Category: Culture and change

Culture and change

Q. Can an employer use a trial period to test whether a proposed flexible working arrangement would work?

Yes, an employer and employee may decide that a trial period should be implemented in respect of proposed flexible working arrangements. A trial period allows both the employer and the employee an opportunity to review how the arrangements work in practice, and whether or not they are likely to create any practical difficulties for the employee’s department or for the business as a whole. The employer must notify the employee of its final decision within three months of an employee’s statutory request for flexible working, unless the employer and employee…

31st October 2022

Culture and change

Q. Is an employee who has exhausted their sick pay entitled to notice pay if dismissed on grounds of ill health?

Where an employee has exhausted their sick pay, whether they are entitled to payment during their notice period is a complicated question. It depends on the amount of contractual notice compared to statutory minimum notice. An employee who is going to be dismissed on the grounds of ill health is always entitled to receive notice, and the notice you have to give, will be the greater figure of the contractual notice period and the statutory minimum notice period. Section 88(1)(b) of the Employment Rights Act 1996 provides that the employee…

31st October 2022

Culture and change

How Stay Interviews could help you keep hold of your best employees

I want to talk about the importance of listening to your employees. In HR, we conduct exit interviews when people leave the business to find out the real reasons for people leaving, as this may help us to identify and resolve any key issues in the business. But, in my opinion, the exit interview is often too late! In the current economy, we know how tough it is to find good people, therefore you need to know that your employees are here to stay, so I would like to introduce…

31st October 2022

Culture and change

Do we need an Equality, Diversity and Inclusion policy as this is all I seem to hear about these days?

In short, yes, its probably a very good idea to have one, although its not a legal requirement to have one. We all know how hard it is to find good people at the moment, and being able to demonstrate that you have an EDI policy, could be one thing that your future employees are looking for, the fact that you are looking to have a diverse workforce will be appealing to many prospective employees. It’s important that your actions and internal processes also match what your EDI policy says…

10th October 2022

Culture and change

6 ways to embed Equality, Diversity and Inclusion into your business

Having a diverse and inclusive workplace is important not only ethically but also for improving employee morale, boosting innovation and enhancing business success. It’s not enough for employers to express their commitment to diversity and inclusion in their mission statements and policies. Employers must ensure the concept is embedded in their organisations and that their equality, diversity and inclusion policies are implemented fully and reviewed regularly. 1.Train people managers in diversity and inclusion A working knowledge of discrimination law is crucial to the successful functioning of any organisation. It is…

19th September 2022

Culture and change

Weetabix’s approach to EDI is Inclusion Without Exception

Employee inclusion is an important part of any workplace. Enabling employees to bring their whole selves to work and encouraging and empowering individuality is key. A CIPD blog post explained that inclusion at work occurs “when people feel valued and accepted in their team and in the wider organisation, without having to conform.” The post went on to explain that “inclusive organisations support employees, regardless of their background or circumstance, to thrive at work.” Being able to thrive in an inclusive organisation that celebrates individuality is something that today’s candidate-led…

3rd August 2022

Culture and change

What are you doing in your business to support Equality, Diversity & Inclusion?

What do we really understand about Equality, Diversity and Inclusion (EDI)? Interest in EDI has boomed in recent years – both in the wider political spheres of the Western world and in a more focused way in the workplace. The intense focus on EDI has facilitated open conversations around sensitive subjects – but often with little discussion about how to practically implement EDI policies and practices, as well as training for all your staff to ensure they are aware of their obligations too. With identity politics in the news recently…

3rd August 2022

Culture and change

Find out what Virgin Media are doing to ensure they can attract and retain top talent into their team as well as increasing their profits

When Virgin Media and O2 announced they would be merging in a £31billion mega deal last summer (2021), the newly united firm’s Chief Executive, Lutz Schüler, promised to “connect more people to the things they love (and) support communities across the country.” Nisha Marwaha is their Director, People Relations and Diversity, Equality and Inclusion. Marwaha explained that, at Virgin Media O2, there’s a compelling business case for diverse representation. She stated: “I think there’s a higher likelihood of outperformance (against the competition) with the more diversity you have and given…

3rd August 2022

Culture and change

5 Misconceptions about Equality, Diversity and Inclusion

What do we really understand about Equality, Diversity and Inclusion (EDI)? Interest in EDI has boomed in recent years – but often with little discussion about how to practically implement EDI policies and practices. With identity politics in the news right now following the recent decision to ban transgender men and women from participating in certain sports, it’s easy to fixate on awareness and neglect actionable change that implements the EDI values a business wishes to uphold. However, EDI doesn’t have to be an intimidating subject, and making it easier…

3rd August 2022

Culture and change

Are you a good listener?

The whole of July is “Talk to Us” month and is the Samaritans annual awareness-raising campaign of the importance of us “listening” to friends, family or colleagues to make sure they are OK. Do you need to listen to your employees? The Samaritans are challenging the whole of the UK to become better listeners by sharing expert tips on how to be a better listener and you can find out more about how to a better listener here; https://www.samaritans.org/support-us/campaign/talk-us/ Now, I want to talk about the importance of listening to…

30th June 2022

Category: Culture and change

Q. Can an employer use a trial period to test whether a proposed flexible working arrangement would work?

Q. Is an employee who has exhausted their sick pay entitled to notice pay if dismissed on grounds of ill health?

How Stay Interviews could help you keep hold of your best employees

Do we need an Equality, Diversity and Inclusion policy as this is all I seem to hear about these days?

6 ways to embed Equality, Diversity and Inclusion into your business

Weetabix’s approach to EDI is Inclusion Without Exception

What are you doing in your business to support Equality, Diversity & Inclusion?

Find out what Virgin Media are doing to ensure they can attract and retain top talent into their team as well as increasing their profits

5 Misconceptions about Equality, Diversity and Inclusion

Are you a good listener?

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Meraki HR South:
Unit 5 - The Workshed,
London Street,
Swindon
SN1 5DG

Meraki HR North:
Suite 4, Kendal Business Hub,
South Lakeland House,
Angel Yard, 21-23 Highgate,
Kendal, LA9 4DY

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Category: Culture and change

Filter by

Services

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About

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Meraki HR South:Registered Address:Unit 5 - The Workshed, London Street, SwindonSN1 5DG

Meraki HR North:Office Location:Suite 4, Kendal Business Hub, South Lakeland House, Angel Yard, 21-23 Highgate, Kendal, LA9 4DY

Meraki HR South: Unit 5 - The Workshed, London Street, SwindonSN1 5DG

Meraki HR North: Suite 4, Kendal Business Hub, South Lakeland House, Angel Yard, 21-23 Highgate, Kendal, LA9 4DY

Your people | our passion | your success

© 2022 Meraki HR Solutions Ltd, Terms & Conditions | Privacy & Cookies | Sitemap

Meraki HR South:
Registered Address:
Unit 5 - The Workshed,
London Street,
Swindon
SN1 5DG

Meraki HR North:
Office Location:
Suite 4, Kendal Business Hub,
South Lakeland House,
Angel Yard, 21-23 Highgate,
Kendal, LA9 4DY

Meraki HR South:
Unit 5 - The Workshed,
London Street,
Swindon
SN1 5DG

Meraki HR North:
Suite 4, Kendal Business Hub,
South Lakeland House,
Angel Yard, 21-23 Highgate,
Kendal, LA9 4DY