potential health risks associated with prolonged sitting, such as poor posture, back pain, and other physical ailments, it is crucial to thoroughly understand the implications of our daily work routines. This is especially true with the rising popularity of ergonomic solutions like standing desks, which are designed to mitigate these risks by promoting a more active work style. Understanding these health impacts can guide us in making informed choices about our work setups, potentially leading to better health outcomes and improved work performance.

 

The Health Risks of Prolonged Sitting

Labelled as “the new smoking,” excessive sitting has been linked to a host of chronic health issues. According to research, sitting for extended periods can elevate the risk of high blood pressure, abnormal cholesterol levels, cardiovascular disease, diabetes, and certain types of cancer. Studies analysing the effects of sitting on overall health suggest that an average office worker’s sedentary lifestyle could be as detrimental as obesity or smoking. In fact, data from studies involving over a million participants indicate that sitting for about eight hours a day requires 60 to 75 minutes of moderate-intensity physical activity to mitigate health risks.

 

The Benefits of Standing Desks

In response to the dangers of sitting, many workplaces have introduced standing desks to encourage active working styles. Standing while working not only burns more calories but may also lead to weight loss, enhanced energy levels, and increased productivity. Research also points to potential improvements in mood and stress reduction when using standing desks. However, the transition to standing workstations should be approached with caution to avoid new health issues.

 

The Downsides of Excessive Standing

While standing at work can combat the sedentary nature of modern office jobs, too much standing is not advisable. Health experts warn that prolonged standing can lead to lower back pain, leg muscle issues, tendon problems, and varicose veins. A study published in the Ergonomics journal in 2017 highlighted that standing for extended periods could cause discomfort, reduced reaction times, and even mental fatigue after two hours, although it might aid in creative problem-solving.

 

Implementing Anti-Fatigue Solutions

For those who find standing for long periods challenging, incorporating an anti-fatigue mat can provide significant relief. These mats promote subtle leg movements, enhancing blood circulation and reducing discomfort. Available in various designs, some mats focus on muscle stimulation, while others offer more comfort. Using an anti-fatigue mat helps in maintaining natural movement, facilitating calorie burn and comfort during long standing periods.

 

Balancing Sitting and Standing at Work

The key to a healthy workday is balance. Alternating between sitting and standing helps mitigate the adverse effects of remaining in one position too long. Research advocates for a ratio of one hour of standing for every one to two hours of sitting. Using a height-adjustable sit-stand desk can effortlessly integrate this balance into your daily routine. These desks, equipped with high-performance gas lifts or electronic controls, allow for seamless transitions between sitting and standing, ensuring that employees can adjust their work setup according to their comfort needs.

 

While both sitting and standing have their own sets of benefits and challenges, moderation and variety are essential in maintaining health and productivity at work. Employing a combination of ergonomic tools and mindful work practices, such as regular movement breaks and the use of anti-fatigue mats, can significantly enhance your workday wellness. As workplace health continues to evolve, it remains important to stay informed and proactive about integrating health-positive habits into our daily routines.