Welcome to Issue 26 of the ourHRpeople Newsletter, now hosted on our website. This month we are covering:
- Embracing Compassion –the key to successful HR change projects
- Holiday pay for irregular and part-year workers – starts April 2024
If you would like to be added the the ourHRpeople mailing list, please email steve@ourhrpeople.co.uk
Follow us on LinkedIn and Facebook for more HR news, insights and opportunities.
Until next time,
Steve
Embracing Compassion –the key to successful HR change
In the fast-paced world of business, change is inevitable. Companies are constantly evolving to stay competitive and adapt to new market dynamics.
While change is essential, it can often be met with resistance, anxiety, and uncertainty from employees. This is where compassionate HR change projects can make a world of difference. In this article, we will explore why compassion is the essential ingredient for successful HR change projects and how it benefits both employees and organisations.
Compassion in HR change projects means recognising and addressing the emotional and psychological aspects of change. It’s about understanding that employees are not just cogs in the machine but human beings with their unique concerns and challenges. Compassion involves empathy, active listening, and a genuine desire to support employees through the change process.
Compassion is not a sign of weakness in HR change projects; it is a strength that leads to lasting positive outcomes. By embracing compassion, organisations can navigate change more smoothly, retain their key talent, and foster a culture of trust and empathy. In today’s dynamic business environment, compassionate HR change projects are not just a choice; they are a necessity for sustainable success. We should lead with our hearts as we lead our teams toward a brighter, more adaptive future.
Benefits of compassionate HR change projects
The benefits can have a long-lasting effect on your businesses brand and include; Reduced resistance: When employees feel heard and valued, they are more likely to embrace change rather than resist it. Compassionate HR change projects create an atmosphere of trust, making employees more receptive to new ideas and processes. Enhanced employee well-being: Change can be stressful. Compassionate HR initiatives prioritise employee well-being by providing resources, mental health support, and open communication channels. This not only eases the transition but also boosts overall employee morale.
Improved productivity: When employees are confident that their concerns are being addressed, they can focus on their work instead of worrying about the changes. This leads to improved productivity, which is crucial during times of transition.
Higher retention rates: Key employees are much more likely to stay with an organisation that shows compassion during times of change. This significantly reduces turnover and saves recruitment and training costs.
Stronger organisational culture:
Compassionate HR change projects foster a culture of trust, empathy, and openness. This culture can have a lasting positive impact on the organisation, even beyond the immediate change.
Strategies for implementing compassionate HR change projects
There are several important aspects to plan for:
Effective communication: Transparent and timely communication is the cornerstone of compassionate change management. Keep employees informed about the reasons for the change, the process, and how it will affect them.
Employee feedback: Create channels for employees to share their concerns and suggestions. Act on this feedback to show that their voices matter.
Training and support: Provide training and resources to help employees adapt to the changes. This could include workshops, mentoring, or access to relevant tools and information.
Mental health support: Recognise the emotional toll that change can take on employees. Offer access to counselling services or employee assistance programs to support their mental well-being.
Leadership role modelling: Leaders should exemplify compassion in their actions and communication. When leaders show empathy and resilience, it sets a positive tone for the entire organisation.
Should you need someone to talk through your business change plans, please do make contact.
Holiday pay calculation and entitlement for workers on variable hours have created issues for employers, payroll and HR for some time now.
The government has published its response to the consultation on reforms to retained EU employment law. This also includes changes to the holiday entitlement and calculation of holidays for workers with irregular hours or those who work part of the year. The changes will simplify holiday entitlement and calculations for irregular and part-year workers. It will also bring a huge relief to employers, payroll and HR professionals.
“Rolled-up” holiday pay for workers with irregular hours and part-year workers will be allowed under the new legislation. There will be a new system for calculating holiday entitlement.
The term “rolled-up” holiday pay refers to the practice of making an additional payment to the employee on top of their normal rate of pay. The additional payment is for holiday pay. This is instead of the employee taking time off for holiday.
Calculating holiday entitlement for workers with variable hours:
EU rules on holiday pay will be retained. The entitlement for workers is 5.6 weeks of holiday (full time equivalent). Four weeks out of the 5.6 weeks must be normal pay and must include overtime and commission. The remaining 1.6 weeks is based on UK law, therefore payment can be at basic pay only.
In a positive move, the government aims to simplify the calculation of holiday pay for workers with irregular hours or part-year employment. The government will enact legislation to establish an accrual method for calculating holiday entitlement for irregular hours and part-year workers in their first year of employment and beyond. We expect the legislation to come into effect from January 2024. Employers will also be able to calculate entitlement at the rate of 12.07% of hours worked in a pay period, rather than monthly providing flexibility.
HR News is produced by Our HR People Ltd
Steve Wright
T 03302 2020218
M 07901 556032
