Month: February 2024

Happy Employee Appreciation Day! Today, on Friday, 1st March 2024, it’s time to honor and celebrate the hard work and dedication of your employees. At Eternal Engagements, we understand the significance of acknowledging and appreciating the efforts of our team members throughout the year. That’s why we’ve integrated a recognition feature into our app, fostering a culture of appreciation that lasts far beyond a single day.

Why Employee Recognition Matters

In today’s fast-paced and demanding work environment, employees face numerous stressors that can impact their overall well-being. Research shows that workplace burnout significantly affects mental health, with many employees citing a ‘manager who cares’ as a top priority. These findings underscore the importance of implementing a strategic employee recognition programme to boost engagement and morale.

Strategic Employee Recognition at Eternal Engagements

Our approach to employee recognition goes beyond simple expressions of gratitude. We believe in providing descriptive praise that aligns with our company values and business success, fostering a deeper connection between employees and our organisational mission. With the ongoing challenges of hybrid work and the current economic climate, it’s more important than ever to prioritise employee well-being and engagement.

Ways to Celebrate Employee Appreciation Day

As Employee Appreciation Day approaches, here are some ideas to help you celebrate and recognise your team’s contributions:

• Themed Peer-to-Peer eCards: Create themed eCards to thank employees for their efforts and achievements. Encourage peer-to-peer recognition to foster a culture of appreciation.

• Appreciation in Bulk: Consider implementing a bulk appreciation programme where employees can recognise their colleagues en masse. This approach can amplify the impact of recognition efforts and promote widespread appreciation.

• Extended Celebration: Instead of confining celebrations to a single day, consider extending the appreciation period to a week or longer. Use this time to highlight the resilience and positivity of your team members.

• Celebrate Company Culture: Take Employee Appreciation Day as an opportunity to celebrate your company’s culture and values. Educate employees about the significance of the day and encourage them to participate in recognition activities.

• Leadership Engagement: Engage leadership in appreciation efforts by encouraging them to express gratitude to employees. A heartfelt thank-you message from senior leaders can have a profound impact on employee morale.

• Manager Reminders: Remind managers to prioritise employee appreciation and recognition leading up to Employee Appreciation Day. Provide them with resources and support to facilitate meaningful recognition initiatives.

• Wellness Focus: Consider incorporating wellness activities into your Employee Appreciation Day celebrations. Offer yoga sessions, healthy meals, or wellness workshops to support employees’ physical and mental well-being.

Employee Appreciation Day is an opportunity to express gratitude to your team members and recognise their invaluable contributions to your organisation. By implementing strategic recognition initiatives and fostering a culture of appreciation, you can enhance employee engagement, morale, and overall well-being.

If you’re interested in learning more about how Eternal Engagements can help you embed everyday reward and recognition into your organisation’s culture, please don’t hesitate to get in touch with us or fill our out contact form to join our mailing list.

Welcome to a behind-the-scenes look at my daily grind as a payroll professional, where precision and accuracy are the keystones of success. In this blog post, I’ll take you through my typical workday, shedding light on the challenges, responsibilities, and rewarding moments of managing payroll for a diverse workforce.

Morning Routine: 9:00 AM – I start my day by checking my email for urgent messages or updates. I review the day’s agenda, noting any meetings or deadlines. With a cup of coffee in hand, I mentally prepare for the tasks ahead.

9:30 AM – I dive into the day’s payroll processing. It involves meticulously reviewing timesheets, ensuring accurate data entry, and cross-checking employee hours. Attention to detail is crucial at this stage to prevent any errors that could lead to financial discrepancies or upset employees.

Mid-Morning Tasks: 11:00 PM – I address employee inquiries, handle questions about tax codes and payroll deductions, and access payslips via our handy app. Effective communication and empathy are essential as I navigate various employee concerns, ensuring a positive and transparent experience.

Lunch Break: 12:00 PM – After a busy morning, I take a well-deserved break to recharge. I use this time to catch up on industry news, attend a payroll-related webinar, or step away from the desk for some fresh air. It’s a crucial moment to reset before tackling afternoon tasks.

Afternoon Challenges: 1:00pm – It’s time for me to focus on payroll reporting – generating accurate reports for Zuber, our Operations Manager, is essential for decision-making and financial planning as well as tracking our progress as a startup company.

Mid-Afternoon: 2:30PM- Mid-afternoon sees me undertaking a variety of tasks, from processing payrolls to working with Joe, our Marketing Manager, to create payroll content for the next quarter and supporting Rizwana, our Junior Payroll Administrator, as she continues her training and understanding of our processes.

Closing Time: 5:00 PM – As the workday ends, I review the day’s payroll activities. I prioritise the remaining tasks for the next day and create a well-planned to-do list. I ensure that we meet all payroll deadlines, leaving no loose ends that could disrupt the seamless operation of the payroll department.

Being a payroll professional demands a unique blend of technical expertise, attention to detail, and interpersonal skills. My day is a testament to the importance of precision in managing payroll as I navigate through data, compliance, and employee interactions. This blog provides a glimpse into the dynamic and challenging world of payroll, where every number matters and every detail counts.

Explore our team and learn more about our culture on our Careers page. We’re on the lookout for ambitious individuals who share our passion for growth and innovation. Discover opportunities to join us on this page.Find out more about the team on our  

In the fast-paced world of modern business, prioritising employee wellbeing is no longer just a perk; it’s a strategic imperative. One powerful tool that has gained significant recognition for fostering a positive work environment is the Employee Assistance Program (EAP). Let’s delve into the myriad benefits EAPs bring to employees and employers.

1. Mental Health Support:

One of the primary advantages of EAPs is their focus on mental health. They provide confidential access to professional counsellors, offering employees a safe space to discuss and manage stress, anxiety, depression, and other mental health challenges. By addressing these issues early on, EAPs contribute to a healthier, more resilient workforce.

2. Enhanced Productivity:

A mentally and emotionally well-supported workforce is a more engaged and productive one. EAPs empower employees to navigate personal challenges effectively, reducing the impact of external stressors on job performance. When employees feel supported, they are better equipped to focus on their work, resulting in increased productivity.

3. Improved Workplace Morale:

EAPs contribute to a positive workplace culture by demonstrating an employer’s commitment to the overall wellbeing of its staff and knowing that readily available support fosters a sense of belonging and loyalty among employees. It, in turn, leads to higher morale and a more harmonious work environment.

4. Reduced Absenteeism:

Addressing mental health issues through EAPs can significantly reduce absenteeism caused by stress-related illnesses. Timely intervention and support help employees manage challenges effectively, minimising the need for extended leaves and promoting consistent attendance.

5. Cost Savings:

Investing in EAPs can result in long-term cost savings for employers. By proactively addressing mental health concerns, companies may mitigate the financial impact of decreased productivity, absenteeism, and high turnover rates.

6. Conflict Resolution:

EAPs often offer services to help resolve workplace conflicts. Having a professional mediator available can prevent disputes from escalating and impacting the overall team dynamic, whether from interpersonal issues or job-related stress.

7. Tailored Wellness Initiatives:

Many EAPs go beyond crisis intervention, offering tailored wellness initiatives. These may include workshops, webinars, and resources covering stress management, work-life balance, and resilience, contributing to a more holistic approach to employee wellbeing.

8. Support During Critical Incidents:

In times of critical incidents, such as natural disasters or traumatic events, EAPs provide immediate support and resources to help employees cope with the emotional aftermath. It ensures a compassionate response during challenging times.

Employee Assistance Programs are valuable for any organisation committed to creating a supportive and thriving workplace. By fostering mental health, enhancing productivity, and promoting a positive work culture, EAPs contribute to businesses’ overall success and sustainability in today’s competitive landscape. As the paradigm of workplace priorities continues to evolve, investing in the wellbeing of employees through EAPs is a strategic decision with lasting benefits.

As National Sickie Day unfolds, it prompts a closer examination of absenteeism, a pervasive issue that affects workplace wellbeing. Absenteeism, referring to chronic or habitual unplanned and unannounced absences, encompasses lateness, early departures, and extended lunches. It goes beyond occasional legitimate reasons, signalling a need for change and potentially disrupting work environments. In this blog, we delve into the intricacies of absenteeism, its impacts, and how addressing it is vital for fostering a productive and engaged workforce.

Understanding Absenteeism:

Absenteeism is more than just a day off—it’s a chronic pattern of unplanned and unannounced absences that includes lateness, early departures, and extended lunches. As opposed to occasional legitimate absences due to medical reasons or emergencies, chronic absenteeism undermines trust, signals the need for change, and disrupts work environments.

The Impacts of Absenteeism:

The repercussions of absenteeism are twofold: direct (financial costs) and indirect (work delays, lower quality, decreased morale, and burnout). These consequences permeate the workplace, affecting the overall health of the organisation. Addressing absenteeism is about reducing the number of sick days and cultivating a positive work culture that prioritises employee wellbeing.

UK Absenteeism Statistics in 2022:

In the UK, the average absenteeism rate in 2022 was 3.7% for part-time workers and 2.4% for full-time workers. These figures highlight the significance of addressing absenteeism to maintain a productive and engaged workforce. As we observe National Sickie Day, it serves as a reminder that proactive measures are essential to curb absenteeism and build a thriving workplace.

Eternal Engagements’ Approach to Absenteeism:

Eternal Engagements recognizes the challenges associated with absenteeism and offers tailored solutions to support employees and employers. Our experts are dedicated to addressing the root causes of absenteeism, providing strategies to enhance workplace satisfaction, and fostering a culture that encourages open communication.

Book a Consultation or Take Our Free Survey:

Ready to tackle absenteeism and cultivate a healthier workplace? Book a consultation with our experts to explore personalised solutions. Alternatively, take our free survey for insights into workplace happiness, identifying areas for improvement, and actionable steps for positive change.

On National Sickie Day, let’s shift the focus from absenteeism to building a workplace culture prioritising wellbeing. By addressing the root causes of chronic absenteeism, organisations can foster trust, improve morale, and create environments where employees thrive. Let’s turn National Sickie Day into an opportunity for positive change and a renewed commitment to a healthy, engaged, and productive workforce.

The Apprenticeship Levy is a UK tax designed to encourage employers to invest in apprenticeship programs and workforce development. Employers with an annual pay bill exceeding £3 Million are required to pay the apprenticeship levy. So, what is a pay bill?

A pay bill is the total amount of money an employer pays its employees over a specific period. It includes all forms of wages, remuneration, and compensation that are subject to class 1 NIC. Various types of earnings fall under the pay bill, such as:

• Basic salary/wages
• Bonuses
• Overtime Pay

A company has an allowance of £15,000 per year to pay the levy, reducing the amount of levy paid each month to HMRC. Any unused allowance cannot be carried on the next tax year. The allowance can be split between connected companies. Once a company decides how to split the allowance, it cannot be changed during the tax year.

Companies are connected for the purpose of the Employment Allowance. Connected companies can split the allowance and threshold for Apprenticeship Levy, but this needs to be reported to HMRC at the start of the tax year and cannot be changed during the tax year.

How do we calculate the levy?

We need to do two calculations—one for calculating the April Levy amount and one for the remainder of the tax year. Let us look at calculating the April Levy amount.

Let us say the allowance has been split between connected companies, and your company has an allowance of £9000.

The levy is only calculated on the amount liable to NIC. Say in April, the amount liable to NIC was £265,281. You multiply this by 0.5%, which gives you the amount of levy owed to HMRC for that month. The total amount owed for the apprenticeship levy would be £1,326.41, but we now need to deduct the allowance. The calculation for the monthly allowance would be £9000/12= £733.33. So now we need to deduct £733.33 from £1,326.41, which gives us £593.08, which is then added to the total PAYE amount due to HMRC.

We are now going to look at calculating the levy for May onward.

The amount liable to NIC for May is £256,900. We need to add this to the April amount, which gives us a year-to-date amount of £522,181. Multiply this by 0.5% to give you £2,610.91 owed to HMRC to date. We now need to deduct the allowance to date (£733.33 x 2= £1,466.67) £2,610.91- £1,466.67= £1.144.24 now, minus the apprenticeship levy amount we paid in April to give us an amount of £551.16 due for May. You would continue to use this calculation for the remainder of the tax year.

Reporting to HMRC

You need to report how much of the apprenticeship levy has been paid to HMRC via an EPS (Employer Payment Summary). The deadline for reporting this information is the 19^th of the following month.

Maximise the benefits of the Apprenticeship Levy and propel your business to new heights. Our team is dedicated to providing expert guidance on calculations, optimising your allowance, and ensuring seamless compliance for financial efficiency.

Ready to access Eternal Engagements services and elevate your apprenticeship journey? Contact us today for personalised assistance and insights.