Effective employee management is the cornerstone of a thriving workplace. However, it comes with its fair share of challenges that employers need to navigate. From travel disruptions caused by strikes to school closures and managing temporary closures, these challenges require careful planning and a proactive approach. In this guide, we will delve into these common employee management issues and provide practical insights to help employers overcome them.
Securing a new recruit can be a cause for celebration, but it’s not uncommon for candidates to back out, leaving employers in a lurch. This can be frustrating as there’s often no recourse. To prevent this, strive to maintain an attractive and competitive workplace. It’s not just about pay; factors like flexibility and career progression matter. Stand out with a positive workplace culture to retain potential hires.
Different months often see increased reliance on employee overtime. Ensure you have opt-out agreements for adult workers who may exceed the 48-hour weekly limit, including overtime. Don’t forget mandatory rest breaks, which still apply in most cases. Check your contracts for any enhanced rights regarding rest. Clarify pay arrangements to avoid disputes.
Even short-term, fixed-term employees should be treated fairly. Issuing a contract of employment is crucial, and remember that not renewing a fixed-term contract counts as a dismissal. Seek advice before the contract ends to avoid legal issues.
Some employees may delay booking holidays, leaving a surplus at year-end. Remind them to plan and utilise their entitlement. Most will respond well to gentle nudges.
These challenges can test an employer’s mettle, but with proactive strategies and good communication, they can be navigated successfully.
Travel strikes, such as those affecting public transportation or rail services, can significantly impact an organisation’s operations. When employees face difficulties commuting to work due to strikes, it can result in delays, absenteeism, and decreased productivity.
These disruptions affect not only the employees directly impacted but also the entire workforce. Projects may be delayed, deadlines missed, and customer satisfaction compromised. Additionally, employees who do manage to make it to work may experience increased stress and frustration.
Employers need to be proactive in understanding the potential consequences of travel strikes and have contingency plans in place. This may include flexible work arrangements, remote work options, or temporary adjustments to work schedules. By addressing these challenges effectively, employers can minimise the negative impact on their business operations and maintain employee morale.
School closures and teacher strikes can pose significant challenges for employers. When employees have children affected by these disruptions, it can lead to difficulties in balancing work and family responsibilities. This may result in increased absenteeism, requests for flexible work arrangements, or last-minute schedule changes.
Employers must be prepared to address these issues proactively. Implementing flexible work policies, such as remote work options or adjusted schedules, can help employees manage their childcare needs during these disruptions. Clear communication with employees about available support and resources is crucial.
Furthermore, understanding that employees may be facing added stress and anxiety due to these circumstances is essential. Employers can foster a supportive workplace culture by acknowledging these challenges and offering assistance where possible. By taking these steps, employers can maintain productivity and employee morale during school closures and teacher strikes.
An employee has said they are unable to come to work because the school/nursery is closed or other childcare arrangements have broken down. Is the employee entitled to time off?
Regarding an employee’s request for time off due to school or childcare disruptions, it’s important to note that employees have a statutory right to unpaid time off for dependants. This right comes into play when an employee needs to address unforeseen issues with the care of a dependent, such as a child.
Employees should promptly inform you of the reason for their absence and provide an estimate of how long they expect to be away from work due to dependent care needs.
It’s crucial to understand that this provision isn’t limited to employees with children. Any employee who experiences unexpected disruptions in caring for a dependent, which could include elderly parents, is eligible for dependent care leave. This demonstrates the broad scope of circumstances that can trigger the need for such leave.
Regarding employees unable to work due to adverse weather conditions or flooding, it’s crucial to first review employment contracts and past practices to determine if there’s a contractual right to pay during such circumstances. Legally, employees typically wouldn’t be entitled to pay in this situation.
However, as an employer, you have the discretion to consider payment for employees unable to commute due to adverse weather. While not legally mandated, this can foster positive employee relations. Ensure fairness and consistency among employees in such cases and explicitly state that any payment is at the company’s discretion. Be aware that regular payments in this context might establish a custom and practice, potentially obligating you in the future.
Depending on your business and the role, remote work might be a practical alternative. In such cases, employees should be compensated for their work.
Regarding employees requesting to use a day’s holiday due to adverse weather conditions, if they have sufficient accrued leave, you can permit this. It can benefit both parties by ensuring the employee doesn’t lose income, and it reduces accrued holiday days for later use. While you can suggest using a holiday, employees cannot be forced to do so unless proper notice is under holiday regulations.
Unexpected business closures can disrupt operations and impact employees’ livelihoods. Employers can navigate such challenges by having a clear plan in place.
By proactively addressing these aspects, employers can minimise the impact of unexpected closures on employees and maintain a positive reputation in challenging times.
In conclusion, navigating common employee management challenges requires proactive measures and effective communication. Retaining new recruits, managing overtime, and handling fixed-term employees demand a careful approach that combines legal compliance with employee well-being.
While challenges like “no-show new starters,” “holiday hoarders,” and unexpected overtime can be daunting, they are not insurmountable. By staying informed, implementing best practices, and fostering a positive workplace culture, employers can mitigate these hurdles and ensure the smooth operation of their businesses.
Remember, employment laws and regulations are continually evolving. Seeking professional guidance and staying abreast of the latest updates is essential to addressing these challenges effectively. By doing so, employers can create an environment where both the workforce and the business thrive.
Common travel disruptions include public transportation strikes, road closures due to accidents or construction, and adverse weather conditions that impact commuting.
You can address absenteeism by implementing flexible work arrangements, allowing remote work when feasible, and communicating with employees about alternative commuting options.
Support working parents by offering flexible work hours, additional paid time off, or temporary childcare solutions. Consider developing policies that specifically address these situations.
To prepare for temporary closures, create clear emergency protocols, establish remote work capabilities, and maintain open communication with employees to ensure their safety and productivity during such situations.
You can require remote work if employees have the necessary resources and it’s feasible for the job. However, be mindful of individual circumstances, and make accommodations when needed to support employees during challenging times.