Running a business can be tough. Balancing time restraints alongside company targets and shareholder expectations can be a challenge for any boss. But ensuring your workplace promotes a healthy environment can bring a multitude of benefits.

The recession is no longer in Ireland. The country is experiencing an all-time-low post-crash unemployment rate of 5.3%. A talent war is underway – talent attraction and retention now relies not only on the job itself, but on what your workplace can offer staff.

During our “Fighting Fit” series, employee wellness has been explored, and how you, as an employer, can best support colleagues.

Now it’s time to ask yourself this question: Am I putting workplace health first?
 
Why So Important?
Depending on sector, workplaces can be busy minefields of deadlines, KPIs and office politics. While these are part and parcel of the daily running of a business, the health of the working environment can suffer if these things become a burden.
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• Performance

Whether your business is a coffee shop, a marketing agency or joinery team, performance is key. An unhealthy work environment can affect the performance of your business; unwell colleagues may take time off, effectively causing a loss of ‘hands’, and working hours.

Staff will grow unsatisfied with their roles when pressured by a negative workplace. Quality and motivation will deteriorate, and so too will your performance as whole.

• Reputation

A business often relies on its reputation as a key influence on sales, talent retention and attraction. As workplace health suffers, so too can your reputation. Staff may begin to resent you as an employer or organisation. Their family and friends will hear their negative views, causing a change in perspective towards your company.

If your performance suffers a result of an unhealthy working environment, your reputation amongst customers and future clients may also breakdown. Unable to attract great talent or great customers, your ability to grow successfully may be hindered.
 
How to Put Your Workplace Health First?
In this series of articles, the best approach to encouraging physical and mental health awareness amongst staff has been explored. Clearly employee wellbeing is key for your business, that’s no secret.

But this can be easier said than done. It’s time to put words into actions.
 

• Employee Wellbeing as Culture

Take a strategic approach to workplace health. While organising lunch time walking clubs and a charity marathon is great, these one-off initiatives will not produce long-term impact on your company culture.

A full employee wellbeing programme placed at the heart of your growth strategy has the potential to transform your business. Providing regular physical and mental health initiatives, such as those discussed in the previous articles, will revolutionise your company culture, get colleagues paying attention, and demonstrate your investment in the health and environment of your workplace.
 

• Employee Involvement in their Wellbeing

As you create this strategic approach, involve your colleagues from the beginning. Whether you lead a 5 person or 50 person team, all employees should have a voice on their own wellbeing.

Including your team will help identify key areas they want to focus on, including how they would like to improve their physical and mental health.

Having staff involved from the beginning will provide them with confidence to voice their concerns and ambitions, and foster a culture of openness towards the health of their working environment.

Today’s employers are becoming increasingly aware of the importance of employee morale to their company. Instead of ignoring issues with team members, they are implementing ways to enhance overall employee satisfaction. One of most popular tactics is promoting creativity in the workplace. Here are some ways to use creativity, amongst other methods, to ensure your team members are in it for the long run.  
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Encourage collaboration
As a leader you should always be looking for ways to increase communication in your company. Frequent interaction will give employees a chance to get to know each other, resulting in a positive working environment. Importantly, greater collaboration translates directly into greater creativity and better problem solving thanks to the multitude of ideas and perspectives available.
 
Give workers a voice
Most workers lose satisfaction because they are made to feel unimportant or their voices can get drowned by other more extrovert personalities. Some of your employees will have ideas they don’t feel confident enough to share. Encouraging them will bring those ideas to the surface and some of them may be revolutionary to your company. One of the main reasons for lack of creativity is because it isn’t heard, so listen up.
 
Organise work stations so that your team are in close proximity, allowing them to converse. Creating a party for each employee on their birthday or milestone in their life such as an anniversary or engagement celebrations will be appreciated by your workforce. Don’t forget to arrange out of office events, including after work drinks, networking events or volunteering programmes.
 
Promote health and wellbeing
Bad health will negatively affect your workers motivation, denting your company culture. Start by educating employees on the importance of maintaining good health, provide books or organise talks.
 
Ensure your office is fully equipped with a fully running kitchen, have a microwave and fridge so that workers can bring in ready prepared lunches. Add a touch of creativity by organising health company competitions, for example have employees aim to lose a certain amount of weight and whoever loses the most wins a prize.
 
Don’t only focus on physical health, highlight the importance of mental health as well. Organise a weekly company counsellor to employees that may be highly stressed either in their work or personal life. Offer a discount for the local gym, exercise releases endorphins that helps both physically and mentally. This is important, a healthy employee equals a healthy working environment.  
 
Offer Flexitime
Flexible working hours and working from home options will accommodate all workers who each have different situations. Allowing a flexible schedule will increase overall productivity and gives increased job satisfaction, as it allows employees to get their work-life balance organised in a way that suits their lifestyle.
 
Allow regular breaks
Giving employees the freedom to take breaks will boost their productivity levels. Adding breaks into your work culture helps workers approach tasks in a calmer, but productive way. They can take five minutes out when feeling stressed about a looming deadline or project, which will help get their creative juices flowing again. 
 
Having a creative team is important for your company, so if you want to have a productive, motivated and insightful team of workers, follow these tips to ensure everyone is at their creative peak.

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​Zero hour contracts have received a great deal of media attention in both the UK and Ireland recently, and rightly so. While unemployment statistics are often cited and analysed, there is an increasing understanding of the need to look into exactly how people are employed rather than simply whether or not they have a job. It is essential to shed light on different types of contracts that are being issued to employees, not least to ensure that their rights are protected. So, what exactly is a zero hour contract?
 
In a nutshell, zero hour contracts are working arrangements wherein an employee must be available to work for a certain number of hours each week, yet employers do not have any obligation to give any hours to the employee. Employers, particularly those in businesses that experience seasonal highs and lows, tend to use zero hour contracts to increase flexibility and limit their commitment to employees.

While there are fewer employees on zero hour contracts in Ireland, it is estimated that a massive 1.4 million people are working on these contracts in the UK. Many employers have been criticised for taking advantage of employees by using zero hour contracts, as they offer next to no financial security for workers and can make achieving a comfortable work-life balance very difficult. In light of this, the Irish government is proposing a number of changes to the current legislation in Ireland that could impact both employees and employers. In this post I will discuss the current situation regarding zero hour contracts in Ireland, outline the Government’s proposed changes and detail their possible effects on Irish businesses.

The Current Legislation
 
Unlike in the UK, employees in Ireland who are on zero hour contracts are protected by the Organisation of the Working Time Act 1997. There is little more frustrating for an employee than being contractually obliged to work, yet not being given any hours. In order to protect employees on zero hour contracts falling victim to this, Section 18 of the Organisation of the Working Time Act states that an employee in this situation is entitled to be paid for 25% of the hours which they were required to be available for, or 15 hours pay – whichever one is less.
 
This at least ensures that employees on zero hour contracts are guaranteed a pay cheque, regardless of what hours their employer gives, or doesn’t give, them. It is important to note that Section 18 of this act does not cover ‘casual’ workers who are not contractually obliged to accept work from their employer.

What Changes Are Being Proposed?
 
In order to further strengthen protection for zero hour contract workers and boost their entitlements, the Irish government plans to make it illegal to hire an employee on a zero hour contract and give them no hours at all. Furthermore, in the event that a worker is called into work and does not receive the hours expected, they will get a minimum payment of three times the minimum wage or three times the rate stipulated in an Employment Regulation Order.
 
Finally, under the new proposals, employers will have to be much clearer about the terms of employment given to an employee. In fact, employers will be required to provide, in writing, five core terms of employment. This will include outlining how many hours the employer expects an employee to work in a given week.
 
How Will Employees and Employers Be Affected?

Clearly, these proposed changes are positive for employees, giving them increased financial security and more entitlements under zero hour contracts. However, employers must understand that the proposals could mean much more bureaucracy and a greater need for due diligence when it comes to employee management and drawing up contracts. Failure to properly understand and comply with any legislative changes that come into place could put employers at risk of criminal prosecution – all the more reason to keep a close eye on the status of the proposals and react accordingly.

Importantly, zero hour contracts suit certain employees and employers, especially due to their flexible nature. That being said, it is vital that businesses are transparent about the work contracts they are providing and that those contracts meet all legislative requirements. Keeping on top of changes in employment law is part and parcel of running a good, ethical business.
 
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When something goes wrong in business a common reaction is to try to shift the blame. More often than you may think, regardless of the position they hold, employees seek to find ways to avoid accepting responsibility for their mistakes. This leads to many companies having to deal with what is known as ‘the blame game’ on a regular basis. Of course blaming others - or indeed management processes - for mistakes is counter-productive and greatly decreases a business’ efficiency and effectiveness. Furthermore, it leads to companies wasting time finding out who, or what, caused a problem, rather than seeking to both solve and learn from it.

So, how can businesses avoid the blame game and encourage staff not to shift responsibility on to someone else when things go awry? Actually, one of the most effective ways of achieving this is through generating a strong, transparent and supportive company culture. Here are 4 ways in which HR can help create a company culture that turns the blame game on its head and boosts teamwork, productivity and efficiency.
 
1. Promote ‘Just Culture’ In the Workplace

Many industries, from aviation to healthcare to manufacturing, understand the importance of ‘just culture’ in the workplace. ‘Just culture’ – which makes up part of overall company culture - can be described as companies creating an environment wherein mistakes are seen as part and parcel of everyday business. Instead of being lambasted for their errors, employees are encouraged and supported to come forward if they do something wrong.

Businesses and HR departments that promote just culture facilitate honesty amongst employees and ultimately improve a company overall. It is only through employees owning up and having the confidence to face up to their mistakes that companies can learn and build upon errors that are made. A company that ignores ‘just culture’ risks having employees sweep mistakes under the rug, or incorrectly blame others for their wrongdoings, which can have hugely detrimental implications for a business.
 
As business owners and managers will know, more often than not mistakes are made because of bad management or incorrect processes. Harnessing a company culture that promotes admitting to mistakes allows businesses to learn and build upon them, ultimately improving company processes. Simply put, employees are much less likely to make the same mistake twice if their initial error has been openly discussed and they have been supported in rectifying it.
 
2. Ensure Psychological Safety
 
‘Just culture’ helps to foster an environment where employees are more honest and open, and therefore feel more psychologically safe. This is crucially important in business. Firstly, and most obviously, psychological safety of employees is essential in industries like healthcare and aviation where the psychological wellbeing of employees is vital to keep those that use the services safe.
 
However, it’s not just about keeping customers safe, ensuring employees feel psychologically safe is of paramount importance when it comes to the mental wellbeing of staff members. We all know the age-old mantra, a happy worker is a productive worker – and unsurprisingly a big part of that happiness comes from mental wellbeing. Businesses and HR professionals should empower employees to admit to mistakes by promoting the idea that, in owning up to a mistake, they are helping rather than hindering the company. This makes for a more open, happy workforce and more efficient and effective management processes. A win-win for all.

3. Encourage Looking Out For Each Other
 
Employees who feel isolated are more likely to try to cover up mistakes and, if they get away with it, they could fall into a vicious cycle of hiding wrongdoings. Making sure that employees look out for each other is an important way to improve teamwork and prevent covering up mistakes. Rather than making employees feel like they are grassing on one another, employers should encourage staff to assist those that seem under pressure and make sure workers know they can ask for assistance when necessary. Promoting the idea that employees are ‘all in it together’ is a great way to stamp out a cover-up culture and detect issues among staff early on. After all, early detection of an issue is the best way to prevent it from spreading and becoming a much bigger problem for the business as a whole.

4. Educate HR in Dealing with Reported Problems
 
Let’s be clear, mistakes in business are commonplace. There will always be issues that arise and making sure that the HR department is prepared to deal with problems which are reported is crucial to the smooth running of a business. Knowing how to support staff in need, how to correctly report, react and file an incident when it occurs, and how to treat those who have made a mistake in the correct and appropriate manner are all areas in which HR professionals should be well versed. As a department, HR is often the first port of call when it comes to reporting workplace problems – therefore it would be foolish not to ensure that all HR staff are well drilled in dealing with these situations as and when they arise.

Generating a company culture that treats mistakes as blips that are actually necessary for the advancement of the business not only empowers workers to admit to mistakes, it improves productivity and benefits a company in the long run.
 
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Rock? Classical? Pop? Or just silence? The jury’s still out on what kind of music, if any, should be listened to in the workplace. With many job postings now boasting access to great office playlists or the chance to pick the songs on certain days, employers are catching on to offering music as an office perk. There’s no doubt that in life, lots of us enjoy a good tune. However, whether that can, or should, translate into the workplace is another question entirely.

While this may seem like a non-topic, having tunes on in the office has the potential to increase employee wellness, making staff happier and more productive. But that’s not true for everyone. In fact, some people find themselves too distracted if music is blaring, or unable to concentrate even with a little background noise. As with many workplace issues, it’s all about striking a balance. So, here are 4 important points for employees and employers when it comes to listening to music in the workplace.

1. The Psychology Behind It
 
First and foremost, let’s talk about the psychology behind music in the workplace. Neuropsychologist, Dr. David Lewis, explains that music is a good management tool to be used for increasing the efficiency of your workforce and their mental wellbeing. One study back in 1972 even found that factory workers performed better when happier, upbeat music was played.

That being said, for some, music can be a distraction they can do without. Music also has the potential to trigger emotional responses in many people, especially songs with lyrics. To get around this, employers may choose to play instrumental songs, or indeed songs in a foreign language that mean nothing to those listening. This may avoid employees losing concentration and help them to focus on the task at hand. Alternatively, some suggest that it may be detrimental to listen to music while trying to complete tough, complex tasks. In this case, silence may be the way forward. At the end of the day, this all comes down to personal preference. If a consensus cannot be reached among employees, no music at all may have to be the solution. 
 
2. Think of the Genre

If you are going to pipe tunes around the office, it’s good to have a serious think about what genre you want to focus on. Maybe you want to find an eclectic playlist to try and fit in with everyone’s taste. Or, maybe you want to put the foot down and say that classical music is the only way to really focus the mind. Of course, the style of music you choose may depend on the workplace environment. No one is going to be pumped up in a gym by Beethoven’s 5th symphony and, equally, an IT consultancy may not want to play the latest trance tunes. Try to find a music genre or playlist that fits your office mood and the people you employ. What’s the best way to do this? Ask them.
 
3. You Might Need a Licence
 
Yes, you read that right, believe it or not, employers may need a licence to play music publically in the office. Here in Ireland, a PPI licence is required if you, as an employer, use copyright recorded music in public. Equally, in the UK, employers need a PRS for Music licence. These are in place to ensure that both record companies and performers are being fairly paid for the use of their music. There is a wide range of premises where the employer/owner are required to have a PPI licence – from shops to nightclubs to swimming pools. Be sure to check if your business requires a licence before putting the record on. 

4. Get The Level Right or Use Headphones
 
Finally, it’s really important that not only the genre, but the sound level of the music is appropriate to the office. Remember, you don’t want to drown out teams of employees working together with loud music. Alternatively, workplaces may want to opt for no music being played publically in the office, but instead to allow employees to listen to music personally using headphones. The downside to this is perhaps a loss of interaction between employees on the office floor – yet it may also cut down the office chit-chat. Again, it’s all about finding what suits your business environment and your employees best.
 
Undoubtedly music in the workplace can contribute to a positive company culture, a strong employer branding, and has the potential to improve workplace productivity. Just be sensible with the policy you enact, get a licence if required and make sure employees are happy with the choices you make – especially if you are in charge of the playlist.
 
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Everyone loves job perks. From flexible working hours to bring your dog to the office day, to free lunches, there are a whole host of incentives employers can offer their employees. Not only do incentives increase employee engagement and satisfaction, they are vital when it comes to promoting a creative and open company culture.
 
That being said, with so many different companies offering up a wide range of perks, it’s hard to know what to roll out to employees that’s both different and genuinely beneficial.  Of course, there are the old classics – commission, bonuses and flexible work arrangements. However, while these incentives are always welcomed, nowadays, more and more employers are looking past financial perks and coming up with more innovative, personal and carefully thought-out ways to encourage and reward their staff. 

So, here are 5 original ways to incentivise employees that you may not have thought of before:

1. Reward Wellbeing

Providing free or discounted gym memberships for employees is becoming more and more popular, especially as companies realise that a healthy workforce is likely to be a happier workforce. However, some companies are going a step further when it comes to rewarding wellbeing.  Online mattress maker, Casper, actually pays employees 2 US dollars a night for getting a good sleep – which is tracked by a fitness app called IncentFit. While this may seem over the top, there’s no arguing the need to be well rested in order to improve productivity.

In addition, there are a number of organisations, Casper included, which actively pay employees to exercise. While the monthly pay for exercise at Casper is capped at $130, this is nevertheless a great way to incentivise staff to get fit. Tech giants, Microsoft, have a similar set up - offering employees money to spend on fitness related activities. Who knew it could pay to burn calories?
 
2. Think of the Foodies

On the other hand, if exercise doesn’t incentivise staff, food will. When it comes to food perks, employers can put on quite a spread. Companies are offering free lunches, healthy breakfasts and fresh fruit all day every day – not only helping employees bond, but also ensuring they enjoy a healthy, balanced diet whilst in work. Of course, there are ways to get inventive with food incentives. Brunch on a Friday, a buffet to cure the Monday blues, or as Online Media Company, Thrillist, does, offer up an extravagant breakfast when a big deal is closed – there’s no limit to what companies can serve up. Now there’s some food for thought.

 3. Paid Birthday Holiday and Unlimited Annual Leave
 
Nothing says a company appreciates you quite like giving you your birthday off – especially when it’s paid! While it’s only one extra day of holiday a year, workers appreciate being given time off on special days to spend with family and friends. Believe it or not, there are in fact some companies - Netflix and Linkedin for example - who offer unlimited annual leave. Having a policy like this allows workers extended time to travel overseas or spend time with their families at particularly important moments and can be a very attractive proposition for those seeking a better work/life balance. Of course, employees must ensure that the work is covered while they are gone. It’s also equally important to make sure what you are offering is available to everyone to avoid facing a backlash from employees who feel they are discriminated against with regard to incentives.

4. In Office Yoga and Massages

Everbright, the event management company, believes that people who are working non-stop aren’t good employees as their productivity levels sink if they are over worked. So, to combat this, some companies encourage employees to take 40 minutes out of their working day for in office yoga, or a massage. A nice idea, especially if you have been sitting at a desk all day.

5. Free Beer
 
Yes, you read that right. Some companies actually offer free beer to their employees. Obviously, this takes a great deal of trust between employee and employer, but if managed correctly, it can be a nice perk – especially at 5pm on a Friday afternoon. Of course, it doesn’t have to be beer - staff could be offered smoothies or milkshakes to give them an extra boost throughout the day.

It goes without saying that not all of these perks are suitable for every organisation. Equally, original, innovative perks shouldn’t be limited to start ups or tech companies. The key is to get a feel for your workforce and offer what’s right for them.

There’s no doubt that original incentives are a great way for an organisation to stand out from the crowd. Not only do they get people talking, if they are well thought out, they have the potential to attract employees that are a great cultural fit for the organisation. However, always remember that when it comes to building a strong company culture, incentives and perks aren’t everything. Creating a meaningful culture that resonates with your employees and has the core values of the business at its centre is essential and will ultimately attract, and retain, talent much more effectively than a free lunch.

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It’s January and no doubt the gyms are packed with New Year heroes, determined to start 2017 on the right foot and stick to their new year’s resolution. Despite their best intentions, research has shown that almost two thirds of people fail to keep the promise they made to themselves, with almost half (43%) of them giving up in the first month.

​As employers, it may be worth supporting your workers’ commitments to getting fitter, losing weight or living a healthier lifestyle. Here are five of the biggest benefits of having healthy workers.

Reduced Absenteeism
Healthy employees, who have a balanced diet and exercise regularly, are less likely to become ill or suffer an injury. In other words, promoting a healthy lifestyle to your workers can help cut absenteeism. That should mean higher productivity, reduced stress and a happier workplace.

Focus
Healthy eating isn’t just about the long-term goals. The nutritional properties of many fruit and nuts can give your employees a boost to get them through the mid-afternoon slump. That extra energy will help them maintain focus, make less mistakes and get work done.

Engagement
Team sports, like 5-aside football, run clubs not only keep your staff fit but also promote team work, loyalty and enthusiasm. Workplace yoga sessions are becoming increasingly popular. Encouraging your staff to get up from their desks and stretch out offers huge social, cultural and wellbeing benefits.

Mental Wellbeing
Your staff should be healthy in body and mind. Along with back pain, workplace stress, anxiety and depression related illness are the most common reasons for employee absenteeism. As an employer, you have a duty to look after all aspects of your employees’ wellbeing; that means their mental and emotional health as well as their physical.

Employee Recognition
With the talent pool shrinking, employers are looking for new ways to attract workers to their businesses. Gym memberships, healthy snacks and regular campaigns all help to build moral within your existing team are all great perks that will help you stand out from the crowd and demonstrate your appreciation for your staff.

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When Disney’s remake of The Jungle Book hit the cinemas, I was one of the first people in line to see it. As a child I was fascinated by the movie; by this boy who lived with wild animals and overcame such unheralded challenges, and I wanted my kids to experience the same intrigue I did.

As an adult, sitting in the cinema with an over-sized tub of popcorn I knew I’d never finish, I realised the movie that had captivated me so much as a child, holds just as much sway over me today. The only difference is this time it's because of the valuable HR lessons it provides.

Here are four key lessons The Jungle Book teaches us:

#1. Employee Inclusion
From the outset we see how Mowgli’s engaged and fully integrated relationship with the wolves. They have accepted him as one of their own and treat him just as they would any of the other cubs, despite his obvious differences. The result of this sense of inclusion is a loyalty and commitment to the pack that runs to the very core of our protagonist.

Employers and team leaders would be well advised to promote inclusion of all employees under their watch if they wish to get the very best out of them. Recent research conducted by the Gallup Organization, which appeared in the Harvard Business Review, shows organisations with a high level of engagement report 22% higher productivity, as wells as lower employee absenteeism and attrition.

#2. Encouraging Diversity
As was the case in The Lion King, The Jungle Book too teaches us that every creature in the Jungle, no matter how big or small, plays an important role in a complex cycle that ultimately leads to a flourishing and vibrant environment.  Even in times of hardship and great change, as represented by the long drought in the movie, the animals adapt, acknowledging that their individual survival is dependent on their wellbeing as a collective.
In much the same way, more and more employers today are recognising the multiple benefits of diversity to their organisations. Having a broad range of workers – of different ages, gender, race, experience, sexual orientation, etc – with different viewpoints and skills helps keep a company evolving, recognising new opportunities and delivering results for its shareholders.

In 2015 a report by Grant Thornton demonstrated that boards with women on them consistently out-perform those with just men. Meanwhile an MSCI Report revealed that companies with more women on their boards deliver a 36 percent better return on equity than those lacking board diversity.

#3. Workplace Bullying
Earlier this year a survey we conducted into workplace bullying showed that four in 10 employees have been the victims of some form of workplace bullying at some stage in their careers. Sadly, our research also showed that in 80 percent of cases the victim took no action and the issue was never addressed.

Happily, in The Jungle Book, Sher Khan, the villain of our story, eventually gets his comeuppance. However, the cruel tiger’s intimidating and aggressive behaviour perfectly reflects the devastating impact a bully can have on workplace morale, employee wellbeing and organisational harmony. A decline in any of these areas will ultimately impact on staff turnover and your company’s bottom line.

#4. Role Models
Throughout his time in the Jungle, Mowgli encounters a number of key characters who impact hugely on the man he will ultimately grow-up to be. From Akela, the leader of the wolf pack, who teaches him the importance of unity and team work, to Bhagerra, who places huge value on rules and responsibility, to Baloo, who encourages him to embrace his natural talents and not to fret over the little things.

Role models aren’t just for our childhood or for kids’ stories. As employers and managers we should lead by example, extolling the virtues we hold dearest and encouraging our employees to do likewise. This is where the importance of company culture comes into play. You can’t expect a shop assistant to practice good customer service if she sees you being rude to a client.

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Holiday season is fast approaching and the request forms are already starting to pile up no doubt, as staff look forward to a bit of down time from their humdrum work routine, whether it’s catching up on odd jobs around the house or soaking up some sun with the family on a beach in Spain.
While it may feel like things slow down during the ‘silly season’, thanks to the interruption of various team members using their annual leave, recent research reveals that employees may not be tuning out as much as they should and it could potentially be very bad for business.
The survey conducted by Regus found that, instead of resting 39 percent of employees continue to work up to three hours a day while on holiday. Perhaps this shouldn’t come as such a surprise. Advances in technology, in the way we are constantly tuned into our work through our mobile phones, along with a hangover from the downturn with staff keen to justify their roles, have made working while on holiday, or at least checking emails, fairly standard practice. While at first glance this might seem like a coup for employers, the reality is that in the long run it may cost you.
Here are some examples:
1.Staff Burnout
Even the best of us need a break every now and then. If your workers are unable to switch off and relax, then it’s unlikely they’ll reap the energising benefits of being on holiday. Instead of coming back fired up and ready to work, they tend to be less motivated and more easily distracted. In 2007 Business Week reported that ‘vacation deprivation increases mistakes and resentment at co-workers.’ Ultimately, this translates as a drop in productivity.
2.Increased Sick Leave
Stress related illnesses are among the leading causes of employee absenteeism in Ireland and the UK. Figures from the Office for National Statistics revealed that 30 million employees in the UK took time off work with stress, anxiety or depression in 2013. Workers who don’t take a break can eventually make themselves ill.
It’s not just mental either. In America a study conducted by the State University of New York of 13,000 middle-aged men at risk of heart disease showed that those who went without a vacation for five consecutive years were 30 percent more likely to suffer a heart attack.
Whether it’s short or long term that means further disruption to your business, which may impact on its profitability.

1. Legal Risks

Under health and safety legislation employers have a duty to ensure, as much as reasonably possible, the welfare and safety of their employees at work. If there is a culture of working while on holidays, or if employees feel pressured into not using their annual leave entitlement, then should an incident occur – be it a stress-related illness or an injury due to burn out – then an employee may have grounds to take action against your company.
Additionally, under common law, if it is believed that you as the employer failed to take reasonable care for the health and safety of such an employee, they may have grounds to bring a personal injury claim against you.
What Can You Do
Regardless for an employee’s reasons for working while on holiday or choosing not to take time off at all, you as an employer must take action to encourage it as much as possible. Here are some measures you can take to foster a culture where staff switch off when on holiday:

1. Communicate the Company Holiday Policy

Make sure all staff are aware of their holiday entitlements. This information should be clearly communicated in their staff handbook but it is also worth relaying the information through email, staff newsletters, weekly briefings or whatever other means you use to engage with your work force. This provides an opportunity to emphasise the value you place on employee downtime. HR automation software, such as HRLocker, can also be useful in providing employees with a visible diary, so they can coordinate their holidays and take ownership of their time off.

1. Lead by Example

As employers we are often the most likely culprits not to take our designated vacation time. Afterall, we are the steam that turns the wheel and keeps the business moving forward. However, the example we set tends to trickle down through the company as directors and managers follow your lead and their subordinates copy them.
If you want to instil a culture where staff feel comfortable taking holiday then you need to show that you too are happy to leave the office behind, even if it’s just for a few days.

1. Manage Workloads

One of the main reasons why employees work while on holiday is to stay on top of their workload. In fact, ‘leavism’, where employees use their annual leave just to catch up on work, is a growing concern.
Be reasonable in your expectations when distributing work to your employees. Regular management meetings and one-to-ones (where possible) with workers helps establish an open dialogue, where employees feel valued and employers can gauge their capacity. Establish a process for handing over ongoing work when an employee is scheduled to go on holiday so that is shared out equally and all employees, particularly those taking leave, are confident it will be managed effectively.

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David Bell is Managing Director of The HR Department, outsourced human resources specialists for Irish SMEs.

Diarmuid Moran the owner of www.bowline.ie, a company we've had the pleasure of working with on a number of occasions. Diarmuid's message is simple: Every workplace can be safe and productive and all employees and visitors need to be protected by basic health and safety standards.

I was recently called by a distraught employer who had an unfortunate accident. In light of this event, I decided to write a simple memo and a 3 item check list that could prevent many workplace accidents in SMEs.

#1. How recently have you reviewed and updated your Safety Statement and health and safety communication to all employees?  What has changed? Who knows what is in the old Safety Statement and do employees discuss overall safety reviews  and leadership?

#2. Are there adequate records and refreshers for all employees in the area of Employee Training and Competence; do the managers and supervisors know how to manage safety? Does everybody have an up-to-date training record covering equipment / plant / vehicles / tasks / maintenance / materials and normal and emergency duties.

#3. Are the Hazard assessments, associated resources and control systems  (e.g. fire safety / exits / PPE) up-to-date and functional.  This depends on the complexity and risks of your organisation and work locations. Offices may be low risk but still require basic fire safety, lighting & electrical systems.  Distribution, retail and logistical activities require manual handling, equipment and fleet safety controls.  While manufacturing, workshops, processing, construction, entertainment and associated activities will have more detailed Risk Assessments, training and control systems.

When reviewing the above three items do not make an assumption that all is fine and has been the same for a number of years. Take a view based on a recent intern or work experience perspective. Was that person adequately aware and protected in your business?  Is your “safety at work” programme limited to one person or one type of document or training situation?  If so, that may not be adequate - review or draft a plan and do something to refresh and expand the 3 items detailed above.