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.

In July, our team made moved into Hope Park Workspaces, enticed by the allure of quality facilities. Yet, the benefits extended beyond well-maintained offices with superfast broadband, 24-hour CCTV, secure onsite parking, a stellar reception team, onsite café, meeting rooms, and sports facilities.

Hope Park Workspaces isn’t just about business; it’s about making a significant impact. Operating as a social enterprise in partnership with the national charity Transforming Lives for Good (TLG), every profit generated at Hope Park goes into investing in the futures of struggling children across the UK via TLG.

Transforming Lives For Good’s Journey

TLG originated as a youth club in Great Horton Bradford in 1998 and has since grown to over 200 education centres across the UK, assisting over 5000 vulnerable children annually. TLG’s driving force, Tim Morfin, was awarded an OBE in the King’s birthday honours list.

Andrew Burton, Chair of Trustees at TLG, expressed his delight: “Tim’s vision to positively impact the lives of thousands of children and young people across the UK remains inspirational.”

Watch TLG in Action – A video by TLG Films on Vimeo.

“One in Four children struggle to cope with life” – Princes Trust, 2021

“Child referrals for mental health care in England up 39% in a year” – NHS, 2023

TLG’s Impactful Services

Early Intervention:

TLG’s Early Intervention provides practical solutions, offering one coach, one child and one hour a week. Across the UK, children face various struggles affecting their education. Whether it’s bullying, bereavement, family breakdown, poverty, or being in the care system, TLG intervenes to support children, families, and schools in communities.

Make Lunch Program:

The scale of holiday hunger is alarming, with over 1.5 million children receiving Free School Meals and millions more living in poverty. TLG’s Make Lunch program empowers churches to address this issue, providing free, hot, and healthy meals during school holidays. Since its inception, partner churches have served over 120,000 meals across the UK, making a vital difference.

Get Involved

Are you interested in making a difference, too? Explore TLG’s Corporate Partnerships on the TLG website. Your contributions can support existing centres, maintain high training standards, and open new TLG centres for children affected by adverse childhood experiences, especially those additionally impacted by lockdowns, COVID-19, or the cost of living crisis.

In conclusion, our move to Hope Park Workspaces isn’t just about a great office space—it’s about contributing to something meaningful. Join us in supporting TLG’s mission to transform lives for good.

Understanding Employment Contracts: What You Need to Know

Introduction to Employment Contracts

An employment contract is a vital document establishing a legally binding agreement between an employer and an employee. It outlines the terms and conditions of employment, ensuring clarity and fairness for both parties. Employment contracts can take various forms, including verbal agreements, written documents, or agreements established through conduct.

Verbal or Written: The Formation of Employment Contracts

Employment contracts can be established through verbal agreements, written documents such as job offer letters or emails, or through the actions and conduct of the parties involved. It’s crucial to note that even if a written statement summarizing employment particulars is provided (as required by the Employment Rights Act 1996), the actual employment contract encompasses broader aspects beyond this statement.

Types of Terms in a Contract

Employment contracts consist of various terms, including:

Main Terms: These include pay, working hours, and other essential details outlined in the written statement.

Other Clauses: Additional clauses may cover confidentiality, code of conduct, or policies regarding social media and data protection (GDPR).

Exclusivity and Flexibility Clauses

Exclusivity Clauses: Employers are prohibited from including clauses that prevent employees from working for other employers, ensuring individuals have the freedom to engage in multiple work arrangements.

Flexibility Clauses: These allow employers to make reasonable changes to terms and conditions, often necessary for adapting to evolving business needs. However, these changes should be fair and communicated effectively.

Employer and Employee Duties

An employment contract outlines the employer and employee’s duties and responsibilities. It includes the employer’s obligation to provide a safe working environment and the employee’s commitment to performing assigned tasks.

 

Employment Contracts and the Law

Written Statements of Employment Particulars

As defined by law, all employees and workers have the right to receive a written statement of employment particulars. This document includes essential terms like pay and working hours. It is commonly referred to as the employment contract but is more legally comprehensive.

Employment Status

Whether an individual is an employee, worker, or self-employed, employment status is crucial in determining rights and responsibilities.The employment contract, job offer, and the nature of the working relationship determine employment status.

Termination of Employment Contracts

Both employees and employers have the right to terminate employment contracts. Termination can occur through resignation, dismissal, or redundancy. Employers must follow fair procedures and comply with legal requirements when terminating contracts.

Zero-hours Contracts

Zero-hours contracts provide flexibility for both employers and workers. Key points to consider:

Workers on zero-hours contracts have rights, including the National Minimum Wage, paid holidays, and protection from discrimination.

Employers must not enforce exclusivity clauses or treat zero-hours workers unfavourably for working elsewhere.

Rest breaks and notice periods vary for employees and workers on zero-hours contracts.

Part-Time Workers’ Rights

Part-time workers are protected against less favourable treatment compared to their full-time counterparts. Benefits, including pay and leave, should be pro rata based on the hours worked.

Non-Disclosure Agreements (NDAs)

NDAs, or confidentiality clauses, may be used to protect sensitive information during or after employment. However, they cannot prevent whistleblowing or reporting a crime.

Changing Employment Contracts

Employers and employees may propose changes to employment contracts. Considerations include:

• Exploring alternatives.
• Understanding the reasons for change.
• Managing potential risks such as legal claims or damaged working relations.

Conclusion

Understanding employment contracts is crucial for fostering positive employer-employee relationships, ensuring legal compliance, and providing a framework for fair and transparent work arrangements. Both parties should approach contract negotiations with clear communication and a commitment to mutual respect and understanding.

Unleash your business’s full potential with our expert HR and employment support. Proactive employers protect their reputation and business interests by taking employment-related legal matters seriously. Our diligent employment law specialists work closely with you, providing comprehensive information and advice on various employment topics.

 

Book in with one of our experts for Business Protection

Our expert consultants offer guidance, immediate support in employee emergencies, and on-site assistance within two hours for difficult situations. In case of a tribunal, our consultants will be there throughout the process, saving you time and expense.

But our support doesn’t end there. As part of our service, we conduct an in-depth review, providing on-the-spot advice on improvements or adjustments to your HR documentation, H&S management systems, and employee engagement. Let us help you protect your business and ensure compliance with our employment law support service.

Protect Your Business and Ensure Compliance with Eternal Engagements’ Employment Law and HR Support Service. Book a consultation with our experts today. Click here for our Contact page

As the new year unfolds, UK employers must be well-versed in the critical payroll updates taking effect in January 2024. Here’s a comprehensive overview:

National Insurance Contributions (NICs):

About Employee Class 1 NICs: A significant reduction from 12% to 10% in the main rate of primary Class 1 NICs for employees, effective January 6, 2024. This change is expected to benefit approximately 30 million UK employees.

Self-Employed Class 4 NICs: Self-employed workers will experience a reduction from 9% to 8% in the main rate of Class 4 NICs, effective April 6, 2024. Approximately 5.5 million self-employed individuals are anticipated to benefit from this adjustment.

National Living Wage (NLW) and National Minimum Wage (NMW):

National Living Wage: Prepare for a substantial 9.8% increase, bringing the NLW to £11.44 per hour from April 1, 2024—the most significant annual raise in over two decades. This rise also extends to those workers aged 21 and 22.

National Minimum Wage: Expect notable increases for specific age groups, with the NMW for 18-20-year-olds increasing by 14.8% to £8.60 and the 16-17-year-olds and apprentice rates both increasing by 21.2% to £6.40

Statutory Payment Rates:

Statutory Sick Pay (SSP): Effective April 1, 2024, the proposed SSP rate rises from £109.40 to £116.75 per week.

Statutory Maternity Pay (SMP) and Statutory Paternity Pay (SPP): Commencing April 6, 2024, expect an increase in SMP and SPP rates from 90% of average earnings up to a maximum of £1,566.66 per week to 90% of average earnings up to a maximum of £1,610 per week. The proposed new SMP/SPP rate rises from £172.48 to £184.03

Statutory Shared Parental Pay (ShPP) and Statutory Adoption Pay (SAP): Also starting April 6, 2024, the ShPP and SAP rates will increase from 90% of average earnings, up to a maximum of £663.33 per week to 90% of average earnings, up to a maximum of £675 per week.

Other Updates:

Real-Time Information (RTI): No alterations to RTI reporting requirements for employers in January 2024.

Investment Zone Employers National Insurance Relief (IZENR): The IZENR scheme will continue operating in 2024.

Employment Allowance: The Employment Allowance remains unchanged at £5,000 for 2024.

These are pivotal payroll updates for UK employers in January 2024. Staying abreast of these changes is vital to ensure your company complies with the latest regulations. Keep informed, stay compliant, and navigate the evolving payroll landscape effectively.

In today’s dynamic corporate landscape, prioritising employee health and wellness is critical to fostering a thriving and productive workforce. My Gym Discounts offers various benefits, from substantial savings on fitness memberships to comprehensive health services.  With over 3,500 participating facilities across the UK and Ireland, employees gain exclusive access to discounts on gym memberships, clothing, home exercise equipment, nutrition, rejuvenating experiences, and spa days.

Health & Wellbeing Benefits

At My Gym Discounts, we recognise that a healthy workforce is productive. Our health and wellness benefits package goes beyond the conventional, providing employees access to private GP and healthcare services through video or telephone consultations. To embark on this journey towards optimal health, book a consultation with one of our experts via our 24/7/365 helpline. Our dedicated team will triage your needs and connect you with an NHS practising GP best suited to address your concerns.

Our care support service also ensures you receive the best advice, services, and products for all your care needs. In the unfortunate event of illness, we guide you through specialist referrals and provide details on the costs of private treatment options.

Our holistic health services extend to targeted nutrition and fitness resources, with discounted memberships to over 3,000 gyms and access to a wide range of leisure centres, yoga studios, and fitness camps nationwide.

Employee Wellbeing Benefits

Motivation is at the core of a thriving workforce. Our 24/7/365 instant access to mental health services is designed to keep your team healthy and happy at work.The Employee Assistance Program (EAP) provides:

• A confidential helpline service
• Offering expert guidance on various aspects of life, including work-related pressure
• Financial difficulties
• Marital challenges
• Coping with loss

Book a consultation with our mental health experts to get started on your journey towards mental wellness. This personalised approach ensures that you and your employees receive the support needed for a healthier and happier work environment.

Comprehensive Wellbeing Hub

Our commitment to employee wellbeing extends to a comprehensive wellbeing hub, offering a variety of resources to support a healthy lifestyle. The wellbeing check, a quick questionnaire, accurately maps current health and fitness levels. This check is part of the complete wellbeing hub, providing access to podcasts, video guides, webinars, and downloadable PDFs – a holistic approach to moving, munching, making money, and minding yourself and your employees.

Embark on the journey to a healthier, happier workplace by accessing our exclusive benefits services. To delve deeper into our services, book a consultation with our experts and experience the transformative impact of prioritising employee wellbeing.

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As the year comes to a close, it’s the perfect time for businesses to acknowledge and celebrate the dedication and accomplishments of their employees. End-of-year recognition isn’t just a gesture; it’s a powerful way to boost morale, enhance productivity, and nurture engagement. Moreover, it holds the potential to attract and retain top talent, creating a workforce that’s dedicated and inspired.

But how can you effectively recognise your employees for their hard work? Here are some thoughtful ways to express your gratitude:

1. Gift Cards: A simple yet effective option, gift cards to employees’ favourite stores, restaurants, or online retailers are always well-received. It allows them to indulge in something they love, making it a versatile choice.
2. Cash Bonuses: For a more substantial token of appreciation, cash bonuses are a rewarding choice. While they demonstrate a high level of appreciation, they might be more feasible for certain businesses due to their cost.
3. Company Swag: Inject a touch of company pride with branded swag items like t-shirts, hats, mugs, or other merchandise. It’s a fun way for employees to feel connected to the company culture.
4. Public Recognition: Shining the spotlight on employees during a company meeting, on social media, or by awarding them a plaque or award underscores their significance within the organis
5. Personalised Appreciation: Tailoring your recognition to individual preferences and accomplishments is the most meaningful approach. A handwritten note, a thoughtful gift, or simply taking the time to thank them sincerely can go a long way.
6. Digital Recognition: In today’s connected world, digital recognition is more accessible than ever. You can send and receive Kudos to employees and teams through the Rewards & Recognition section of the Eternal Engagements benefits app. The recognition page is visible to everyone in your business, fostering a culture of appreciation. You can even like the post if you agree.

However, effective end-of-year recognition requires careful planning and execution:

1. Plan Ahead: Start planning early to ensure a well-organised recognition program. Time allows you to select suitable rewards, send out invites, and coordinate logistics efficiently.
2. Personal Touch: The most memorable recognition is unique and relevant. Take the time to understand each employee’s interests and achievements to choose a reward that resonates.
3. Consistency Matters: For lasting impact, integrate recognition into your company culture year-round. Don’t limit it to the year-end; make it a regular practice.
4. Seek Feedback: Invite employee feedback to refine your recognition program. Their input will help you tailor it to their preferences and expectations.

By embracing these guidelines, you can create an end-of-year recognition program that reflects your appreciation. It’s not just about the gesture but about fostering a sense of value and belonging that resonates throughout the organisation. #EmployeeRecognition #EndOfYearAppreciation #DigitalRecognition

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Compassionate leave, a form of paid time off for employees dealing with serious illnesses or family deaths, has undergone significant updates in recent years. These changes reflect shifting societal norms and a growing recognition of mental health’s importance. Typically ranging from 3 to 5 days, compassionate leave now encompasses a broader definition of “immediate family” and acknowledges mental health as a valid reason for leave.

Companies have expanded the “immediate family” scope, including extended relatives like grandparents, siblings, and in-laws. This shift ensures that employees can take time off to grieve and cope with the loss of a loved one more comprehensively.

An equally important update is including mental health as a legitimate reason for compassionate leave. Formerly considered less severe than physical illnesses, mental health conditions like depression, anxiety, and PTSD now receive the recognition they deserve. Research has shown that mental health struggles can significantly impair an employee’s work performance and overall well-being.

These policy updates signify strides towards establishing a more supportive and inclusive workplace environment. By recognising the significance of mental health and broadening the definition of immediate family, companies are facilitating employees’ ability to navigate life’s challenges.

Not sure where to start? ACAS have all the basic information to get you stated or why not use our contact form and one of our consultants will be in touch! – Click Here 

Where to start when reviewing your HR policies and documentation?

Let Eternal Engagements’ HR and employment law experts ensure you have the best policies and practices for you and your business.

Here are a few recommendations for HR teams when revising compassionate leave policies:

• Transparency is Key: Communicate the policy to employees. They should understand their entitlements and the procedure for requesting compassionate leave.
• Flexibility Matters: Life events are unpredictable. HR should show flexibility and understanding when employees seek compassionate leave.
• Provide Support: Employees coping with grief or mental health issues may require extra support. Offer resources like counselling services and employee assistance programs to help them during difficult times.
• Promote Policy Awareness: Ensure employees know the compassionate leave policy and how to utilise Include information in handbooks, intranet resources, and onboarding materials.

By following these suggestions, HR teams can construct equitable, supportive, and inclusive, compassionate leave policies. These policies uphold employees’ wellbeing and foster a workplace culture that values empathy and mental health.