Policy & procedures design or review, management & strategy, specialist project support, onsite & offsite HR
Policy design, reviews & audits, site inspection, accident investigation, mitigating risk, IOSH training
Enhancing capabilities, cultivating high-performing teams, transforming team effectiveness
Strategy development, culture & change, employee engagement, succession planning, DEI
Management development, coaching, workshops & online learning academy
Confidential calls & reporting, secure case management, policy best practice & compliance
Expert tax, audit & advisory services
Financial planning, cash flow modelling, retirement planning
Read about AAB People
Meet the specialists
Join the AAB People team
Latest news from across AAB People
Our latest industry insights
Explore insightful client stories
Managing remote teams, remote onboarding, virtual onboarding
AAB People / Sectors / Business Services
Following the general election and the appointment of a new Labour Government, we can expect upcoming changes in employment law. A “New Deal for Working People” was a key element of Labour’s campaign, committed to giving voices to workers, improving their terms and conditions, and ensuring protections at work.
Labour has pledged to implement this new deal within the first 100 days of being in power, setting a deadline of October. However, the comprehensive details of the plan have not been released yet, and further development is needed over the coming months. We view this as an evolving situation and believe it is unlikely the entire plan will be fully operational within this ambitious timeline due to the need for further clarity and consultation on procedural requirements. Within the new deal, Labour outlined significant changes to be implemented and we have set out a brief summary of some of these below. However, it’s important to remember that it would be premature to make structural changes to your organisation as the evolving situation is exactly that, evolving. With no certainty in this area, our advice is for everyone to keep calm, don’t panic but keep yourself appraised of the situation. That’s why we’ve pulled together some key highlights of what’s been shared so far.
Employees will have increased rights from day one, eliminating qualifying periods for unfair dismissal, flexible working, sick pay, and parental leave.
Currently, there is a three-day waiting period before employees are entitled to statutory sick pay, but the Government plans to make this a day-one right, which could be implemented quickly given that similar measures were temporarily introduced during the pandemic.
Although no more qualifying periods for unfair dismissal is proposed, we do not see this being an easy thing to implement quickly and Government will need further clarity, and consultation on the procedural requirements before it can be brought into force. If implemented, it is important to note that this will not prevent fair dismissal, organisations will still be able to operate probationary periods and the aim of this change will be to ensure that new employees are not dismissed without reason and will help to drive standards within workplaces.
Labour has proposed to move towards a single status of ‘worker’ instead of employees, workers and self-employed having different levels of employment rights and protection. This will mean that all workers will have equal employment rights and we believe this could be difficult to implement due to the complexity of determining the employment rights each category of worker currently has, and therefore, we would expect this to fall outside of the 100 days that Labour has committed to.
The Labour Government proposes to make the National Minimum Wage (NMW) reflect the real Living Wage and will remove the age bandings attached to NMW which they believe to be discriminatory to ensure every worker is entitled to the same living wage. If implemented, this could mean organisations being required to give pay rises to their workers. It is likely that this will not be put into action until 2025 as NMW rates are annually reviewed and typically released in April each year. Any proposed changes or new implementations we would expect to align with this timeline.
Labour proposes to make significant changes to the zero-hour contracts, they aim to ban exploitative zero-hour contracts to ensure all jobs have a baseline level of security and predictability and that workers have the right to a contract that properly reflects their regular hours of work. It is important to know that this change will not prevent organisations from offering fixed-term contracts which are important in industries that offer seasonal work.
Labour has proposed to end ‘fire-and-rehire’ so that workers can properly negotiate their terms and conditions with their employers.
It will become mandatory to report on disability and ethnicity pay gaps to tackle workplace inequalities. Many larger organisations are already reporting on this, and it will only be mandatory for organisations of 250 employees or more, suggesting that this change may not significantly impact workplaces.
Even though the reporting requirement for disability and ethnicity pay gaps is mandatory for organisations with 250 employees or more, smaller organisations should also be vigilant and ensure they are compliant. By adhering to these standards, even smaller organisations can contribute to combating discrimination in the workplace and promoting equality. This proactive approach not only aligns with legal obligations but also fosters an inclusive and fair work environment for all employees, regardless of the organisation’s size.
Labour has proposed to strengthen trade union rights. They plan to implement new rights designed to empower unions in their efforts to recruit, organise, and secure improved conditions for their members. These measures include streamlining the process for unions to gain official recognition, ensuring a fair right of entry for union activities within workplaces, and enhancing protections for union representatives and officials.
Given the significant impact of these changes, trade unions will naturally want to be actively involved in the development and implementation of these changes. Their participation is crucial to ensure that the measures are effective and truly beneficial for their members. Therefore, this collaborative process is likely to extend the timeline for these changes to come into action, as it will require thorough discussions, negotiations, and potential adjustments based on union feedback.
As we adapt to a new Labour Government, it is crucial for us to stay updated on the latest developments and understand their implications for our clients. We are dedicated to ensuring our clients remain well-informed and supported during these transitions in employment law. Our commitment is to provide guidance and assistance in navigating any forthcoming changes, ensuring that our clients are equipped to manage them effectively.
In the meantime if you have any questions or need further information, please don’t hesitate to get in touch with James Richardson, or your usual AAB People contact.
Proud to support a diverse range of clients
Leaders within organisations.
Supporting leaders to improve and build their own capabilities. Problem-solving. Advising clients on problems and opportunities. Fine tuning what clients really need and working alongside them to deliver results.
All sectors.
Based in Belfast, Emer Hinphey is a Partner in AAB People. Emer was the CEO and Co-Founder of Think People Consulting, which has become part of AAB People. Emer’s approach is the same as AAB People’s: practical and pragmatic; bespoke to the size, culture, and objectives of each unique organisation. Emer works with the team to develop and implement business-propelling people and culture solutions and sustaining lasting partnerships with clients, many of whom Emer has worked with for years, even decades!
“I have a history of building strong, honest relationships with clients, some of which I can now call friends. It’s hugely rewarding to help a client either individually or for the sake of the business, to bounce off ideas and develop approaches that optimise opportunities for them in the short and long term. I really thrive in client facing work and have enjoyed the opportunity to work across industry sectors and with scaling business to global PLCs. It can be challenging at times to juggle the differing demands, I really enjoy the range of work involved – it suits my personality and certainly never gets boring!”
“We’re a people-centred business but tech is certainly where a lot of the future opportunities lie. We’re benefitting greatly from a tech-enabled approach that sees us delivering leadership programmes around the world.
We also work on global face to face projects. One of our high-profile global clients recently commented on an event we ran for 120 of their leaders coming together from around the world: “this is the best quality event we have run for many years.” We can be perceived as small being based on the island of Ireland, but I’m proud that the knowledge and skills we have as team and AAB Group are world class!”
“Having co-founded a business myself, I bring an entrepreneurial mindset to the job and can relate to the feelings and situations that a lot of my clients experience. Being a leader requires a level of assertiveness, bravery, and an ability to make sure your voice is heard in a way that people respect and hear you. I believe the success of our client base is a testament to the level of new thinking we bring to an organisation and individual, no matter where they are in their journey.”
“It’s important that HR people see themselves as businesspeople and build the expertise required to deliver genuinely differentiating commercial and strategic solutions for the organisation. The industry is improving but there’s still a long way to go – if we can learn anything from the past few years, it’s that people and culture need to be seen as a strategic component, not just firefighting!”
Start-ups. SMEs. Investor-Backed Businesses. Internal HR Teams. Business Owners & Directors. Medium-Sized Companies. Large Organisations. Large International Organisations.
HR Strategy. Improving HR Functions. Employee Relations Management. HR Meeting Support. Coaching & Supporting Managers. HR Strategy Development. Investigation & Disciplinary procedures. Managing Grievances.
Industrial. Not for Profit. Public Sector. Leisure, Retail & Hospitality. Professional Services. Family Business. Technology. Construction & Property.
Ursula Henderson is a Senior HR Consultant based in our Belfast office. Ursula’s main role is engaging with management and employee teams to understand the root cause of any issues, and providing expert advice and guidance to bring about a lasting resolution. She works with many clients on long-term improvements for their human resource response to reduce the number and significance of issues that arise over time.
Ursula works across a mix of public, private and third sector industries, for companies ranging from large scale manufacturers to smaller independent businesses and charitable organisations of all sizes.
“To my mind, the ideal client relationship is one that is based on mutual trust; where they trust the support that I give them, and I trust that they have given me all the information I need to provide that support. My clients can always expect expert knowledge, reassurance and professionalism from me, as well as solutions that are tailored to their specific needs.”
“I like to look at any situation that is brought to me from all angles, just because a company has ‘always done it this way’ does not mean that it has to continue to do that. I feel that it is my responsibility to generate a solution that will resolve a situation, and if that is very different to how the business operates, I see it as my responsibility to help the client understand why this is the best fit and how to implement it so that it is its most effective. At the same time, I quite like Status Quo – Rockin’ All Over the World is one of my favourites, so if a tried and tested method is the best solution, I am equally happy to go down that route!”
“When it comes to methods of communication, I believe that a blend of both worlds works well in this industry. With people, it’s important to make sure that you are using the best communication method for any given situation. The best may be the quickest, therefore you can have a Teams call, or it may be that a face-to-face meeting is required due to the nature of the issue, in which case, of course, it’s crucial to be there in person. It is a decision that we make every day, and we’ll always try to advise and promote the best method for the client and for the situation at hand.”
“The biggest challenge in my area of work is also the most rewarding aspect: people! People often take sides and can make assumptions, misinterpret things due to cultural differences or only hear part of a communication. But without doubt, people are also the most gratifying aspect for me. Getting colleagues and clients onto the same page and allowing them to see things from the other perspective not only produces the best results usually, but is also a fantastic feeling.”
“As AAB Group grows I am excited to be part of that growth. Developments in technology are helping us reach more and more clients, and customers are reaching out to us with more diverse needs. So, having a broader service offering means that we can provide our clients with the whole package – a more meaningful, seamless service that includes finance, recruitment, learning and development, organisational development and employee relations.”
“When working with clients I always look at situations first and foremost through the eyes of the client. With over 20 years’ experience in Human Resources across three continents, I have a good insight into how diverse our small planet is, and I can help companies understand the complex people issues that arise. I like to feel that we and the companies that we work with are all part of a wider team; their concerns are our concerns. This makes helping to resolve an issue to their satisfaction of all the more rewarding. Similarly, coaching and nurturing the developing talent within the team of AAB gives me great satisfaction.”
“AAB is an organisation that allows me to be myself, and I am a ‘glass half full’ person. I enjoy seeing the positive in every situation and helping clients to get there too.
One of my other greatest strengths is resilience. When a client brings an issue or challenge that seems insurmountable, I can look through the data and start a positive conversation that will help bring about a solution. A client once said that they were so worried about and consumed by a situation until they spoke with me and realised that there was a way forward. I’m always looking on the bright side of life and the culture of AAB is very much the same.”
“The best compliment I can receive from a client is when they include me as part of their team and treat me as one of their own.”
“Human resources are often positioned as the company police or the department that takes away all the fun. However, I prefer to see the function as being the team that enables communication when it breaks down, enables progress when things have reached a standstill or a deadlock, and enables development when more skill is needed. We enable the fun stuff to happen – we can’t have fun without people!”
Onboarding is a part of the recruitment process that can often be forgotten and underutilised. Relationships at work are so important and the onboarding process is often the first introduction new starts will have with your team. Therefore, the integration opportunity here cannot be denied.
In this article, we’ll be diving into onboarding so you can ensure new starts have the best start to life in your organisation. We’ll be covering:
Employee onboarding is a process that encompasses everything required when a new team member joins your organisation. Through this process, the individual will receive training, information resources and more to help them establish themselves in their role.
Typically, this process is kicked off when a candidate accepts their first offer and ends after the induction period is over.
Starting a new role can be overwhelming and daunting for candidates. An onboarding plan can help them to acclimatise to your organisation, their role and help them to get an understanding and feel for the company culture.
Onboarding isn’t just beneficial for the new team member- it can be a game changer for the rest of the team too. When you take the time to properly onboard someone, you’re not only helping them get up to speed on your organisation but also setting the tone for their success. By providing clear expectations, resources, and support from their very first day you create a strong foundation for a team that can work together to achieve amazing things. The team involved will benefit as they’ll be able to provide training, reflect on processes, improve communication, and strengthen bonds. It’s a great chance for them to also learn and share knowledge.
Think about it like this- your new start might have had a 3 month notice period before joining your team. If you have a slick and smooth onboarding process you can spend that 3 months getting to know your employee and having regular touch points before they join. However, without one you leave your employee semi-in-the-dark until they start their first day.
First impressions, as they say, are everything. So, you want this really important step in the employee lifecycle to get off to the best start possible. We always recommend communication with candidates before their start date- you can achieve this by staying in contact through email or by phone until their first day. Having their line manager reach out and introduce themselves is essential if they’ve not already met through the hiring process.
The onboarding process is crucial to the new start as it provides an insight into the company culture before their first day, builds relationships and reduces stress for the individual, allowing them to feel comfortable and confident in their new role.
As well as being beneficial to the new start, the onboarding process is important for the organisation as a whole. It can improve employee retention rates through the new start feeling supported, engaged and connected at the beginning of their working relationship, they are more likely to stay with the company longer-term. As a result, this can reduce turnover costs. Additionally, providing the candidates with contracts, policies and procedures reduces organisational risk to legal / regulatory issues and ensures a compliant work environment from day one.
There are no set requirements for an onboarding process. The most important thing is that your process is unique to your organisation and doesn’t feel disjointed or disingenuous to who you are and what you stand for. To ensure you have it all covered we recommend that you follow the 5 c’s of onboarding.
Onboarding should not be a forgotten task or even one that has less importance in the new starter journey. It can be a key to success when utilised properly. When you focus on the 5 Cs of onboarding, you’ll be able to create a seamless onboarding journey that ensures your new team members are set up for success.
Our team of specialists can help you create a bespoke onboarding journey that integrates your new starts seamlessly into your team. Creating a positive work culture and workplace that your people are proud to work within.
If you have any queries about how to create a successful onboarding process please do not hesitate to get in contact with Rhona Macleod, or your usual AAB People contact.
SMEs. Medium sized companies. Business owners and directors. Large organisations. Large international organisations. Start ups. High growth businesses.
Building line management capability. Team Development. Unlocking employees’ potential. Supporting organisational objectives.
Business Services. Technology. Family Business. Industrial. Public Sector. Leisure, Retail & Hospitality.
Based in our Belfast office, Rhonda Redfern is a dedicated Learning & Development Consultant renowned for her ability to craft tailored solutions that precisely address her clients’ needs.
Her expertise lies in orchestrating programs that uplift organisational achievements by empowering employees to elevate their performance, realise their potential, and evolve personally and professionally.
Rhonda’s methodology is characterised by an open-minded, forward-thinking, and personable demeanour, which resonates well with her clients. She thrives on collaborating with organisations that embrace innovation and are committed to nurturing their workforce’s growth and development.
Rhonda’s approach fosters an environment conducive to exploring new avenues and unlocking fresh perspectives in learning and development initiatives.
“My curiosity drives me to continually seek knowledge and push the boundaries of my capabilities. I thrive on staying abreast of the latest trends and methodologies in learning, immersing myself in networking events, reading insightful articles, and drawing inspiration from TED Talks. Yet, perhaps the most enriching aspect of my journey is the vibrant synergy within our team. The collective expertise we possess fuels my passion for growth, as each interaction becomes a wellspring of motivation and inspiration. Being immersed in such a dynamic environment ignites my drive to evolve and excel, propelling me ever forward on the path of professional development.”
“Receiving praise from a client who acknowledged my passion for our work and highlighted my approachability was truly humbling. It reaffirmed my commitment to ensuring clarity and understanding throughout our clients’ journey. Knowing that I can effectively convey concepts in a manner that resonates with them is immensely gratifying. It’s a testament to my dedication to fostering meaningful connections and delivering exceptional service, ultimately contributing to our clients’ success stories.”
“I firmly believe that organisations are experiencing a pivotal shift towards recognising the inherent value in nurturing and advancing the individuals within organizations. In times of financial scrutiny, learning and development often bear the brunt of cost-cutting measures. So, it’s truly refreshing to collaborate with clients who prioritise their people and grasp the enduring benefits of investing in talent development. The best organisations champion a culture where the growth and enrichment of employees are not just priorities, but integral components of long-term organisational success.”
“The core values that resonate deeply with me are centred around our clients being our passion, and collaboration serving as our superpower. There’s nothing quite like the fulfilment that comes from delivering unparalleled service to our clients and witnessing the positive impact it has on their organisations. When we unite as a team, the outcomes are truly extraordinary. I am particularly drawn to environments where collaboration is not just encouraged but celebrated as our greatest asset. This collective synergy not only enhances our ability to serve our clients effectively but also fosters personal and professional growth. It’s invigorating to be part of an organisation where profound knowledge and expertise abound, creating a fertile ground for continuous learning and development.”
Start ups. Small and medium-sized businesses. Large established companies.
By providing expert strategic and operational HR advice to businesses to add value through their HR/People function and strategy.
Technology. Professional services. Engineering. Manufacturing. Leisure, retail & hospitality.
Shannon’s role is varied and involves advising on employment law queries, managing complex employee relations cases, organisational restructures, conducting HR audits, employee onboarding and benefits, recruitment and selection, and other aspects of the employee lifecycle. She also acts as the HR department for many clients where she is available as a trusted point of contact for employees on any queries/issues that may arise.
“My clients expect that I will provide them with professional expert advice to ensure compliance with employment legislation and best practice. They know that they can trust me to provide reactive support for any HR need which may arise, as well as proactively helping them to plan for the future. Watching my clients grow from strength to strength and knowing I have supported them through every stage of their journey is one of the most rewarding elements of my role.”
“I am commercially focused, flexible, responsive, and truly passionate about my clients’ businesses and contributing to their success. I pride myself on building lasting relationships through delivering results and understanding the unique aspects of my clients’ business. I continually adapt my approach based on the evolving needs of my clients to ensure a bespoke service.”
“It’s important to be assertive and feel comfortable to challenge our clients on the way they do things to ensure fairness and drive continuous improvement. My clients know that they can rely upon me to be honest and always provide pragmatic advice that is in the best interests of their business and their employees.”
“I enjoy a hybrid approach to working and adopt my approach where necessary to meet the needs of my client. I am always keen to visit my local clients onsite whenever possible and this can be a great way to immerse myself in my client’s business, values and ways of working. However, many of my clients operate globally and face to face meetings aren’t always possible. Working for a technology enabled business allows me to easily connect with these clients using virtual tools such as Zoom, Microsoft Teams, and slack channels to ensure effective day to day communication.”
“Collaboration is one of our values at AAB and is something which I think is essential within the team. We have an incredibly supportive team where everyone is happy to help and no question ever seems too silly! I know that there will always be someone in the team who has specialist knowledge on a certain topic – this ultimately benefits our clients and ensures that we provide the best guidance and advice possible.”
“The greatest compliment that a client has paid me is that they value and rely upon me as they would an in-house HR Manager and that I am considered to be part of their team. It is always incredibly rewarding when a client can see the value in your work and positive contribution to their business.”
Internal HR teams. Business owners & directors. Start ups. SMEs. Large international organisations.
Outsourced HR function. Team development. Employee relations management. Employment law compliance. Optimising HR processes. Recruitment & onboarding. HR & employment law training. Investigation and disciplinary procedures. Day-to-day HR queries.
Business Services. Leisure, retail & hospitality. Industrial.
Justyna Kowalska is a Senior HR Consultant and experienced Employment Law Consultant at AAB People. Specialising mainly in the legal framework of the Republic of Ireland, Justyna is also knowledgeable about Northern Irish and broader UK employment law.
Justyna holds Advanced Diploma in Applied Employment Law from Honorable Society of Kings Inn’s, the School of Law in Dublin, and Diploma of HR Management. She has also received Award in Employment Law with CIPD qualification of Level 9 and she is accredited mediator.
Justyna works with clients from a wide variety of sectors, either supporting their existing HR departments or acting as their HR person. Her main responsibilities involve – but are not limited to – advising clients in all employees related issues and queries, conducting formal and informal meetings, providing documentation and bespoke letters support, employment law compliance, statutory entitlements, assessing risk and provide trainings to employers and employees.
“The ideal relationship with a client for me is one that is consistent and based on clear communication. It is my priority to make sure that the client is well informed and knows exactly what the next steps are in relation to any case I am dealing with. Communication is a key building relationship with client.”
“I think clients expect clear answers and solutions from me. I always make sure that I give my clients options so that they can make their own decision. I will assess the risk and give the client my informed opinion what would be the best route, but giving the freedom of making the decision is very important to my clients.”
“With regards to clients and colleagues alike, the most satisfying part of is building good relationships with them. When it comes to clients the other main point of satisfaction is seeing their satisfaction with our services. And with colleagues, I find it really fulfilling when I can support them or learn from them.”
“When it comes to my preference of methods of communicating with clients, I really don’t mind! I am happy with any type of interaction with clients, so I always make sure I adapt to clients’ needs and to the type of query I am dealing with. I like meeting clients in person and learning more about them, but any form of interaction gives me the chance to find out more about the client and how I can best support their needs.”
“The main challenge in my line of work can be sometimes the employment law changes and the actual interpretation of new legislations. That involves lots of research and many follow ups. It takes time and additional upskilling sessions if required but it also provides a lot of satisfaction when we’re able to explain complicated legislation and legal complexities to our clients in simple language.”
“I am really looking forward to exploring the opportunities that being part of the wider AAB Group brings, as well as being able to offer all the additional services to our existing clients that we are able to offer as part of the group.”
“We are a client-focused firm, and our priority is to deliver high-level professional service to satisfy our clients and support them with answering any queries they might have. We aim to help clients to achieve their goals, relieve them of stress, and basically just make sure they can sleep peacefully at night! We are genuinely passionate about this.”
“The greatest strengths I bring to AAB are simple – my extensive knowledge of employment law, and my excellent problem-solving skills.”
SMEs. High-growth businesses. AAB People team. Business owners & directors. Medium-sized Companies. Large organisations. Large international organisations.
Salary benchmarking and reports. Investigations, panel and appeals in disciplinary and grievances. HR meeting support. Absence management. Occupational Health referrals. Time and attendance issues. Review of HR documentation and policies/procedures. Day-to-day HR queries.
Improving Process Efficiency. Supporting HR Advisors. HR Administration. Business Operations
Business Services. Not for Profit. Construction & Property. Family Business. Public Sector.
Charlotte Eakin joined the team in May 2023 as an Associate HR Consultant on the Graduate Training Programme. She assists in a wide variety of client work, meaning that every day is different in Charlotte’s role! So far in her role, Charlotte is involved in providing background support to the lead consultant with clients so typical activities could include benchmarking research, drafting letters and policies, note-taking during meetings and answering telephone queries that come into the office.
Charlotte is part of the HR Consultancy team providing support to clients, both on retained and project packages, where the aim is to act as an extension of the company’s team to provide specialist HR support. Already, Charlotte appreciates the strong relationship that the consultants here have with their clients and how committed they are to providing the best services for them.k
Working on such a huge range of client work also helps her to expand her body of knowledge. She benefits from the opportunity to work alongside different consultants within the team and observe the approach each takes with their client work to develop my skills for the future.
“In my opinion, the ideal relationship with a client is one in which you are able to build a strong partnership with them and work closely together for the benefit of the organisation and its people. It is essential that the client can trust their HR Consultant and have faith in the work that is carried out. One of the best methods to achieve this is through effective communication via phone, email and face-to-face. I believe for the relationship to strengthen and develop in the long-term, it is important to ask for client feedback and invite them to offer suggestions for improvements to ensure that we are continually striving to provide the best bespoke service for them.”
“HR Consultancy is a fast-paced environment and there are times when clients require work to be completed on an urgent timescale whilst ensuring not to sacrifice on excellence. Therefore, I would say that clients expect high quality work within a quick turnaround time.”
“One of my favourite aspects of consultancy is the variety of clients you are able to meet and work with and the opportunities this brings in terms of growing your network and being able to experience snippets of what each organisation and industry is like. Already, by speaking to clients on the phone, I can see how much they appreciate the expertise and guidance that they receive which makes the job very rewarding.
With regards to being a part of the AAB team, so far one of my favourite aspects is how willing every colleague is to help each other out, no matter their level of seniority. As a graduate starting out on my journey in HR and hoping to develop my knowledge and skillset, this is a huge support mechanism for me that is really appreciated.”
“AAB Group has a reputation for being disruptive and assertive, and I think any HR professional has to portray these values to an extent in order to be able to make a difference in the workplace. HR can sometimes disrupt the ways of working for some clients, but it is for the better! There are times when clients struggle to embrace change which requires a hint of assertiveness from the HR Consultant.”
“Having worked both fully remote and fully in-office in previous roles, I am thoroughly enjoying the hybrid approach adopted by AAB. I definitely believe initial introductions to clients should be done face-to-face, if at all possible, to lay a good foundation for the relationship. However, when dealing with client queries and pieces of work, it saves both parties time and can be more convenient if they are done virtually.”
“One challenge facing HR professionals is the ‘Great Resignation’ and concerns about retaining talent and managing employee expectations. As well as this, organisations are also dealing with the ongoing cost-of-living crisis, so they are forced to find the balance between attracting candidates and setting realistic objectives. Diversity & Inclusion remains a continuous area of focus as well, particularly around expressions of gender identity, for example, so it is important to stay up to date with employment law updates.”
“I am extremely excited about my future in HR as I feel that I am starting my career in the best place possible in order to learn from top professionals in the industry. There are so many opportunities to develop my career here at AAB.
The future is exciting here at AAB as the journey is also just beginning with the company joining the wider AAB Group and enjoying continuous expansion. The opportunities this provides for business development across Northern Ireland, Ireland and the rest of the UK is very exciting to see how the company can grow.”
“As I mentioned above, the willingness of the team to share their knowledge and work together is brilliant, and really lives up to the AAB Group value that ‘Collaboration is our superpower.’ The saying ‘a problem shared is a problem halved’ rings true and by simply asking on a query you are not sure about, it is likely that someone else within the team will have some experience of it and they are always more than happy to share their expertise.”
“One of my greatest strengths is the ability to remain level-headed in stressful situations which ensures I am thinking clearly and logically. I believe this is an important attribute to have for working in HR as always staying focused is imperative. I’m also always keen to help in any way that I can.”
“My personal pet peeve about HR is the negative portrayal it has by those who do not work in it. It’s disappointing that the concept of ‘hiring and firing’ is associated with as HR, especially as HR continues to have a growing strategic influence on the performance of organisations. This is particularly relevant as we continue to adapt to the workplace changes implemented by the pandemic which has resulted in organisations recognising the importance of focusing on the people within your company.”
The prospect of a UK General Election in 2024 means we may see new items on the agenda which businesses will need to navigate this year, in addition to any legislative updates already on the calendar.
Employee wellbeing is high on the agenda for political parties, and we can look to other countries for inspiration on what could be done here in the UK. One topical change we’ve seen is around the theme of the “Right to Disconnect.”
The increase in flexibility at work with more and more employees working from home has blurred the lines between personal and work life. It can be difficult to separate work and life when you’re working from home which brings a consideration for the ‘right to disconnect’.
It seeks to protect workers health and wellbeing from things like burnout and mental health problems caused by stress by putting in place strong policies and legislation for organisations to follow. Employees are given ‘permission’, to disengage from work outside of their normal working hours. As a result, once employees are off the clock they should not receive or be required to answer any work-related calls, messages, or emails. Effectively allowing employees to revert back to a time, where when you left the office you did not have access to your emails again until the next morning.
With ever increasing countries moving closer to giving their workforce the ability to outright refuse to take on any more work once their workday has ended, similar laws are already in place with our European neighbours (France, Italy, and Belgium) and Australia is looking to be the next country in line to pass a bill in Government.
The Australian Prime Minister recently said referencing their recent proposed bill:-
“We are simply saying someone who is not paid 24 hours a day, shouldn’t be penalised if they’re not online and available 24 hours a day.”
The right to disconnect aims to create a new shared approach to work communication that will not hinder flexible working. At the same time, it allows people to switch off to their workday outside of their working hours.
Work-life balance is a phrase we often hear. People want to work to live and not live to work, which is perfectly understandable. The right supports employees to have a better work-life balance which allows for everyone in an organisation to truly excel. Enabling employees to bring their best and most productive self to work each day is something employers should strive to achieve.
It isn’t just about enacting policies or regulations; it’s about fostering a cultural shift that prioritises work-life balance and mental well-being. Without a cultural change, simply mandating time away from work devices may not effectively address the underlying issues of overwork and burnout. Embracing the RTD means acknowledging that employees are more productive and healthier when they have time to recharge outside of work hours.
Encouraging a healthy work/life balance can help to boost your organisations reputation. A positive reputation can help you to attract and retain top talent. We know it’s becoming increasingly more difficult for employers to attract and retain, not forgetting the costs to recruit, both monetarily and time invested in training new employees.
While Australia is looking to implement this now it is not a novel concept. In fact, France was the first country to implement the right to disconnect in 2017. It is something that has been implemented in multiple countries such as Italy, Spain, Portugal, and Canada. In each country, the law is slightly different.
The UK Labour party previously stated that they would like to legislate a right to disconnect policy. It’s likely that their manifesto for the general election this year will be largely focused on employees and the workplace, knowing that it’s something current workforces regard as highly important.
The case for the right to be implemented is not too dissimilar to the case for a 4-day working week. While there’s pros and cons to both it does raise the question, are we missing an opportunity to revolutionise and redesign our approach to the way we work, whilst building a culture of employee wellbeing? With more countries implementing these laws it shows that there has been a shift, and more importance is being placed on employee wellbeing.
The UK implementing the right to disconnect will not fix wellbeing. Why? Because wellbeing cannot be fixed by one singular action, it needs continued effort, and to be weaved through the framework of every organisation. It would however be a continued step in the right direction.
If you have any queries about how to create a work life balance for your team or implementing a 4 day working week, please do not hesitate to get in contact with Michael Black, or your usual AAB People contact.
Workplace wellbeing encompasses activities, programs, policies and strategies that aim to promote both positive physical and psychological health at work. However, many also overlap with personal wellbeing outside of work because, let’s face it, employees can’t maintain good wellbeing at home but not at work and vice versa.
Workplace wellbeing has become increasingly important within many organisations in recent years with the rise of hybrid working and the knowledge of research that shows 34% of people say work is the biggest cause of stress in their lives.
The last few years have seen many businesses, either collapse or make mass redundancies, often without notice. This news can establish uncertainty in people that may have been a loyal employee for many years, let alone relatively new employees or people working in start-up businesses.
Since the pandemic, both job and financial security have become big worries for millions of people. Whilst no company can be completely sure that they won’t ever have to make redundancies, they can put backup plans and strategies in place to support employees through these difficult times. This can be as simple as ensuring that a reasonable notice period is given to employees to find new jobs and fair redundancy settlements are provided.
As many organisations are currently feeling the pinch on their finances, it can make it harder to fairly compensate employees and stay afloat. Some tips employers can follow to make sure employees are fairly compensated can include: benchmarking job salaries against national or regional averages for the same positions, analysing your gender and ethnicity pay gaps as well as the diversity of your workforce across the organisational structure, implementing career progression and skills development strategies for everyone so that they can increase their career and earning potential, and investing in an Employee Assistance Programme (EAP) that is rich and diverse in benefits and perks that employees can make use of.
Support covers so many aspects of workplace wellbeing. Ensuring professional support to help employees develop and improve skills or further their career, or emotional or physical support in times of need (for example, financial difficulty, experiencing problematic behaviour, ill-health or simply giving any sort of advice). Support is something that not only senior leaders must be ready to provide but one that all employees can work on.
The bottom line is, if employees don’t feel supported, they are more likely to leave or suffer in silence, which could result in higher levels of absenteeism and presenteeism and lower levels of productivity.
A good work-life balance can mean something completely different to each person, making this almost impossible for organisations to get right when they look to make adjustments in the workplace. However, sometimes simply giving people open options such as the choice to work completely remotely and discussing individual needs like certain days or times off for childcare is one of the best ways to try and cater to a range of different needs.
Both physical and mental health of people has taken a front seat in the last few years. Enhanced sick leave policies that also integrate the need for people to take time off for mental health reasons, EAPs that provide benefits such as private healthcare, access to online GPs, free sight and hearing tests, and general compassion and understanding for those with health issues or who are carers, are all gradually more standard and sought after requirements for employees. However, currently only 25% of UK companies have an employee well-being programme in place.
Stress is one of the biggest causes of long-term sickness, every year millions of working days in the UK are lost due to work related stress. Absence is very expensive for employers due to the loss of productivity and the associated costs of paying sick pay to the absent employee and paying for temporary cover for the employee’s work, whether by employing additional staff or paying existing staff overtime. Where employees experience stress this is likely to have other serious consequences for the workplace. Stress can result in poor performance, low morale, accidents, costly tribunals, and civil claims against the employer.
With all this in mind – What can you do as leaders to prevent workplace stress?
It is good practice to take steps to reduce the risk that stress may occur within your organisation, even where you do not consider that any of your employees are currently experiencing stress related symptoms. You could take the following steps to help to prevent stress:
Health is a key area many employees find they encounter the most troubles with when it comes to disputes with their employers. To tackle these, employers must make sure that they have a better understanding of different disabilities or health issues, what constitutes discrimination based on them and how they can prevent mental health problems or support those with them, especially if they are as a result of workplace bullying, discrimination or harassment. How are employers tackling the cause of the problems as well as the consequences?
Another effective strategy is the implementation of wellbeing awareness training and workshops which address specific concerns, such as burnout, stress management, and the unique challenges posed by women’s health issues such as menopause. These sessions offer practical, sustainable solutions and foster a sense of community and support among employees. Unlike digital tools, they require active participation, which can lead to longer lasting impacts on health and wellbeing. Over and above empowering the workforce, providing employees with knowledge and specific tools to manage their health proactively, they create a culture of inclusion, fostering confidence and helping employees feel truly valued.
If you have any queries about workplace wellbeing please do not hesitate to get in contact with Donna Wrigglesworth, or your usual AAB People contact.
