SUMMARY: Can Employers take advantage of the government’s drive to make workplaces more flexible and family-friendly?
The government’s campaign for a better work-life balance continues. Employers are going to be increasingly called upon to demonstrate that they care for their staff; at the top of the agenda is a good work-life balance underpinned by a raft of continually developing family-friendly rights. Some of the main changes are summarised below:
2014
2015
Whilst employers can now have more confidence in managing some of the legal risks associated with dismissing an employee following the significant reduction in tribunal claims, has the drive for employers to become more family-friendly focused created an operational headache for businesses?
Smart employers are unlikely to think in this way, identifying instead these changes as an opportunity to tell staff about the support available to them. If the goal is to maximise productivity with a view to increasing the bottom line, employers need a highly motivated workforce as well low staff turnover. Staff who feel valued and understand the benefits on offer will be committed to realising financial and operational aims.
Key to achieving a positive outcome from changes in employment law and HR practice is the introduction and communication of relevant policies. Reassured employees confident in their employer’s practices are likely to be committed for the long-term.
Promoting a more family-friendly culture to support a better work-life balance has the potential to play an important role in contributing to a high performance culture.
Contact Details
Further information about the new shared parental leave rights can be found in our October 2014 Edition of the FGazette.
For more details about family friendly rights please contact:
fgmedia@fgsolicitors.co.uk
+44 (0) 1604 871143
This update is for general guidance only and does not constitute definitive advice.
SUMMARY: Can Employers take advantage of the government’s drive to make workplaces more flexible and family-friendly?
The government’s campaign for a better work-life balance continues. Employers are going to be increasingly called upon to demonstrate that they care for their staff; at the top of the agenda is a good work-life balance underpinned by a raft of continually developing family-friendly rights. Some of the main changes are summarised below:
2014
2015
Whilst employers can now have more confidence in managing some of the legal risks associated with dismissing an employee following the significant reduction in tribunal claims, has the drive for employers to become more family-friendly focused created an operational headache for businesses?
Smart employers are unlikely to think in this way, identifying instead these changes as an opportunity to tell staff about the support available to them. If the goal is to maximise productivity with a view to increasing the bottom line, employers need a highly motivated workforce as well low staff turnover. Staff who feel valued and understand the benefits on offer will be committed to realising financial and operational aims.
Key to achieving a positive outcome from changes in employment law and HR practice is the introduction and communication of relevant policies. Reassured employees confident in their employer’s practices are likely to be committed for the long-term.
Promoting a more family-friendly culture to support a better work-life balance has the potential to play an important role in contributing to a high performance culture.
Contact Details
Further information about the new shared parental leave rights can be found in our October 2014 Edition of the FGazette.
For more details about family friendly rights please contact:
fgmedia@fgsolicitors.co.uk
+44 (0) 1604 871143
This update is for general guidance only and does not constitute definitive advice.