The tinsel is on the tree and the naff Christmas jumpers have been ordered. Over the coming weeks, employees will descend in their droves upon bars, restaurants and hotels across the country (and further afield in some scenarios) as the festive season kicks-in.
 
For the vast majority of employers, the Christmas parties is a chance to let your hair down, get to know your team at a more informal level and show thanks to everyone for their contribution they’ve made over the past year. However, it’s critical you ensure things don’t get out of hand.
We might not like to think about it, but the Christmas party is fraught with dangers that could severely impact employee relations and even lead to legal issues for your organisation. As such, it’s important a balance is struck between the seasonal merriment and clarifying that inappropriate behaviour, such as sexual harassment, will not be tolerated.
Guilty by Association
Many employers are not aware that their duty of care to staff extends beyond normal working hours to work-organised Christmas parties. The legal position on it, and other similar events outside the office, is that they are sufficiently related to work to warrant liability. This means that you, as an employer, are responsible for the wellbeing of staff over the course of the party.
Moreover, the law may also hold you responsible for the actions of your staff. As an employer you may be vicariously liable for any employee wrongdoings. Put simply, with the Christmas party deemed as a work event, should a member of your team act in appropriately – be it sexual harassment, verbal or physical abuse, and so forth – you could be found guilty by association.
 
In the #metoo era, where people are rightly more willing to share and denounce their experiences of sexual misconduct, employers too, have a responsibility to take measures to minimise the risk of such unacceptable behaviour.
Here are some measures you can take to limit your exposure and encourage a fun, respectful Christmas party:

• Put your policies in black and white

Do you have a Christmas party policy? If you don’t, you’re in the majority. Most employers feel their existing work/ alcohol and substance abuse policies are sufficient. The reality is that they just create ambiguity. A dedicated policy ensures there is no confusion among employers as to what is deemed inappropriate behaviour and the repercussions of disregarded in company’s position on such matters.

• Communicate clearly and concisely

There’s no point having a policy if no one knows about it. Email communications relating to the Christmas party, should contain more than the basics i.e. venue, time, etc. In addition to attaching your Christmas party policy, state clearly that this is a work-related event, outline the running order for the evening and highlight when the party will officially end

• Provide Transport

Remember you have a duty of care to staff. If the party is held away from the office, then you have a responsibility to ensure your employees get to and from it safely. The best way to do this is to arrange transport on their behalf. This again should be communicated prior to the party so everyone is aware of the where, when, who and how of what’s been organised.

• Disown the afterparty

Christmas party after-parties, where groups of employees may decide to keep the festivities going into the early hours, are not uncommon. As am employer you must make clear that anything employees arrange beyond the official Christmas party is not endorsed by the company, that it is outside the course of their employment and they are responsible for their own actions.

• Beware the free-flowing booze:

Very often, Christmas party behavioural issues can be directly linked to the amount of booze that’s been consumed. Alcohol reduces peoples’ inhibitions, leaving them more likely to act in ways they never would when sober.
To avoid such incidents don’t encourage mass consumption of alcohol. That generally means no free bar or some form of limit on the number of drinks per person. This will decrease the chances of accidents, fights and unsolicited sexual advances as a result of drinking. If needed, be prepared to tell individuals to stop drinking if they start to appear too drunk or rowdy.
Despite even the best laid plans, things can be said and done that need to be addressed. If you find yourself in this unfortunate situation, do not discipline any employees at the party itself as this could cause further issues on the evening. Send the person at fault home if necessary and deal with the incident when you are back at the office.
 
Most importantly, remember this is a time to show your appreciation to your employees and get to know them beyond their day-to-day office roles.

​A recent survey by ADP revealed a one in three UK staff believe their job will be automated in the next decade and a tenth expect to be replaced by robots within the next two years. Despite this, 49 percent feel their employer isn’t equipping them with the skills to succeed in the digital age.  
 
It’s an issue that’s mirrored here in Ireland. In addition to the influx of global tech companies, more traditional businesses are also progressing towards more tech enabled practices and processes. However, when you look closely at their digital transformation strategies, the human element is very often overlooked. A 2019 study by IT firm Econocom, showed that almost a quarter (23%) of failed digital transformation projects were the result of a lack of skills.
 
Despite this, businesses across Ireland continue to highlight the ‘talent crunch’ – acquiring and retaining the right talent, with the right skills – as one of the greatest challenges they face. Time and again the issue takes centre stage at conferences, filling up column inches in the papers.
 
It begs the question, if organisations are struggling to source the skills they need externally, why don’t they invest in reskilling and upskilling those whose jobs are most exposed to automation? While the terms have different meanings, for the purposes of this article they will be used interchangeably , under the broad definition that investment is being made to develop their skills for the digital era.
 
Here are some helpful tips to future-proofing your workforce and filling your current and future skills gaps.
 

1. Align your people and business strategies

Very often leadership teams are so focused on developing and executing the business strategy, that they forget to factor-in the people who will deliver it. As a result talent acquisition tends to be a reactive exercise, where roles must be filled urgently as the need for specific skills or greater resource becomes apparent.
 
By taking time at the outset to understand the skills you need today and in the future to deliver the those business plans, you will be better equipped to spot the current gaps and implement a more structured approach to talent management.
 
Remember, while automation technology may make a number of labour intensive activities redundant, it also creates new job opportunities. The technology needs to be managed and maintained. Depending on the industry, there may be compliance requirements that necessitate human oversight. These and any other factors need to be addressed in the planning phase.
 

1. Assess and identify those who are ‘upskillable’

Despite our very best intentions, some people may not be suitable for reskilling and technology focused training. However, as employers it is our duty to assess, without bias, the workforce and identify those with the right aptitude and attributes, to succeed, whether it be as coders, testers, IT support, and so forth.
 
There are countless types of assessments available online. Which ones you choose will depend heavily on the skills you’re seeking and the traits you’re looking for.
 

1. Map out a clear development plan

Once you’ve identified the most suitable candidates, it’s important to take the time to sit down with them individually and create a clear, personalised development plan with them. This promotes on-boarding and engagement, by helping them see the long-term career opportunities that await them, while at the same time, allowing you to forecast their suitability for specific business tasks.
 
Such an approach also helps avoid a common training and development mistake – the one-off workshop. The vast majority of people require multiple touch points, involving different sensory stimulus to learn effectively. As such, it has been shown that the best training programmes are comprised of engaging online and in-person elements, where the majority of the course content has practical, real-world applications. Like a pilot learning to fly, giving them a safe simulation to build their skills and confidence, will best equip them for deployment within your organisation.
 
Learning and development is an incredibly complex area of HR, and it’s no surprise that an increasing number of businesses are appointing dedicated L&D managers. Over the coming weeks and months I plan to expand on a number of the points made in this article, in the hope that it will provide a useful resource for those interested in getting the very best from the employees.

Today is World Mental Health Day, so it’s only fitting to discuss mental health in the workplace and how employers can ensure employees are happy in their job, both for staff wellness and business sustainability.

A recent study by Slater and Gordon revealed that employees take four days a year off work for mental related issues, e.g. anxiety, stress, seeing a counsellor, however 55% tell their bosses that the leave is for physical ailments. That’s a pretty shocking statistic, more so because of the mentality that employers might not understand the need to psychologically recharge and the worker fears that will be judged, demoted or sacked. Astonishingly, the research also found that 14% of employees who told their boss about their mental health were told to “man up”.
 
The Impact of Work-Related Stress
Quite often people hide challenges they may experience daily. Sometimes they themselves are even unaware as to why they are not working as effectively or productively, which often leads to symptoms being unaddressed and developing into more serious clinical conditions.

If left un-dealt with, these conditions significantly hinder a person’s ability to lead a normal life, which includes doing their job to the best of their potential. The knock-on effect of this not only puts pressure on the individual, but also on their co-workers which results in increased work-related stress across several staff members.

In fact, an overwhelming 70 million workdays each year are lost due to mental health related issues in the UK and Ireland, which costs employers approximately €2.7 billion per year.

Understand Mental Health
Mental health covers a broad spectrum of symptoms which affect every individual differently, therefore it is important to have an overall understanding of how employees are coping in the workplace.

Mental health can often be seen as a weakness. It is not. The Government’s Department of Health states that one of four will experience mental ill health at some point in their lives.  Employers need to support staff members who might be under pressure from mental health, as employees are more likely to stay in work or return to work after a short absence which reduces long term absenteeism in the company. As well as this, employees with positive mental health will be more productive, work well alongside colleagues and adapt to changes that may arise in the workplace.

Improve Mental Health in the Workplace
Change doesn’t happen overnight but announcing the commitment to promoting positive mental health in the workplace is a great place to start. Recognising certain areas of the business which might lead to mental ill health is important, and this can be done through gathering information on employee turnover, staff absence and variations in employee performance.
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Developing an action plan to normalise the subject and to encourage staff to speak to management about their mental health will ensure improvements aren’t left by the wayside. This could include:

• Identifying why the company is committed to promoting a positive working environment and what the objectives are to this plan
• Organising different activities and significant messages to aid in educating staff and managers as well as removing any stigma around the topic
• Developing and implementing support for staff who may be experiencing mental ill health
• Producing a mental health policy which includes information on how staff get support and information when required

It is vital for managers to be trained in spotting mental ill health symptoms and how to support staff members should they require it. Having the confidence to approach such personal matters is invaluable. Once everything is in place, inform employees on what the company is doing and ask for feedback on possible improvements. One to ones, team meetings or staff surveys are a great way to get staff member thoughts. Above all, let your staff know support is there. Many people who suffer mental ill health isolate themselves and try to work harder which makes the situation deteriorate. Don’t let them fight stress at work alone.
 
Mental Health Apps of Interest
Below are some mental health apps which may be helpful to both managers and employees. These can be offered through an employer program or accessed by individuals.

1. Woebot – Think through situations with step-by-step guidance from Woebot using methods from Cognitive Behavioural Therapy.
2. Thrive – A range of support in one app which includes relaxation techniques, thought training, sleep improvement and goal progress tracking.
3. Headspace – Hundreds of themed mediation sessions on stress, sleep, focus and anxiety.
4. Unmind – A B2B workplace mental health platform which empowers organisations and employees to measurably improve their mental wellbeing.

It’s fair to say that, in recent years, the majority of workplaces have become less conservative in their way of operating. With people working remotely, flexitime and generally a less formal office space, dress codes have become more relaxed. Bar a small minority of industries, the typical stiff, white collar and tie or pencil skirt has become a thing of the past. However, recent surveys amongst millennials found that this might not necessarily be what they want, even though 38% of 25-35 year olds have been told to smarten up their look by management.

A survey by Ranstad, a global staffing firm, reported that 63% of millennials surveyed prefer dressing up for work as it increases their performance due to improved confidence. In contrast, only 51% of older workers agree with this, alluding to the fact that perhaps confidence comes with age.

So, are enforced dress codes becoming an outdated practice? Research, carried out by Xpert HR, of close to 500 employers’ policies showed that while workwear policies are in place, over half bend the rules for dress down days or charity days, and some big companies on Wall Street have had a complete overhaul of their dress code policy.

In fact, Goldman Sachs, one of the largest banks in America, broadcast that it has relaxed its dress code in a bid to attract new top talent, which backs up further Ranstad survey findings that 33% of millennials would turn down a job offer if they were required to adhere to a conservative dress code.
 
Why You Need a Clear Dress Code
These days, employers may be more inclined to forgo the formal dress code entirely as it seems restrictive and old fashioned, however failing to establish any sort of guidelines can lead to confusion and uncertainty over what is acceptable to wear. Whilst 55% of managers are more concerned about their employees’ performance over what they wear, 28% of workers have actually felt uncomfortable due to a co-worker’s outfit being too revealing.
 
What to Include in a Dress Code Policy
Even if a company does not want to enforce a strict dress code, a policy containing guidelines should still be drawn up and made available to employees. These should include the following:

Pointers on how employees should present themselves -

• Employees are to be clean and well groomed
• Clothing must be work-appropriate – active wear and/or outdoor clothing are not permitted unless working in those environments
• Clothing must portray professionalism and should not be too revealing
• Overly branded clothes or those containing offensive slogans should not be worn
• Clothes should be clean and in good condition – obvious rips, tears and holes aren’t allowed.

A business dress code which describes the overall feel of the company, such as, business/business casual/smart casual or casual. This section should also include any potential situations where the general dress code may vary, for example at a formal event or when meeting clients.

Disciplinary consequences if the policy is not adhered to. These would be at the managers discretion and could include sending a worker home to change or more severe repercussions if the employee continually violates the dress code.
 
Whether management decides to enforce a strict dress code or allow casual-wear, the goal should be the same: to allow staff members to dress comfortably but appropriately, whilst at the same time enabling them to still showcase their personality.

We are living in a world where we are encouraged to talk. Talk about our mental health, talk about private matters and talk about work related issues. All of this, in my opinion, is a positive, especially in business. Without knowing an employee’s circumstances in most aspects of their life (if they wish to share), it can be hard to comprehend the way they work or why they may be having trouble performing to the best of their ability.

However, one aspect of the working world that we still seem to have problems talking about is salary. Pay transparency has been praised as a way of potentially closing the gender pay gap, as well as encouraging employee engagement and less competition.

In a recent study by Blind, 60% of participants (mostly from the tech industry) answered ‘yes’ when questioned if they have been discouraged by HR from sharing their salary with fellow employees. The social networking app, which is popular amongst tech companies, also asked if professionals shared their salary with colleagues, to which 40% answered ‘no’. Closer to home, a survey carried out by CIPD showed that only 21% of Irish companies calculated their gender pay gap for employees.

This is quite a big problem in the modern climate, given that pay transparency has been championed and gender pay gap revelations are increasingly being reported in the media. The most recent figures published by Eurostat in 2016 reported that the gender pay gap in Ireland was 13.9%, which was lower than the EU average but still a long way off from where it should be. This has led to the Irish government presenting the Gender Pay Gap Information Bill to the Dail.
 

The Obligations
To address the issue, we can expect to see more regulations being enforced that require employers to show if there are any differences in gender renumeration and if so, to what extent.
Employers will be obliged to report the following information:

• the difference between the mean and median hourly remuneration of male and female employees
• the difference between the mean and bonus remuneration of male and female employees
• the difference between the mean and median remuneration of part-time male and female employees
• the proportions of men and women receiving bonuses and benefits-in-kind

If there are considerable differences, the organisation will then have to publish statements explaining the reasons why there are such gaps, as well as the measures that have been/will be taken to eliminate these differences.

With all of this in mind, we have included a few pointers below to encourage employers to increase salary transparency in their organisation.
 

Research Industry Compensation
If you wish to encourage pay transparency in your organisation, it is important to research pay ranges in your industry. A quick online search will provide information on salary and additional compensation in numerous industries, which are quite often broken down by roles and geographical areas. Websites like glassdoor.com, salary.com and indeed.com will provide information you need to ensure your business is within the same range as your competitors so you can start a transparency conversation with your workforce.
 

Audit Current Employee Salaries
You can’t look forward without knowing where you currently stand. Have an in-depth look at what your employees are currently earning, why certain staff members are earning more than others and how this can be amended to be more in line with overall industry salaries. Consider added bonuses and benefits that individual employees may have compared to others and look at the reasons behind this. Based on your findings, examine company finances and the best way to close the pay gap.
 

Assess Your Workforce 
Whilst you may be on board with transparency, not all staff members will feel the same. You need to decide, overall, if your workforce will embrace the proposed change. If your employees aren’t happy with pay transparency, then the plan may fall flat or even lead to an increase in staff demotivation and turnover.
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It is natural for there to be some resistance from certain members and groups, with some being more distracted than benefit from the change. As the expert in your business, you are best poised to determine the response to salary transparency, however if you are unsure of the reaction you may receive, then simply ask your staff what their thoughts are. If you decide to go ahead then make sure you are equipped to deal with kickback.
 

Train & Educate Management
For any changes to work, you need to gain the support of your executives and key people who will be engaging with your employees directly. Managers and supervisors are often front-line communicators and are the first people your employees will go to if they have an issue or any questions and so you need to guarantee your managerial team are on board with the plan and will positively reinforce information.

Ensure your managers know which information is being shared with employees, how quickly it will be shared and what the benefits are to the change. Supervisors need to be trained in dealing with tough and complex conversations so you and they are confident they have the skills to answer any questions that might arise. Brainstorming and feedback sessions are vital to prepare for every aspect.
 

Start Being Transparent
Once you have decided the best course of action and wish to be transparent, let all your employees know what each of them are earning and encourage meetings with staff members who may have issues with the current situation. Initial confusion will most likely arise but try to think long term - social sharing start up, Buffer, made all their staff earnings public online in 2013, and as a result, applications from qualified workforce went up by 50% in the next month.
 

Eliminate Salary Negotiation Going Forward
Eliminating pay negotiations is a drastic approach, but for some companies is arguably seen as the simplest solution. In 2015, the American company, Salesforce, eliminated its negotiation policy in its 13 global offices across Europe. It is quite often stated that men are stronger negotiators than women, and so rather than encouraging more competition and back & forth at interview stage, it simply eliminates the practice of negotiating.

In addition to this, some Scandinavian companies have taken a two/three tier approach with all junior employees earning a set amount and all senior staff members going up a tier but still earning the same as colleagues on their level. This cuts out pay gaps and questions as to why someone might earn less than their counterpart.
 
With all of this in mind, it’s important to remember that there are different approaches and levels to salary transparency. Therefore, you need to look at what is best for your company and employees before proceeding with your chosen route.

It’s back to school season, and we all know what that means – seeing photos on social media of everyone’s child, at their front door, in their brand-new school uniform! While this shiny, happy front appears charming, behind the scenes there is so much more going on that may be affecting the productivity of your employees: new routines mean anxiety, juggling and added pressures.

However, parents aren’t the only people feeling ‘September Stress’. In fact, a 2014 article on Ingram’s Misery Index claimed that summer was the happiest season, with autumn being the most stressful. Findings in the Index are correlated through user search data, and identical search terms from 2019 found similar trends to 2014, with depression related terms being significantly higher than in the past. In other words, its likely a portion of your workforce may be struggling to cope with the return to business as usual, following the quieter summer period.
So how can employers aim to keep these negative feelings at bay in the workplace?
 
Get on their Wavelength
As an employer, it’s easy to take some time over the summer to reflect on future goals for your business. It’s only natural that you will see September as the time to go in all guns blazing, initiating plans to make THIS quarter the best yet…however not everyone will be on the same page as you.

Remember that, whilst your business is your baby, your employees have their own private issues. Perhaps someone’s child has started school and has been anxious with the change. Equally, a lack of enthusiasm from an employee to ramp up their work again after summer might indicate a drop in motivation about their role.

Take this time to check-in with your employees. Ask them about home life, what might have changed over summer and what THEIR goals are for the remainder of the year so you can help them be more productive and engaged. Regular meetings and check-ins build open relationships, which in turn increase employee engagement and commitment.

 
Be Open to Flexibility
I have touched on this topic numerous times in the past, and flexibility in the workplace is slowly starting to become the norm, which is an invaluable asset to a business.

Flexible work patterns are life savers to some: parents who have to pick up children from school, staff members who may be carers, or even employees who work better early morning than mid-afternoon.

Companies can implement a number of flexible working options, such as job sharing, reduced working hours, altered start/stop times, compressed hours and working from home. All these opportunities can result in increased job satisfaction, employee loyalty, productivity and profitability, as employees feel less stressed with managing their work/home responsibilities.

Understandably this doesn’t work for every business model, however don’t rule out change – ask your employees for ideas and feedback on what might help increase their productivity.
 

Encourage Better Sleep and Mindfulness
Quite often we think that a nice, relaxing holiday will have us feeling 100% refreshed and spritely when we get back to work. This isn’t always the case. Sleep patterns are vastly different in the summer, whether it’s because of increased socialising or due to longer evenings and brighter mornings.

Research shows that returning to work after a holiday can be more tiring than initially expected, with the brain having to “switch back on” and become more stimulated again. When tasked with problem solving or innovative thinking, the brain may not be as responsive for the first few days back to work.

A simple way of stimulating healthy brain activity is doodling. Leaving pads and colouring pencils on your employees’ desks will help them focus, ease impatience and generate new ideas. In fact, a study in the journal of Applied Cognitive Psychology found that people encouraged to doodle whilst listening to people’s names being read out, were able to remember 29% more data in a surprise test conducted a few hours later.

Along with doodling, an increasingly popular means to help employees focus is mindfulness. Implementing mindfulness eases stress and anxiety and encouraging staff members to practice mindfulness at certain times of the day will have a positive impact on mental well-being and their tasks in hand.
 

Moving Forward
Implanting changes in the workplace shouldn’t just be considered after holiday periods. Small updates and changes every few months are important for ensuring your employees are motivated throughout the year.

Ask staff to create individual and team goals each month/quarter to encourage personal improvement along with team morale. Meet with your employees on a regular basis to let them share their successes or get advice on how they can overcome certain hurdles.

Keep enthusiasm at an all-time high by organising team building games, training courses, or interesting speakers to engage with your employees. By investing in employee satisfaction, you are investing in your business.

This might shock you, but the number of sedentary jobs has grown exponentially by 83% since 1950. Meanwhile, only a fifth of today’s jobs are physically active. Reflecting the market change in the world of work, these sedentary jobs vary from low-skilled admin through to the modern tech jobs that have begun to characterise the skyline of Dublin.

But what impact have these trends had on employee health? Not a positive one at that. Some workers are now reportedly less active than the oldest pensioners, with minutes of exercise dwindling rapidly, while physical inactivity has become the world’s 4th largest killer, according to the World Health Organisation. Overworked and under exercised, it can easily take a toll on an employee’s health.

But is your business aware? If so, what are you doing about it?
 
Why You Should Act Now

As Richard Branson concludes, “business success is all about people, people, people.”

Your business relies on your talent – you need to make sure you nurture that talent in every way possible. By actively seeking out your moral duty of care to your colleagues in all aspects of your health, you can do good for your business and our ever-changing society as a whole.

Top risks of your workforce’s physical inactitivty can include diabetes, risking obesity, greater depression and cardiovascular issues, as well as certain types of the dreaded “C” – cancer.

By introducing new measures and taking the time to adequately plan a new approach to getting colleagues to go that extra mile for their own physical wellbeing, you can greatly improve the productivity and reputation of your company.
 
How to Help

• Encourage Colleagues

Adults are recommended that they undertake 150 minutes of moderate to vigorous exercise weekly.

Awareness is key – making sure that your business actively encourages colleagues through training and internal encouragement could make a big difference.

This can also be enhanced by putting in place new activities for colleagues during working hours, for example a lunchtime running club or yoga class.
 

• Meetings on the Move
  

Holding meetings during a walk will get colleagues out of the office and into a fresh space that will encourage new ideas and give workers a break from the four walls.

Before you fret - this isn’t code for another break! It just means instead of sitting, struggling through a meeting and trying not to fall asleep, colleagues can get into the fresh air, get networking and get active all at the same time.
 

• Work Exercise Schemes
  

Whether it’s a cycle to work initiative or discounted memberships at the local gym, throwing such added benefits into an employee’s contract will encourage them to get moving and give them the access they need to ensure they get their weekly recommended exercise.

Not only will you be putting your colleagues health first, but the health and productivity of your company as a whole will be set high on the agenda.
 

• Upgrade Your Equipment
  

People are sitting too much, slouched in unsupportive chairs that do nothing for their posture and nothing for their health.

From standing desks and the use of exercise balls, to more advanced treadmill desks, this can encourage more movement amongst your team, a great step count and a greater chance of improving their health.
 
Walk This Way, Talk This Way

Clearly, we need to get our staff out of their chairs, onto their feet, and moving in order to maintain a healthy and fit workforce as we gradually move into a new decade.

Sending the odd encouraging staff newsletter or putting up posters in the bathroom isn’t going to cut it.

Start walking your way to a healthier workforce by planning and executing effective workplace initiatives and introducing practical workplace equipment which will encourage healthier lifestyles for those that work for you – do it the HR way!
 

Ireland’s parental leave laws have been altered and the new changes will come into action on 1st September 2019. While these changes have been welcomed as parents are entitled to an extra four weeks of unpaid parental leave, it has left Irish working parents confused and unaware of the changes, according to the CIPD.

With this in mind, let’s explore how your business can best support working parents this year.
 
Why Support Working Parents
As a business, it is crucial that you support all of your workers to the best of your ability. But working parents have a daily juggle that can be hard to tackle at times. As the phrase goes, “every little helps”, and the same goes for your support of working parents.

As Ireland continues to enjoy low unemployment, businesses continue to struggle to find the best talent to drive their performance. Irish companies need staff – working parents are a large part of this workforce. Treating them well will ensure you can keep this talent on board and help take your business to new successful heights.

From back-to-work mothers and fathers, to parents who are returning to work after lengthy career breaks to bring up their children, working parents face a host of challenges. Supporting them will help your business to meet its goals and to provide great working opportunities for your staff at the same time.
 
How Best You Can Support Them

•  Entitlements
  

Alongside the recent changes to parental leave, it is crucial that you use your HR department to ensure all colleagues are aware of their parental entitlements, when they can access them and what this might mean for their working lives.

On the other hand, it is also important that you are aware of these entitlements as a business and what they
mean for staffing and project delivery for your organisation.

Transparency with working parents will build trust between your company and your workforce and ensure that everyone receives what they are entitled to.
 

• Provide Better Benefits

Working parents might have entitlements, but this doesn’t mean the buck stops there. As a business, you should lead your industry by example, providing better workplace benefits for working parents.

From added flexible working arrangements, different categories of leave for parents, through to workplace childcare provision, better benefits will mean a happier workforce; better benefits will motivate staff to get the job done.

In 2019, people expect more than ever from your business, ethically and morally often more so than financially; a pay increase can only go so far. By providing these extra benefits, you can actively showcase your committed support for working parents to help them in the juggle of daily parental life.
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•  Better Staff Networking
  

​Often working parents may feel unwelcome as they return to work. Whether it’s a boss that has begrudged their time off and in turn, the added workload from this worker, or the younger colleague who feels they may not achieve promotion because of their return, working parents have to negotiate office politics in the same way they have to negotiate parental duties at home.

As a business, you can lead the way by tasking your HR team to instil better staff networking; coffee mornings or team development activities can help colleagues get to know one another better, learn about colleagues personal and professional commitments, and build a better network of community and trust within the workplace.

Staff networking will give colleagues the chance to understand better the challenges that working parents might face and help staff to help one another through these challenges.

A better office atmosphere will mean a happier workplace and better performance for your business.
 
Act Now
Your business can and should better support your working parents. With talent acquisition now at sky-high competitive levels in Ireland, your company cannot afford to lose out on valuable skills from the working parent section of the Irish workplace.

​By providing the best benefits of your industry, instilling an enhanced community network amongst colleagues and ensuring working parents are aware and maximise their parental entitlements, you can build trust and performance within your organisation – a win-win for everyone!

Last week, both Ryanair’s British-based and Irish-based pilots announced planned strikes as action against pay disputes. Not a great week for Ryanair’s headlines, who suffered major losses from a host of strikes in 2018 and found their arguably poor reputation further damaged amongst its customers.

While Ireland only lost 4,050 working days to strikes in 2018, over 50,000 were lost in 2017 – Ireland has had its fair share of labour disputes and examples of companies who have suffered at the consequence of their refusal to
tackle disputes head-on.

By and large, employees disputes should never come down to a strike. But it is the responsibility of the business to negotiate with its staff and unions to avoid this last resort. Here’s how you can avoid strike gate.
 
Don’t Bury Your Head Under the Sand
When the going gets tough, it can be easy to head for the ‘safe’ option; to hide inside your office and avoid mingling with unhappy, frustrated and unheard staff.

But this isn’t a ‘safe’ option – it’s a dangerous one. Whether it is a pay dispute, arguments over break times or challenges from a certain sector of employees, any issues when not dealt with quickly and effectively can quickly tumbleweed and leave your business in a state of drought when staff decide to strike.

Not only will burying your head under the sand showcase your refusal to address business problems, but it will indicate a lack of value for your staff and a lack of leadership to deal with any issues.
 
Communicate Effectively
Not only should you avoid burying your head under the sand, but it is crucial that you maintain constant, effective communication between your business and all of your employees when experiencing any labour disputes.

From the earliest of stages, ensure that you provide leadership for the next steps, listen to issues from employees themselves, as well as negotiate effectively with the relevant unions. Union representation is often a key element in the event of a strike; getting unions on board to negotiate will often be the first step to getting your employees to listen to you again.

Even when you may be forced to make decisions that may make employees unhappy, communicate these decisions as early as possible and explain your reasoning behind this – while not all will understand, you have set out your agenda and made staff aware of what you are aiming for throughout a dispute.
 
Go Beyond Industry Standards
Your business can avoid labour disputes by ensuring that staff have no cause for a dispute in the first place.

Often strikes are the result of a refusal from companies to provide employees with adequate living wage pay, leave arrangements or perhaps poor working conditions.

Not only should you meet your industry standards but go beyond them. Offer added benefits, add extra breaks, support your working parents. Ireland’s talent market is running dry – of you refuse to actively improve your workplace for staff, they will simply look elsewhere.

Don’t lose out to your competitors – prove that you are an industry leader by focusing on your people first and foremost and avoid any dreaded labour disputes.
 
Take a Head-On Approach
Labour disputes are not good and should be avoided at all costs. But often the damage has already been done from a business’ refusal to tackle any issues its staff may have raised.

Ensuring that your company uses its HR department to lead with a head-on approach will demonstrate your willingness to communicate with staff and unions, to lead the way in finding solutions to issues, and to value your workforce’s opinion.

​Take a head-on approach – avoid strike gate this year. 

We all know the beginning few lines of that pop-country anthem, the punching piano-filled chords, the rousing almost marching beat, and the first Appalachian harmonies from musical icon, Dolly Parton.

The theme tune for a movie about women in the workplace, ‘9-5’ epitomises that daily routine shared by millions across the globe. But is it still the reality for many in Ireland today? Or should Irish businesses have a major rethink about these working hours?  
 
Why Not 9-5?
While the eight-hour-day was intensely sought after by workers in Ireland at the beginning of the twentieth century, today it isn’t so lauded.

In 2018, just 5% of Irish people reported actually working 9am to 5pm; their contracts may have sad they should work these traditional hours, but in reality those hours fluctuated. In fact, 45% of respondents in this same study reported that they worked hours that suited them, with 31% in want of an 8-4 working pattern and 32% arguing for a longer day but shorter work week.

Clearly, Ireland is fighting against the rigidity of the traditional 9-5 in favour of increased flexibility.
 
But Why?

• Increasing Women in the Workplace

While both men and women in Ireland want more flexibility in the working hours, the increasing amounts of women who are now in the labour force has increased calls for flexitime, as both male and female parents juggle the pressures of kids, home and working life.

In fact, over 50% of Irish women over the age of 15 are now in the labour force; flexibility is needed if your business is to keep this talent within its grips.

• Technological Advancement

Twenty years ago, it was simply impossible for most Irish employees to have the ability to work from home. With a lack of laptops, WiFi and cloud-based information sharing systems, employees had to be present at their desks to access work emails and to do their jobs.

But that ship has sailed. With most firms now accessing the adaptability of a cloud-based server, workers can access all the information that they need to do their jobs simply from the click of a button, allowing employees to work practically anywhere that has an internet connection.

Technological advancement has derailed the traditional 9-5 in preference to a more flexible schedule that allows employees to work wherever and, by and large, whenever they want.

• Productivity

Afternoon slumps are not made up; time and time again workers have reported lacking in productivity for significant chunks of their 9-5 day. Another recent study reveals that 62% of employees reported they would be more productive if they knew they could finish earlier.

The phenomenon of ‘presenteeism’ has killed productivity, as workers force themselves to stay after their contracted hours in an effort to make themselves appear to be working harder.

In reality, your employees have spent 8+ hours doing a job that could have taken them 4 or 5. Responding to this, some companies such as Ireland’s very own ICE Group have went the extra mile, introducing a four day working week in an effort to bring more flexibility into the workplace, drive up employee retention and increase productivity.

Offering more flexibility to eradicate this issue, giving employees back the power to choose their hours and become more productive in the long run.
 
How Can HR Help?
Communication – it can’t be stressed enough. Get your HR team to talk with employees, listen to their views on their working hours and how best your business could support them to remain productive and at optimum performance.

As a company, it is crucial that you are willing to listen to the feedback and alter your working environment to suit modern conditions. With low unemployment and a dearth of high-skilled talent, a refusal to listen to employees in this way could be detrimental for your talent retention.

Take a leaf out of Dolly’s songbook and take time to rethink your working hours for the sake of your workplace wellbeing.