Tag Archives: workplace

News

Are Paid Commutes the Future?

Business owners believe that commute-related incentives are key motivators for getting employees back into the workplace

Research by financial comparison experts NerdWallet has revealed that 86% of business owners believe that their employees will be more likely to return to offices if their commute was incentivised.

Over three quarters (76%) of business owners believe that if commute time could be included in working hours, employees would be amenable to a more permanent return to the office. This would enable employees to arrive later and leave earlier if they were able to work en route. In fact, over one in four (26%) employers think this will be the most effective measure to encourage employees back into their workplace.

One of the biggest challenges facing employers keen to attract more employees back to the office is the significant financial savings that hybrid working has brought. NerdWallet research has found that employees who were able to work remotely or in a hybrid model, saved, on average, £234 a month by cutting out commuting costs, reducing the appetite for a daily commute.

With many struggling to save for a mortgage deposit in the wake of the rising cost of living and record average house prices (£278,123 in February 2022, according to Halifax’s House Price Index), over a quarter (29%) of employees are prepared to add up to 45 minutes to their commute to afford a property if their commutes were less frequent.*

As a result, employers may need to incentivise the commute to make attending the office a more attractive proposition to the workforce, with NerdWallet’s research suggesting that most employers agree on these hypothetical measures. A large majority of businesses (86%) felt that reimbursing commuting costs would be an effective incentive. This could be implemented in the following ways:

  • 68% agreed with reimbursing commute expenses, e.g. a bus or train pass
  • 67% agreed with paying for parking
  • 64% agreed with cycle to work incentives, g. cash back on bike purchase schemes
  • 63% agreed with grants for electric vehicles used for commuting

In terms of how these incentives could be implemented, employers were asked about how they could be calculated and whether limits would be needed. To ensure equality when introducing commute incentives:

  • 39% felt that a maximum travel distance per day should be set
  • 41% felt that a maximum travel time limit per day should be set
  • 42% felt that a limited number of days’ public transport should be reimbursed

However, more than a third (38%) of employers were more generous, stating they felt public transport costs for the entire working week should be reimbursed if their employees were required to return to the office full-time.

Of the employers who were more open to a hybrid model with three days in and two days remote, 42% thought paid incentives were important to motivate a voluntary return to the office compared with only 21% of those wanting a full-time return to the office. By contrast, 45% of those looking for a full return to the office prefer to make the office space itself a more appealing destination to draw people back in.

NerdWallet’s newly launched Map My Commute interactive tool helps home buyers discover the full range of locations where they can afford to buy or rent a property based on their budget and desired commute time. 

News

The Magic Formula for a Great Workplace

What makes somewhere a great workplace?
Often, when you ask people about what they look for in an employer, the initial focus is on the benefits and perks that make a workplace more flexible, convenient or fun – but this is only part of the picture.
A substantial salary, generous employee benefits scheme, subsidised gym membership, and free onsite canteen might be enough to convince someone to join a company – but is it enough to get someone to stay?
It’s important to make sure that employees are well looked after and rewarded for their service; this is something that all companies should be able to achieve. But to create a great workplace – the kind of place that attracts, retains, and inspires the very best talent – requires more than just the fulfilment of basic, intrinsic human needs.
In this article, Chris Webb, HR Director, Domino Printing Sciences, explains why the foundations of any great workplace lie within a company’s culture, and outlines what he believes to be the magic formula for making somewhere a great workplace.
The purpose of a purpose
A great workplace cannot exist without a strong company purpose.
What is your company’s core reason for being? What unique and positive impact can you have on the world, and how do you intend to achieve this? Find the answer to these questions, and you have your purpose.
You might be asking how this relates to making somewhere a great workplace – let me explain.
Developing a coherent purpose helps to motivate and inspire employees, and, as such, is an essential part of any successful organisation. As human beings, we are inherently social, and so having a unifying belief that aligns us with our colleagues, and with a business as a whole, is crucial to feeling valued.
One of the biggest pitfalls in drafting a company purpose retrospectively is creating something which isn’t true to the business. A purpose needs to be honest and believable to be effective.
At Domino, for example, each word of our purpose was chosen carefully and meticulously, with input from across the whole organisation, in order to adequately reflect who we are as a business.
“To apply industrial printing expertise and reliable solutions to help the world’s manufacturers be sustainable and cut waste while attracting, informing, and protecting consumers.”
Our company purpose is the driving force behind all that we do at Domino – it reflects the importance of our employees and our history of expertise, describes our commercial strengths, underlines our commitment to our customers on a global level, and provides a roadmap for our future development and aspirations as a business.
Living by company values
Company values are the principles that drive a business – those underlying philosophies that support the purpose by emphasising what a business and its employees stand for.
Values also provide insight into what each member of an organisation can expect from their colleagues and the business as a whole. When developed carefully, and truthfully, company values should act as a mirror for individuals, to assess how their actions echo those of the company that they work for. In this way, company values should resonate individually with each member of an organisation, providing an opportunity for self-reflection and learning.
In our case, our chosen values are ‘collaboration’, ‘listening’, ‘expertise’, ‘ambition’ and ‘responsibility’, which together create the acronym ‘CLEAR’.
A culture of collaboration ensures that everyone has an opportunity to express their ideas and to help improve the business. Collaboration helps to broaden perspectives and challenge conventional wisdom so that we can reach better outcomes, together.
One of the ways that we aim to collaborate more effectively is by listening.
If 2020 has taught us anything, it is in the value of listening to the thoughts, ideas, and concerns of our colleagues and customers. As an employer and a business partner, we believe that a company can only succeed if it is willing to listen and learn from the combined experience of all those who work for, and with, it.
We are working to strengthen our expertise, by developing experience in all those areas that our customers turn to us to provide knowledge and understanding. This includes global regulations, Industry 4.0 and smart production, sustainability in manufacturing, and waste reduction.
This focus on building employees’ expertise represents an opportunity for everyone, as we embark on a journey of learning and development and invest in the experts of the future.
Our commitment to ambition is another part of this. We recognise that we have a strong legacy, and we want to make sure that we continue on this trajectory – and progression doesn’t come without challenging the status quo.
Employees need to be free to challenge the normal way of doing things, to share ideas, put forward suggestions, and not be afraid of making mistakes. We recognise the value to be found within a fresh perspective. An open mindset culture and setting challenging goals for continuous improvement allow us to keep evolving our business for growth.
Our fifth company value is reflected in a promise of responsibility. We have a responsibility to our customers to deliver on our promises and fulfil our role as a great business partner, we also have a responsibility to our stakeholders, to the communities in which we operate, and to the environment.
None of this can be achieved without a dedicated workforce.
In this way, I see our primary responsibility as being to our colleagues, to ensure their safety and wellbeing, and provide an environment where they can learn and develop, to be the best version of themselves, for their own benefit, and that of the business.
The magic formula
An honest purpose and a set of clear values together provide a shared framework and mindset for employees, a magic formula which, when done right, positively impact the employee experience and provide the building blocks of a truly great workplace.
Of course, competitive salaries and a generous employee benefits scheme are important – but they are just one small part of what makes a company a great workplace. A much bigger part of this is having something that everyone shares, everyone can believe in, and everyone can all work together to achieve.

Please visit: www.domino-printing.com

Events, Export, Law, News

UK and US law firms join forces for free webinar on conducting transatlantic business

A Shrewsbury-based law firm is joining forces with a leading legal firm in the US to host three online seminars about the challenges and opportunities of transatlantic business.

The free event will bring together a panel of top legal and accounting professionals from both countries with speakers from Shrewsbury-based legal firm Aaron and Partners, Ohio-based legal firm Wegman Hessler and accountancy firm Dyke Yaxley, which has offices in both the UK and US, as well as world-renowned guests.

Stuart Haynes, Partner and Head of Aaron and Partners’ specialist International team will also be joined by guest speaker Michael Weidokal, an expert in international economics, global trade and political risk.

Taking place on Thursday, February 25, at 4.00pm, and being attended by businesses on both sides of the Atlantic simultaneously, the event is the first in a series of three webinars which aim to provide advice to businesses on US and UK trade opportunities. The first session will focus on the global economic outlook and will explore the impact this has on international business strategy.

Stuart said: “The global economy has been crippled by the events of this year, with the coronavirus pandemic causing the largest global recession in history. On top of this, the UK economy has had to face the consequences of Brexit, whilst in the US they’ve endured a period of political unrest.

“However, now is the time for businesses to look ahead and explore the many positive opportunities that will be arising. The UK has, and will continue to, trade with many countries outside of the EU, and the US has proved to be a strong partner and we expect that relationship to become even stronger in the years ahead.”

Michael Weidokal is one of the world’s leading experts and sought-after keynote speakers focused on issues that are impacting the global economy and the international business climate.

“It’s an honour to have Michael Weidokal as a guest speaker for this session – he has an impressive reputation and his insights into the issues impacting the global economy will be invaluable.

“Together with Wegman Hessler, we’ll be providing practical advice and insights into the legal aspects of international trade from both a US and UK perspective, as well as offering expert advice on financial and tax planning from the team at Dyke Yaxley.”

The event is of particular interest to businesses already operating in or considering entry into the UK/US market. To find out more, or reserve your space on the webinar visit: https://www.aaronandpartners.com/event/globalview-2021/

HR News, Law, News

The impact of working from home on mental health: what do employers need to know?

A team of employment lawyers have joined forces with leading mental health charity, Wirral Mind, to help businesses support employees that are continuing to work from home.

Paul Hennity and Steven Davies, Employment Law Solicitors at Aaron & Partners, provided expert advice and practical tips to help employers understand more about mental wellbeing and the impact remote working can have on individuals.

They were joined by Rachel Gilbert, Training Manager at Wirral Mind, for the session, with the team also answering a range of frequently asked mental health questions that have emerged throughout the coronavirus pandemic.

Paul explained that with millions of UK workers forced to work from home due to the restrictions put in place by the Government, employers have faced many unique challenges that come with managing remote workforces.

He said: “A better and more positive working environment, where there is a focus on good mental health improves productivity, team morale and contributes to a positive reputation for your business.

“However, with research suggesting that 80 per cent of people in the UK felt that working from home had negatively impacted their mental health, employers are having to navigate an incredibly challenging period.

“COVID-19 and the subsequent national and regional lockdowns have affected all of our lives in one way or another and the situation has created a lot of uncertainty for everyone,” added Rachel.

“Employers must recognise the importance of supporting employees’ wellbeing and need to understand that everyone has experienced challenges and losses during this period.

“That’s why, together with Aaron & Partners, we wanted to answer some commonly asked questions to help employers understand the impact working from home has had and continues to have on employees, and how they can better support their mental health.”

Some of the key questions to come from the session have been listed below with advice from the speakers:

1. Is there a duty on the employer even if the employee doesn’t have any obvious signs of mental health struggles?

Steven Davies explains that in contrast to physical impairments, mental impairments can often be more difficult to identify, and that can put an increased duty on employers to think carefully about mental health issues, which can so often be invisible.

Under the Equality Act, several mental health issues can amount to a disability, and a common misconception is that employers that don’t know an employee is disabled can’t be liable, which we know is not always true due to the way in which the Equality Act is worded. So, whilst an employer is not under a duty to make a reasonable adjustment if they do not know that the employee has a disability, the Act suggests that, in some circumstances, employers do have a duty to take the necessary steps to investigate if an employee has a disability, even where it may not be obvious.

2. If you’re concerned about a member of staff’s mental health, how should managers approach it?

Employers should take the time to think about what they would need in that situation, and often employees talk about needing simple things like time, reassurance, respect and to be listened to, says Rachel Gilbert.

She continued to explain that it’s important when you approach an employee, to give them your full attention, plan a time to address employees concerns and don’t be afraid to ask how someone is and to show genuine concern for their wellbeing.

When you do approach an employee, there are three important things you could do to start the conversation. Firstly, note what you have observed, state your concerns and give reassurance and work with the person.

3. If an employer doesn’t recognise the signs of an employee struggling with their mental health, what are the potential risks?

Steven highlights that a failure to recognise those signs can have a negative impact on the workplace, and there is evidence that workplaces with good mental health are far more productive. So, recognising the signs of poor mental health early, and taking steps to improve the situation will have a positive effect on both the employer and the employee.

However, there are also legal consequences that we must consider, including claims for disability discrimination, and possibly unfair dismissal as well. An employment tribunal can order employers to pay compensation for loss of earnings due to the discrimination, and that is uncapped. They can also award compensation for any hurt or distress the employee has suffered because of that discrimination, which is referred to as an injury to feelings in law. There is also the potential for personal injury claims if the employee has experienced stress or depression from the employer’s inaction.

This could all result in expensive litigation, which can involve significant management time and legal costs which aren’t usually recoverable in employment tribunals.

4. How can managers help employees stay motivated and engaged whilst working from home?

Rachel highlights that we all have mental health, and we all need to look after it as we would with our physical health. From an employer’s perspective, having open and honest discussions about mental health and the importance of it can be really beneficial.

It’s important to remind people to be taking regular breaks during the working day and think about how you can support them in doing things in and out of working hours that can help to improve their mental health, whether that’s getting good sleep, keeping a good work life balance, exercising or maintaining a good daily routine.

It’s really important to regularly check in with people and make sure that they are OK, ask whether there is anything they need from both a physical or mental health point of view or even from a workload point of view.

5. Is there a point where working from home could be considered a permanent change to the place of work in an employment contract and would this cause employees’ rights to change?

This is a really interesting question and something that many employers may not have considered, and which has received very little commentary explained Steven. In addition to the express terms contained within a written contract of employment, which, amongst other things,would usually set out where an employee is required to work, it is important to remember that a term can also be implied into a contract of employment by virtue of custom and practice, even if it is not expressly stated.

In determining whether this is possible or not, consider if the practice has been followed, without exception, for a substantial period of time.The longer this period, the more likely it is to become a term of the contract. Therefore, applying these principles, I think it is possible, in the future, that working from home could become an implied term of an employees’ contract. However, at this stage of the pandemic, my opinion is that it would be difficult for an employee to argue an implied terms to work from home because for most employers it is clearly a temporary measure put in place as a result of government restrictions and guidelines.

Jobs, News, North of England

Employment opportunities as unCrazed create over 30 new vacancies in Yorkshire

unCrazed, a celebrity-entertainment publication delivering pop culture news without bias, is supporting those out of work by creating over 30 job vacancies. Initially, the intention is to encourage local people that are facing difficult times, particularly due to the pandemic, to apply for a role within the company in the Kingston-upon-Hull and East Riding of Yorkshire area.

The overall goal is to expand these vacancy opportunities across the United Kingdom, particularly focussing on recruiting in the North Yorkshire area and beyond before starting a recruitment phase in London boroughs.

unCrazed hosts some of the biggest names in Hollywood on a podcast that is entering into the second season on Apple Podcasts, Spotify, Anchor and all major platforms. Alongside this, www.uncrazed.com receives over 1 million readers per months on Apple News alone and provides trustworthy content to readers that is fact-checked before publishing.

Details can be found at www.uncrazed.com/jobs – further information will be placed on the website as to when applications will be made public.

News

Exclaimer is proud to announce the launch of a new product: Exclaimer Cloud – Mail Archiver

Exclaimer, provider of world-class email signature management solutions, has launched Exclaimer Cloud – Mail Archiver, which is to be added to the company’s portfolio of solutions.

By 2023, the number of active email users is expected to reach nearly 5 billion, with 347 billion emails being sent daily. The role of email remains critical and has grown in importance since the start of the COVID-19 pandemic, which has required most businesses to adopt remote working practices.

Email data needs to be preserved, protected, and easy to search in order for companies to be able to respond quickly and accurately to legal disputes and investigations. Exclaimer Cloud – Mail Archiver is a new corporate email archiving solution for Cloud customers, enabling highly efficient email archiving for Microsoft 365 (formerly Office 365) and Google Workspace (formerly G Suite).

Benefits of Exclaimer Cloud – Mail Archiver include:

• Fast and Efficient E-discovery
Exclaimer Cloud – Mail Archiver has a rapid e-Discovery search capability across both email and attachments, meaning time is not lost looking for correspondence or by reducing staff productivity. It is essentially a ‘black-box flight recorder’ for email.

This is particularly important when electronic data (including email) needs to be sought, located, secured, and searched with the intent of using it as evidence in a civil or criminal legal case or for audits, internal investigations or regulatory compliance. Exclaimer Cloud – Mail Archiver ensures that only certain users can search their colleagues’ email, for instance as part of an eDiscovery process, and having done, so an audit report of their activity is shared ensuring full transparency and accountability.

• Keeping email information secure
Research shows 32 percent of organizations have no policies in place to prevent employees from deleting important content and 74 percent of organizations have been asked to produce employee email as part of legal action.
With Exclaimer Cloud – Mail Archiver, historical email data can be thoroughly secured and locked away for when it might be needed again. It maintains a tamper-evident audit trail that is admissible as evidence in court and means companies will be able to respond quickly to legal disputes and investigations.

• Meeting compliance needs
The back-up functions in many mainstream email platforms are not reliable archiving tools. Exclaimer Cloud – Mail Archiver supports increasing regulatory compliance that requires business email data to be retained.

Speaking about its latest product offering, Ben Manning, Head of Product Management at Exclaimer said:

“We are pleased to announce the launch of our distinctive email archiving solution Exclaimer Cloud – Mail Archiver. It’s a unique proposition, which not only provides staff with quick access to all historical email data, but also protects and preserves important business information. Our latest offering capitalizes on Exclaimer’s enviable reputation for value, excellent service, and world-class support.”

Environment News, News

Whitepaper finds manufacturing workers are still being exposed to dangerous levels of air pollutants in the workplace

A new whitepaper by Global Action Plan and Zehnder Clean Air Solutions finds the quality of the air in the manufacturing sector continues to be underplayed and not acted upon with workers in the UK still being exposed to unhealthy levels of airborne hazards and pollution. The whitepaper further presents a renewed case for tackling air pollution in industry workplaces with urgent actions for policy makers, regulators and manufacturers.

The whitepaper, titled “With Every Breath We Make: Ensuring Healthy Air for Manufacturing Workers”, identifies:

  • An estimated 440,000 workers with health conditions that are exacerbated by air pollution are still being exposed to unhealthy levels of airborne hazards and pollution in manufacturing workplaces.
  • The presence of airborne hazards causes production issues, product quality and that impacts profit margins.
  • Current regulation allows levels of airborne hazards and pollution that are dangerous to manufacturing workers’ health.
  • Regulation enforcement is not meeting the necessary standards.

Urgent action is required to protect workers who are unable to work remotely given increasing evidence shows that poor air quality worsens underlying health conditions that make a person more vulnerable to complications if they contract COVID-19 and workers in the manufacturing sector are at greater risk of being exposed to dust, toxic particles and pollution.

The most urgent action from the whitepaper, which is supported by the Trade Unions Clean Air Network (TUCAN) and the Hazards campaign, is to call on the government to update regulation to lower the acceptable limits for air pollutants in the industrial workplace, echoing the call from the Institute of Occupational Medicine (IOM) and Trades Union Congress (TUC) that limits be changed to 1mg/m3 for respirable dust from the current 4mg/m3 COSHH trigger.

In addition to the government call, the whitepaper further advises that regulators review exposure limits of all air pollutants, beyond current regulation and in line with new research which finds that airborne hazards can cause health conditions including heart attacks, cancer, diabetes, cognitive function, and depression. This includes launching long-term research programmes which combine air quality monitoring in manufacturing sites with tracking of workforce health issues.

Manufacturers are also urged to review the business case for action on air pollution, with help from the authorities and adopt measures to eliminate airborne pollution.
For an exclusive overview of the whitepaper, regulators, manufacturers and professionals in the health & safety sector are invited to attend a free virtual seminar, “Every Breath We Make – Ensuring Healthy Air for Manufacturing”. On November 5th at 12pm, Global Action Plan and Zehnder Clean Air Solutions will present an exclusive overview of the whitepaper and provide further detail on the latest scientific evidence as well as what manufacturers can do to protect their workers and advocate for better practices in the sector. Additional guests include MP Geraint Davies, Chair of the All Parliamentary Group on Air Pollution (APPG) and Graham Petersen, Founder of Greener Jobs Alliance.

The full whitepaper, titled With Every Breath We Make: Ensuring Healthy Air for Manufacturing Workers, can be downloaded here: www.cleanairworkplaces.org

Chris Large, Co-CEO, Global Action Plan: “Manufacturers are increasingly paying attention to employee wellbeing, especially as workplaces look to become COVID-secure, but the quality of the air and the working environment continues to be underplayed as a foundation of good employee wellbeing. Regulators must enforce lower limits to protect the hidden heroes who have continued to work throughout the pandemic, especially given ongoing research increasingly links poor air quality to the worsening of COVID-19 symptoms. Current regulation continues to allow unacceptable levels of airborne hazards and pollution that are dangerous to manufacturing workers’ health.”

Ben Simons, Head of Clean Air West Europe, Zehnder Clean Air Solutions: “We’ve been working with our clients in the manufacturing sector for a decade now so we’ve come to understand the importance of Clean Air to their businesses. What this report highlights is both the serious health issues that need to be addressed to protect workers but also the opportunities that there are for businesses to take positive steps which in many cases will be more than paid back by increased efficiency.
Given the challenges posed for the sector in this moment, along with Global Action Plan we felt the urgency to share this with as wider audience as possible to give manufacturers the knowledge and guidance to help them understand the changes they can make now to put their business and people in a heathier, more sustainable position for the long term.

We also want to appeal to lawmakers to ensure that these long-term health effects are not ignored in the current health crisis and that we take the time now to set a course for UK manufacturing that supports its successes in the next decade and beyond.”

Hilda Palmer, Hazards Campaign and the Trade Unions Clean Air Network (TUCAN): “The full harm and inequalities to workers caused by toxic chemicals and dust in workplace air is not captured by official figures but is enormous, killing tens of thousands each year, making hundreds of thousands seriously ill. Trade union safety reps using their full legal rights to consultation, involvement in risk assessments and safe systems of work, have reduced workers exposure to many toxic substances, and made union organised workplaces far safer and healthier. We welcome this initiative to increase the rights of all workers to reduced exposure levels and increased enforcement of health and safety law, especially the control hierarchy of the Control of Substances Hazardous to Health, COSHH, Regulations. Workers and trade unions are at the forefront of the fight to eliminate and substitute harmful substances first, use effective engineering controls, administrative controls next, and PPE only as a last resort.

Trade unions in TUCAN want to create cleaner jobs for all workers and citizens by removing unequal exposure to the toxic substances that kill and make them ill.”

Business Research, News

It’s harder to progress at work in prestigious companies, but promotion comes with a greater reward – new research into football reveals why

Highly talented workers join prestigious firms, according to new research by the University of Cologne, Bielefeld, Braunschweig and the California State University, East Bay.
The study, conducted by Professor Oliver Gurtler, confirms that it is harder to advance in a competitive firm, but the promotion is higher valued by the labour market.

This leads the most talented workers to join prestigious firms in an attempt to receive promotion, while less talented workers join less competitive companies where their promotion is more likely but less rewarded by the labour market.

The researchers used data from players who were newly transferred to the German Bundesliga between 2010 and 2017. They examine how the decision of players to join a specific club affects their chances of promotion and the development of their market values.

“We used football data in our analysis because the availability of detailed information regarding players’ characteristics and their performance allowed us to test the implications of out model in a very clean and direct way,” says Professor Gurtler.

Being promoted and receiving playing time is shown to be harder on talented rosters. Those players who still get promoted despite facing strong intra-club competition see their market value to increase the most. The positive signal of job promotion is the biggest for the youngest workers, as their talent is relatively unknown.

“Workers face different challenges in different firms – in some, workers may find it relatively easy to progress since the level of competition is low and while at first this seems beneficial, other potential employees would not be overly impressed due to the lack of competition,” says Professor Gurtler.

Deutscher, C., Gürtler, M., Gürtler, O., & DeVaro, J. (2020). Firm choice and career success-theory and evidence. European Economic Review, 103470.

Appointments, Law, News

Top lawyer joins key Deeside business advisory board

A top Insolvency lawyer from legal firm Aaron & Partners has been appointed to the board of the Deeside Business Forum (DBF) to help support businesses in the region.

Mark Davies, a Legal 500 listed Insolvency Partner and full member of R3, The Association of Business Recovery Professionals, brings a wealth of experience to the board having advised businesses on all aspects of insolvency – from recovery to restructure – for more than 33 years.

He also takes on the role of a volunteer advisor in the DBF’s Business Advisory Team, which has been established to support businesses in North Wales who are facing complex issues as a result of the coronavirus crisis.

Mark said: “It’s a huge honour to have been asked to join the DBF board and I’m pleased to be able to bring a new set of complementary skills to such a highly-regarded organisation. My hope is to provide positive support to businesses to help them survive this uncertain period and any challenges they may face in the future.

“There are so many complex issues that can arise during challenging economic times and over the years I’ve dealt with a huge range of them, which is why I wanted to offer my experience and support to those businesses who are struggling right now.

“DBF is a fantastic organisation that has done amazing things for the North Wales business community and I’m looking forward to playing a part in its continued efforts to help businesses across the region.”

Alongside Mark, Steve Davies from Aaron & Partners’ Employment Law team and Claire Flavin from the Corporate and Commercial team have offered their services to the community having also volunteered to be part of the Business Advisory Team.

The business advice service is the only service of its kind in the UK and is made up of over 40 volunteers with expertise ranging from finance to strategic planning, HR and legal.

Askar Sheibani, Chair of DBF said: “It’s great to be able to welcome Mark to the DBF board. He brings a unique set of skills and expertise that will be a huge asset to the DBF.

“I’d also like the thank Aaron & Partners for offering their time and expertise to our free business advisory service. With many businesses in our region facing a huge number of extraordinary challenges, there was a desperate need for the kind of advice the team could provide.

“At DBF, our aim is to help as many businesses as possible, no matter what their challenges are, and we couldn’t do that without the help of our highly experienced board members and volunteers.”

Coronavirus, COVID-19, Employment Law, HR News, Law, News

Top lawyers warn of issues businesses may face as workplaces reopen

Leading law firm Aaron & Partners has outlined the potential new challenges HR professionals, business owners and managers may face as employees across the UK start to return to the workplace following the lockdown period.

A team of lawyers from the firm have warned that the risks of contracting the virus coupled with the government guidance regarding mitigating them, mean that workplace policies and practices will need careful consideration and will likely require changes before workplaces can reopen.

Claire Brook, an Employment Law Partner at Aaron & Partners said: “The impacts of COVID-19 have been significant and businesses have had to make considerable changes to the way they operate. For HR professionals and managers, this has meant making business critical decisions whilst managing a range of unfamiliar people issues presented by the pandemic.

“As the government begins to ease its lockdown measures, employers will no doubt be planning for some form of return to the workplace in the near future, with some sectors already allowed to return as long as it is safe to do so. However, it’s clear that the workplace will be very different from the pre lockdown situation and employers need to consider the government guidance regarding the changes they need to make.”

Layla Barke-Jones, a Senior Associate in the Dispute Resolution team at Aaron & Partners, added: “Health and Safety will be one of the greatest concerns for employees returning to work. Carrying out a risk assessment is a statutory requirement for employers and businesses need to carefully plan and implement measures to ensure their workplace is safe for employees to return to.

“To offer some help and guidance and avoid potential disputes, we’ve produced a list of five likely issues that could arise as people return to their place of work to help HR professionals, business owners and managers navigate this period.”

1. Mental Health

The CIPD reported that mental health related absence is the most common cause of long-term sickness absence in UK workplaces and we expect that this will increase as a result of the coronavirus pandemic. Some employees may have experienced bereavement, financial pressure, reduced motivation, increased anxiety, feelings of isolation, depression or even post-traumatic stress.

Employers have a duty to consider the welfare of employees and this includes mental health and wellbeing, therefore they should consider how they can support employees experiencing poor mental health whilst they are working remotely, and once they return to the workplace. Regular communication with employees will be vital as individuals will have had different experiences during this time.

2. Health and safety issues

Health and wellbeing of employees and visitors is paramount and extends beyond the workplace doors and into the lives of everyone they come into contact with – it’s not a tick box exercise but a crucial step in being able to beat the disease and get back up and running.

Each workplace will have its own unique set of challenges and will need to think carefully about the risk of spreading coronavirus and carry out a thorough risk assessment, a helpful aid could be to think of three categories – people, surfaces and space and the risks of spreading coronavirus attached to each. The government has published industry specific guidance, found here: https://www.gov.uk/guidance/working-safely-during-coronavirus-covid-19.

The key is to communicate the measures that are put in place, monitor compliance and review. Given how quickly things are changing it will be essential to do this regularly (perhaps daily at first) and in line with the changes in government advice.

3. Increase in Flexible Working Requests

Whilst there is no right to flexible working (it is simply a right to request), employers should consider the appropriate response to requests and proactively consider the health and safety requirements.

It’s important to take a fair and consistent approach towards flexible working requests to avoid any potential claim for unfairness, grievances and/or potential discrimination claims under the Equality Act 2010.

4. Differing experiences of furloughed and non-furloughed employees

Careful consideration should be given to return to work relations as each individual will have had a very different experience during lockdown depending on their personal circumstances. This will also include the different work experiences between non-furloughed and furloughed employees.

HR teams have the opportunity to shape a supportive culture and environment to reduce the risk of tensions and/or any escalation or inappropriate outbursts at work.

5. Bereavement issues

Many employees will have suffered bereavement during this period and beyond the existing framework on bereavement leave and pay, those affected may have been faced with the trauma of saying goodbye to their loved one remotely (or may not have even had that chance at all).

Employers should consider the potential long-term support they can offer, and any adjustments, such as a phased return to work, additional mental health support or flexible working hours that may be appropriate for an employee who has suffered bereavement in this way.

For further advice, please visit https://www.aaronandpartners.com/