Tag: wellbeingatwork

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Understanding UK Paternity Leave: A Call for Change

Statutory UK paternity leave remains limited and financially inaccessible for many families. Eligible employees can take one or two weeks of paternity leave, paid at £187.18 per week or 90% of average weekly earnings (whichever is lower). This rate is significantly below the national minimum wage, making it difficult for many fathers to take time off without financial strain.

The government has proposed making paternity leave a day-one right. However, the change does not include any increase in pay. This omission leaves the core issue unresolved.

In response to these shortcomings, the grassroots campaign, The Dad Shift, is calling for a more equitable and inclusive approach to parental leave. On June 11 2025, they are organising a nationwide “Dad’s Strike”, a symbolic day of action. Fathers and co-parents are encouraged to take the day off to highlight the inadequacy of current paternity leave policies.

The Dad’s Strike on June 11 takes place during Men’s Health Week 2025. This event offers a timely opportunity to reflect on how workplace policies affect men’s wellbeing. While the week covers a wide range of health issues, the strike draws attention to the role of parental leave in supporting mental health. In the UK, men account for three-quarters of suicides, and one in eight men experiences a common mental health problem like anxiety or depression.

Research shows that early involvement in caregiving can reduce stress and improve emotional wellbeing for fathers. Yet, with only two weeks of low-paid leave, many must return to work before they’ve had a chance to adjust. This is a missed opportunity for both families and employers.

A new report from the Women and Equalities Committee, published on June 10, 2025, delivers a stark assessment of the UK’s parental leave system. The report concludes that the current framework is “fundamentally flawed,” particularly due to low statutory pay and limited leave for fathers, which discourages uptake and reinforces outdated gender roles.

At just two weeks of paternity leave, the UK lags significantly behind many European countries. For example, Sweden offers 90 days of paid paternity leave, while Spain provides 16 weeks of fully paid leave for both parents.

The Committee urges the government to raise statutory paternity pay to 90% of average earnings for the first six weeks. This change would align it with maternity pay. They also recommend incrementally extending paternity leave to six weeks. Moreover, it should be made accessible to self-employed parents, who are currently excluded from support altogether.

 Without bold reform, the UK risks falling further behind in promoting gender equality and supporting modern family life.

Why This Matters for Employers

Employers have a unique opportunity, and responsibility, to lead the way in supporting working fathers.

Here’s how:

  • Enhance paternity leave policies – Go beyond the statutory minimum by offering longer and better-paid leave.
  • Promote flexible working: Encourage shared caregiving through flexible hours and remote work options.
  • Foster a supportive culture: Normalise paternity leave and challenge outdated gender norms in the workplace.

    The Business Case for Better Paternity Leave

    Investing in paternity leave isn’t just a matter of fairness — it’s a strategic advantage. Forward-thinking employers are recognising that supporting fathers at work leads to measurable business benefits across the board.

    Boosted Retention and Reduced Turnover

    When employees feel supported in balancing work and family life, they’re more likely to stay. Enhanced paternity leave helps reduce costly turnover, particularly among new parents navigating major life transitions.

    Higher Engagement and Productivity

    Fathers who are given time to bond with their children return to work more focused, less stressed, and more loyal. This translates into stronger performance and a more engaged workforce.

    Progress Toward Gender Equality

    Encouraging men to take parental leave helps level the playing field for women. It reduces the “motherhood penalty” and supports a culture where caregiving is a shared responsibility — not a gendered one.

    Stronger Employer Brand

    Companies that offer inclusive, family-friendly policies are more attractive to top talent. This is especially true for younger generations. They prioritise work-life balance and values-driven employers.

    Alignment with ESG and DEI Goals

    Enhanced paternity leave supports broader Environmental, Social, and Governance (ESG) and Diversity, Equity, and Inclusion (DEI) commitments. It signals that your organisation is serious about equity and wellbeing.

    Looking Ahead

    As Men’s Health Week and the Dad’s Strike highlight the challenges faced by working fathers and co-parents, this is a pivotal moment for HR leaders to reflect, and take action. Supporting families in the workplace isn’t just a symbolic gesture; it’s a long-term investment in building inclusive, resilient, and future-ready organisations.

    By rethinking parental leave policies, embracing flexibility, and fostering a culture where caregiving is valued regardless of gender, employers can drive meaningful change. A more equitable approach to paternity leave strengthens families, supports employee wellbeing, and helps close persistent gender gaps in the workplace.

    If you’d like to find out more about how you can support families in the workplace, contact us today for an initial chat.

    References:

    https://www.acas.org.uk/paternity-rights-leave-and-pay

    https://committees.parliament.uk/publications/48254/documents/252625/default

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    How Employee Volunteering Powers Culture & Impact

    Volunteers’ Week is a time to recognise the incredible contributions of volunteers across the UK. But it’s also a powerful opportunity for employers to reflect on the role volunteering can play in the workplace. Supporting employee volunteering isn’t just good for society—it’s also good for business.

    In this post, we’ll explore the benefits of volunteering for employees, as well as the advantages for employers. Learn how to get involved during Volunteers’ Week, and also discover why creating a culture of community engagement and social impact can boost your brand, your people, and your bottom line.

    The Benefits of Volunteering for Employees:

    A Stronger Sense of Purpose

    Volunteering connects people to causes they care about, helping them find meaning beyond their day-to-day roles. This sense of purpose can lead to greater motivation as well as fulfilment at work.

    New Skills and Experiences

    Volunteering offers hands-on opportunities from project management to public speaking. It helps develop transferable skills in real-world settings. These skills are especially valuable for early-career professionals.

    Improved Mental Wellbeing

    Studies show that volunteering can reduce stress, combat loneliness, and improve overall mental health. As a result, it’s a great way to recharge and build resilience.

    Broader Networks and Perspectives

    Volunteering introduces employees to new people, communities, and ways of thinking—broadening their horizons and fostering empathy and inclusion.

    The Business Benefits of Employee Volunteering

    When employees thrive, so does your business. Here’s how supporting volunteering benefits employers:

    Boosts Employee Engagement and Retention

    Employees who volunteer through work report higher levels of job satisfaction and also loyalty. Volunteering fosters a sense of pride and connection to the company’s values.

    Develops Leadership and Teamwork

    Volunteering helps employees build soft skills like communication, collaboration, and leadership—skills that directly benefit your teams and projects.

    Enhances Employer Brand and Corporate Social Responsibility

    A strong volunteering programme strengthens your corporate social responsibility (CSR) profile and helps attract purpose-driven talent.

    Builds Community Connections

    Supporting local causes helps your business become a trusted and valued part of the community. It opens doors to partnerships and positive publicity.

    How Employers Can Get Involved in Volunteers’ Week

    • Promote volunteering opportunities internally and encourage staff to take part.
    • Offer paid volunteer days to make it easier for employees to contribute.
    • Partner with local charities or community groups to create meaningful experiences.
    • Celebrate your volunteers—share their stories on your website and social media.

    Make Volunteering Part of Your Culture

    Volunteers’ Week is the perfect time to launch or refresh your employee volunteering strategy. Whether it’s a one-off team day or a long-term partnership, your support can make a lasting impact.

    By investing in volunteering, you’re not just supporting communities—you’re building a stronger, more connected, and more motivated workforce.

    If you’d like to find out more about corporate volunteering, contact us for an initial chat.

    Resources

    https://volunteeringmatters.org.uk/our-work/employee-volunteering/

    https://reachvolunteering.org.uk/partner-us

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    Boosting Employee Retention Through a Positive Work Culture

    Employee retention is a critical aspect of any successful business. High turnover rates can be costly and disruptive, affecting productivity and morale. As an employer, it’s essential to understand the factors that contribute to employee satisfaction and loyalty. One of the most significant factors is a positive work culture. With Employee Appreciation Day coming up on March 7th, now is the perfect time to reflect on how you can enhance your retention efforts by fostering a supportive and engaging workplace culture.

    The Importance of Employee Retention

    Retaining talented employees is vital for several reasons:

    • Cost Savings: Hiring and training new employees can be expensive. Retaining existing staff reduces recruitment and onboarding costs.
    • Productivity: Experienced employees are more efficient and require less supervision, leading to higher productivity.
    • Morale: High turnover can negatively impact team morale. A stable workforce fosters a positive work environment.
    • Customer Satisfaction: Long-term employees build stronger relationships with customers, leading to better service and loyalty.

    The Correlation Between Work Culture and Retention

    A positive work culture is a powerful tool in retaining employees. When employees feel valued and part of a supportive culture, they are more likely to stay with the company. Here are some ways to build a strong culture that enhances retention:

    1. Encourage Open Communication: Foster an environment where employees feel comfortable sharing their ideas, feedback, and concerns. Regularly hold team meetings and one-on-one check-ins to maintain open lines of communication.
    2. Promote Work-Life Balance: Support your employees in achieving a healthy work-life balance by offering flexible work hours, remote work options, and wellness programs. Encourage taking breaks and annual leave to prevent burnout.
    3. Recognise and Reward Achievements: Implement recognition programs to celebrate employees’ accomplishments. This can include Employee of the Month awards, performance bonuses, and public acknowledgments.
    4. Invest in Professional Development: Provide opportunities for employees to grow and develop their skills. Offer training programs, workshops, and mentorship opportunities to help them advance in their careers.
    5. Foster Inclusivity and Diversity: Create an inclusive culture where diversity is celebrated. Ensure that all employees feel respected and valued, regardless of their background. Promote diversity in hiring and create employee resource groups.
    6. Encourage Team Building: Organise team-building activities and events to strengthen relationships and build a sense of community. This can include team outings, workshops, and social events.
    7. Lead by Example: Leadership plays a crucial role in shaping workplace culture. Demonstrate the values and behaviours you want to see in your employees. Show empathy, integrity, and respect in all interactions.
    8. Provide a Positive Work Environment: Ensure that the physical workspace is comfortable and conducive to productivity. This includes ergonomic furniture, adequate lighting, and a clean, organised environment.
    9. Empower Employees: Give employees autonomy and trust them to make decisions. Encourage them to take ownership of their work and provide opportunities for them to lead projects.
    10. Celebrate Milestones and Successes: Acknowledge and celebrate both individual and team achievements. This can be done through company-wide announcements, celebrations, or small tokens of appreciation.

    Celebrating Employee Appreciation Day

    Employee Appreciation Day on March 7th is an excellent opportunity to put these strategies into action. Here are some ideas to celebrate this special day:

    • Host a Company-Wide Event: Organise a fun event, such as a luncheon, picnic, or virtual gathering, to show your appreciation.
    • Give Thoughtful Gifts: Consider giving small, thoughtful gifts or tokens of appreciation, such as gift cards or personalised items.
    • Public Recognition: Use your company’s communication channels to publicly recognise and thank employees for their hard work and dedication.

    Conclusion

    Employee retention is crucial for the success of any business. By fostering a positive work culture and showing genuine appreciation, you can create a work environment that encourages loyalty and reduces turnover. As Employee Appreciation Day approaches, take the time to reflect on how you can enhance your retention efforts and celebrate the invaluable members of your team.

    Remember, a strong culture and a little appreciation go a long way in building a committed workforce.

    If you’d like to have support on this or any other HR or recruitment issues, contact us today for an initial chat.

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    The Rise of Flexible Work: Benefits and Strategies for Success

    In recent years, the way we work has undergone a profound transformation. The traditional 9-to-5 office model is no longer the gold standard, as more businesses and employees embrace the benefits of flexible working. Whether it’s remote work, hybrid schedules, or compressed workweeks, flexibility is quickly becoming the norm—and for good reason. However, some larger organisations, such as Amazon, Boots and Asda, are now requiring head office employees to return to the workplace, reigniting the debate over the best approach to modern work arrangements.

    Changes to UK legislation on 6th April 2024 now mean that employees have a day one right to request flexible working and can make two requests in a 12-month period. Employers must consider a request within 2 months, and cannot refuse unless the employee has been consulted, and only if they can prove it’s due to one of the business reasons set out in the Employments Rights Act 1996.

    The Benefits of Flexible Working

    Increased Productivity

    Contrary to early concerns, studies show that flexible working can boost productivity. Employees who have control over their schedules tend to be more focused and efficient. Without the distractions of a traditional office, many workers find it easier to meet deadlines and complete tasks with higher quality.

    Better Work-Life Balance

    One of the biggest advantages of flexible work is the improvement in work-life balance. Commuting less (or not at all) allows employees to spend more time with family, pursue hobbies, and maintain their wellbeing. This, in turn, leads to happier and more engaged employees.

    Talent Attraction and Retention

    In today’s competitive job market, offering flexibility is a game-changer. Companies that embrace remote and hybrid work are more likely to attract top talent and retain employees for longer. Workers value the freedom to design their schedules, and businesses that support this will see increased loyalty and job satisfaction.

    How Businesses Can Implement Flexibility

    Set Clear Expectations

    For flexible working to succeed, companies must set clear policies. Expectations regarding availability, communication, and deadlines should be well-defined to ensure productivity remains high.

    Ensure Flexibility Meets Business Needs

    While flexible working offers numerous benefits, it must align with business objectives. Employers should evaluate how different flexible work arrangements impact operations, customer service, and overall efficiency. A balance must be struck between employee preferences and business requirements to ensure success.

    For instance, designating specific days for in-office work can enhance team management, development, and collaboration, while allowing employees to work from home where more focussed work is needed. It’s not about choosing one over the other but rather finding a balance based on evidence. A well-structured hybrid model enables businesses to harness the advantages of both remote and in-person work effectively.

    Expand Access to Different Forms of Flexibility

    Despite the common thought that flexible and hybrid working is only suitable for certain industries, expanding access to various forms of flexibility—such as different start and finish times, compressed hours, job-sharing, and shift-swapping—can provide better options for employees across all job roles and sectors.

    Invest in Technology

    Technology plays a crucial role in enabling flexible work. Businesses should provide employees with the right tools—video conferencing, cloud storage, and project management software—to collaborate effectively, regardless of location.

    Focus on Results, Not Hours

    Shifting the focus from hours worked to results achieved is essential. Measuring performance based on outcomes rather than clocking in and out fosters a culture of trust and accountability.

    The Future is Flexible

    The shift towards flexible working is not just a trend—it’s the future of work. However, for it to be truly effective, businesses must prepare properly by setting clear expectations, providing the necessary support, and fostering a culture of trust. Companies that take a structured approach to flexibility—balancing employee needs with business priorities—will benefit from happier employees, increased efficiency, and a stronger workforce. As we move forward, flexibility should be seen not as a perk, but as a necessity for a thriving, modern workplace.

    More information about flexible working can be found by downloading our factsheet

    If you would like to chat to us about any other HR or recruitment issues, please contact us today.

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    New Year, New Goals: Setting Resolutions for Success in the Workplace

    As the calendar turns to a new year, it’s the perfect opportunity to reflect, reset, and refocus on our goals—both personal and professional. For employees, this is an excellent time to think about career growth, workplace wellbeing, and how to make the most of the year ahead. Here’s how you can approach New Year’s resolutions and goal-setting in a meaningful and achievable way.

    The Importance of Goal-Setting

    Setting clear, actionable goals can have a profound impact on your professional life. Goals help provide direction, improve focus, and create a sense of accomplishment. Whether it’s mastering a new skill, improving productivity, or strengthening team collaboration, having a clear plan keeps you motivated and engaged.

    How to Set Effective Goals

    To ensure success, consider adopting the SMART criteria for goal-setting. SMART stands for:

    1. Specific: Define exactly what you want to achieve.
    2. Measurable: Include criteria to track your progress.
    3. Achievable: Set goals that are realistic given your resources and time.
    4. Relevant: Align your goals with your broader career or organisational objectives.
    5. Time-bound: Establish a clear deadline to maintain momentum.

    For example, instead of saying, “I want to improve my communication skills,” try, “I will complete a professional communication workshop by June and practice presenting during monthly team meetings.”

    Goal Ideas for the Workplace

    Here are some suggestions to inspire your professional resolutions:

    • Career Development: Enroll in a certification course or attend industry conferences.
    • Wellness: Prioritise work-life balance by setting boundaries around work hours.
    • Collaboration: Commit to improving teamwork by participating in more cross-departmental projects.
    • Leadership: Take on a mentoring role or lead a project to build leadership skills.
    • Efficiency: Explore new tools or methods to streamline your daily tasks.

    Tips for Sticking to Your Goals

    1. Break Goals into Smaller Steps: Divide larger objectives into manageable tasks.
    2. Track Progress Regularly: Use tools like journals, apps, or check-ins with a mentor to stay on track.
    3. Celebrate Milestones: Acknowledge your achievements along the way to stay motivated.
    4. Stay Flexible: Adjust goals as needed to account for changing circumstances or priorities.
    5. Share Your Goals: Discussing your goals with your manager or colleagues can provide accountability and support.

    How Employers Can Support Goal-Setting

    Managers and HR teams play a crucial role in fostering an environment where employees can thrive. Here’s how:

    • Provide Resources: Offer training programs, mentorship opportunities, and access to professional development tools.
    • Encourage Open Communication: Regular check-ins create a space for employees to discuss their goals and challenges.
    • Recognise Achievements: Celebrate successes to boost morale and show appreciation for employees’ efforts.
    • Promote Wellness: Encourage a culture that values mental and physical health to help employees perform at their best.

    Looking Ahead

    The start of a new year is brimming with potential. By setting thoughtful, achievable goals, you can create a roadmap for professional growth and personal satisfaction. Remember, goal-setting isn’t just about reaching the destination; it’s about embracing the journey, learning, and celebrating your progress along the way.

    Here’s to a successful and fulfilling year ahead!

    If you would like further support in setting goals or any other HR or recruitment issues, please contact us today for an initial chat.

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    Encouraging Employees to Take a Well-Deserved Break: Maximising Holiday Entitlement as We Approach the End of the Year

    For a lot of organisations, the end of the holiday year is fast approaching, and it’s a great time for employers to review how their teams are managing their holiday entitlement. Holiday entitlement and usage play a crucial role in promoting employee wellbeing, productivity, and long-term job satisfaction. Encouraging employees to make the most of their holiday allocation can be beneficial for everyone involved, especially as we head into the festive season. Here’s why, and how employers can proactively support their team in taking a well-deserved break.

    The Importance of Using Holiday Allowance

    Encouraging your team to take regular breaks is more than a formality, it’s an investment in their wellbeing. Taking time off helps employees recharge, reducing the risk of burnout and fatigue. Studies show that employees who use their annual leave are generally more productive and engaged. A well-rested employee returns to work refreshed, often with renewed creativity and problem-solving abilities, which ultimately benefits the company.

    Regular holidays help prevent the build-up of unused leave, easing the year-end pressure for both staff and employers. Balancing workloads while meeting project demands is challenging when employees feel they can’t afford to take time off. Encouraging holidays throughout the year eases this burden and helps everyone plan more effectively.

    Annual Leave Carryover Rules from 1 January 2024: Key Points

    General Carryover: Workers can usually carry over up to 8 days of unused leave into the next year, with employer approval.

    Additional Leave: If a worker has more than the standard 28 days of leave, their employer may allow the extra to be carried over. Specifics will be in the contract or company policies.

    Family-Related Leave: Workers unable to take leave due to maternity or family leave can carry over up to 28 days into the following year.

    Sick Leave: If a regular-hours worker misses leave due to sickness, they can carry over up to 20 days, which should be used within 18 months. This applies at the normal pay rate.

    Irregular and Part-Year Workers: If affected by sickness, irregular or part-year workers can carry over up to 28 days, to be used within 18 months.

    A worker will be entitled to carry forward into the next year the leave that they should have been entitled to take if:

    • the employer has refused to recognise a worker’s right to annual leave or to payment for that leave
    • the employer has not given the worker a reasonable opportunity to take their leave and encouraged them to do so; or
    • the employer failed to inform the worker that untaken leave will must be used before the end of the leave year to prevent it from being lost

    If carryover is permitted, emphasise the benefits of taking holidays while also clarifying deadlines for using carried-over leave. Carrying unused leave over for too long might result in employees scrambling to use it up, potentially leading to last-minute absences that affect team productivity.

    Encouraging Holiday Planning in Advance

    Encourage employees to review their remaining leave balance as early as possible. A gentle nudge from managers can go a long way, prompting employees to plan for a well-deserved break while there’s still ample time.

    Providing access to easy-to-use holiday booking software or implementing a simple approval system can streamline the process, making it less daunting for employees to request time off.

    Supporting a Healthy Work Culture Around Holiday Usage

    Creating a culture where holiday usage is encouraged and supported can be invaluable. Some employees might hesitate to use their leave, fearing that it could reflect poorly on their dedication. Managers can play an active role in dispelling this notion by demonstrating the importance of taking time off.

    Encourage managers and senior staff to model this behaviour by taking their own holidays and actively encouraging their teams to do the same. Normalising time off shows employees that using holiday is not only accepted but is an important part of a healthy work environment.

    Handling End-of-Year Pressures and Balancing Business Needs

    As the end of the year approaches, balancing employee holidays with business needs can become a juggling act. Encourage managers to have conversations with employees about their holiday plans and business needs. By planning early and staying transparent about peak periods, both parties can agree on a balanced approach that works for everyone.

    To cover critical business areas, consider temporary coverage solutions for the busiest times or cross-training team members to ensure that essential tasks are managed, even when employees are out.

    Supporting employees to take their holiday leave before the end of the year, understanding carryover rules, and encouraging proactive holiday planning are key steps in ensuring both employee satisfaction and business continuity. By promoting a positive holiday culture, businesses can create a more engaged, balanced, and productive workforce.

    For more support with this, or any other HR or recruitment issue, please contact us to arrange an initial chat.

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    New UK Sexual Harassment Laws: What Employers Must Know

    According to a poll carried out by the TUC over 1000 women in 2023, three in five women have said they have experienced sexual harassment, bullying or verbal abuse at work.

    Sexual harassment can deeply affect an employee’s mental and physical well-being, disrupting both individual productivity and the overall workplace culture.

    What is sexual harassment in the workplace?

    In the UK, sexual harassment in the workplace is defined under the Equality Act 2010. It occurs when someone engages in unwanted conduct of a sexual nature that violates the dignity of a worker or creates an intimidating, hostile, degrading, humiliating, or offensive environment. The key aspects include:

    1. Unwanted conduct: This refers to behaviour that the recipient did not invite or welcome and finds distressing or offensive. It can be verbal, non-verbal, or physical.
    2. Sexual in nature: The conduct must be of a sexual nature, such as inappropriate comments, sexual advances, touching, or suggestive gestures.
    3. Impact on the individual: The behaviour must have the purpose or effect of violating the individual’s dignity or creating an intimidating, hostile, or offensive environment.

    Sexual harassment can be perpetrated by anyone in the workplace—colleagues, managers, clients, or others—and applies to all workers, regardless of their gender. 

    The Worker Protection (Amendment of Equality Act 2010) Act 2023 will come into force on 26th October 2024. This important legislative update reinforces the responsibility of employers to prevent sexual harassment in the workplace.

    Under this updated act, all employers are required to take ‘reasonable steps’ to prevent sexual harassment from occurring. This duty applies during the entire course of an employee’s time at work, signalling a clear shift toward proactive prevention rather than just reactive measures. Employment tribunals will have the authority to uplift compensation by 25% if employers have been found to have breached the new duty.

    Employers will be expected to:

    • Create and communicate clear anti-harassment policies
    • Engage employees, through surveys, 1-2-1’s, etc, to ensure they are aware of the policy, how they can report sexual harassment, and the implications of breaching the policy.
    • Carry out regular risk assessments to establish where sexual harassment could occur
    • Train all employees, on how to recognise sexual harassment, what to do if they experience or witness it, how to handle complaints of sexual harassment.
    • Ensure third-party harassment (eg, from customers, suppliers) is recognised and dealt with as seriously as by that of a colleague.

    The new sexual harassment legislation is more than just a set of rules—it’s a critical step toward creating workplaces that prioritise dignity and respect for all employees. It sends a clear message that harassment in any form will not be tolerated, and it empowers individuals to speak up without fear of retaliation.

    For more information or support contact us today to arrange an initial chat.

    Resources:

    https://www.legislation.gov.uk/ukpga/2023/51/section/1

    https://www.equalityhumanrights.com/employer-8-step-guide-preventing-sexual-harassment-work#step-3-assess-and-take-steps-to-reduce-risk-in-your-workplace

    https://www.tuc.org.uk/news/new-tuc-poll-2-3-young-women-have-experienced-sexual-harassment-bullying-or-verbal-abuse-work

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    Maximizing Workplace Health and Productivity with a Cycle-to-Work Scheme

    Encouraging employees to cycle to work not only benefits the environment but also promotes a healthier and happier workplace.

    What is the ‘Cycle to Work’ scheme?

    • A Government scheme that allows employees to ‘hire’ a bicycle (and equipment) for a certain period of time (usually 12-18 months), with the choice to purchase at around 25% of the market value at the end or extend the hire period for 3 years (this option requires a small refundable deposit with no further repayments, and the employee can either return the equipment at the end or keep it with no further cost)
    • It is a ‘salary sacrifice’ employee benefit, meaning the employee agrees to give-up a certain amount of pre-tax salary for a benefit. The employee will benefit from paying less tax and NI contributions on their remaining salary.
    • The employer will need to be registered with one of the ‘Cycle to Work’ scheme providers
    • Basically, the employer will purchase the equipment, and the employee will hire it, making monthly instalments through salary.
    • Only employees who pay tax under PAYE are currently eligible for the scheme; if the deductions take an employee’s salary to below the National Minimum Wage, that employee will not be eligible.

    A cycle-to-work scheme offers several potential benefits for employers, including:

    • Healthier, more productive staff who may take fewer sick days
    • Savings on employer national insurance contributions
    • A reduced carbon footprint for the organisation
    • Lower demand for employee parking or reduced parking costs
    • Enhanced benefits package

    For employees, the primary advantage is the ability to get a new bike and accessories, with no upfront costs and no interest on monthly instalments.

    Additional benefits include reduced commuting costs and the positive health and wellbeing impacts of regular exercise.

    Here are some other practical tips for employers looking to support and promote cycling within their organization:

    • Provide Secure Bike Storage:

    Ensure safe and convenient parking for bicycles to give employees peace of mind.

    • Install Shower and Changing Facilities:

    Make it easy for employees to freshen up and change after their ride, especially for those with longer commutes.

    • Organize Group Rides and Events:

    Foster a sense of community by organising group rides, safety workshops, or cycling challenges.

    • Promote Health and Environmental Benefits:

    Highlight the health benefits and environmental impact of cycling, encouraging more participation.

    • Offer Incentives:

    Provide incentives like mileage allowances, wellness points, or recognition for employees who regularly cycle.

    • Educate on Safety:

    Provide resources or training on safe cycling practices and local bike-friendly routes.

    By making cycling a convenient and appealing choice, you can enhance employee wellness, reduce your carbon footprint, and create a more engaged and motivated team.

    Further Resources:

    https://www.gov.uk/expenses-and-benefits-bikes-for-employees

    For more support on this or any other HR or recruitment topics, contact us

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    The Hidden Heroes: How to Support Unpaid Carers in Your Workforce

    This Carers Week, we shine a spotlight on the incredible, yet often unseen, contributions of unpaid carers. There are 5.7 million carers in the UK and it is estimated that they save the economy £162 million a year. These are the individuals who tirelessly support their loved ones, balancing care responsibilities with their personal and professional lives. The dedication and resilience they display every day is nothing short of remarkable, particularly as they often faced with many challenges:

    Emotional Strain –  The emotional weight of caring for a loved one can be immense, often leading to stress and burnout.

    Financial Hardship –  Many unpaid carers face financial difficulties due to reduced working hours or the need to leave their jobs entirely.

    Lack of Support –  Accessing the right support services and resources can be a constant struggle.

    As employers, we have a pivotal role in supporting these unsung heroes. Here are a few ways we can help:

    1. Flexible Working Policies: Offering flexible hours or remote work options can make it easier for carers to manage their responsibilities.

    2. Carers’ Leave: Carers are entitled to 1 weeks unpaid leave a year, which allows them to attend to urgent needs without fear of job loss.

    3. Culture of Open Communication: Carers will feel comfortable approaching their line manager, making conversations about the challenges they are facing easier

    4. Carer’s Passport: Similar to the disability passport, this can be used to guide conversations, and record the challenges faced and support that maybe needed by the carer. You can find more information here

    5. Employee Assistance Programs (EAPs): These can provide vital mental health support and resources.

    6. Raise Awareness: Create an inclusive workplace culture where the challenges of unpaid carers are understood and respected.

    7. Carer Networks and Support Groups: Encouraging the formation of support groups within the workplace can foster a sense of community and shared understanding.

    Let’s use this week to not only celebrate but also commit to ongoing support and recognition for our unpaid carers. They are the backbone of many families and communities, and their wellbeing is crucial to our collective success.

    If you’d like to find out more about how you can support carers in your organisation, contact us today for an initial chat.

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    Embracing Connections in the Workplace

    In our fast-paced world, where technology often replaces face-to-face interaction, feelings of loneliness are becoming increasingly common, not just in our personal lives but within our professional community as well.

    Next week is Loneliness Awareness Week (10-16 June), and we’re highlighting the impact of loneliness in the workplace and how employers need acting now to bridge the gaps that can lead to isolation.

    Loneliness can have significant implications for the workplace. Studies have shown that loneliness can lead to reduced employee engagement, decreased productivity, increased absenteeism, and higher turnover rates (1).

    By encouraging a culture of connection and community, employers can enhance employee wellbeing, build resilience and improve overall business performance.

    Open Communication: Create an environment where employees feel comfortable sharing their thoughts and feelings. Regular check-ins and open-door policies can make a big difference. Ask someone how they’re doing and really listen to their response. Showing you care can make them feel valued and connected.

    Support Line Managers: Provide training for managers in how to identify and support those employees who may be experiencing loneliness, and how to build better connections within their team, paying particular attention to home and hybrid workers. Employers must also recognise and address loneliness in managers themselves, as they can be at increased risk.

    Promote Social Interactions: Organise team-building activities, coffee breaks, or after-work gatherings to help employees build relationships beyond work-related interactions.

    Support Work-Life Balance: Encourage employees to take breaks, pursue hobbies, and spend time with loved ones. A balanced life outside of work can reduce feelings of loneliness.

    Recognise and Appreciate: Acknowledge employees’ efforts and achievements. Feeling valued and appreciated strengthens their sense of belonging.

    Small Gestures, Big Impact: Sometimes, the smallest gestures can have the most significant impact. A friendly smile, whether it’s to a colleague in the hallway or a stranger on the street, can really brighten someone’s day.

    Addressing loneliness at work is crucial and requires more than a quick fix. Employers must actively listen to their employees’ needs and cultivate workplace cultures that not only encourage more opportunities to interact, but also, and perhaps more importantly, ensure those connections develop into positive, good quality interpersonal relationships.

    If you need further HR support, contact us today for an initial chat.

    1. https://www.redcross.org.uk/about-us/what-we-do/we-speak-up-for-change/loneliness-at-work
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