Hilti Great Britain’s Post

January's arrival brings familiar scenarios in many workplaces full inboxes, back to back meetings and ... a significant surge in holiday requests. Like many, I find myself planning for the year ahead, thinking about time with my family, summer holidays and special events (particularly as I have a BIG birthday coming up this year!) This makes January one of the busiest months for organisations not just in handling these requests but also in ensuring inclusive and equitable practices for all employees. So, what strategies can be implemented to manage holiday requests in an inclusive manner? 🔑 Implement a Fair Leave Policy: Develop a leave policy that is transparent and equitable. This ensures that all employees have an equal opportunity to plan their holidays. Leverage Technology for Efficiency: Adopt leave management software that can impartially handle requests, approvals, and balance tracking, ensuring a fair process for everyone. Recognise diverse and cultural needs : Recognise the diverse cultural and personal needs of all of your employees that might influence their holiday choices and timings. Inclusive Communication and Feedback Channels: Establish clear communication channels for discussing leave requests and encourage feedback from employees about the process. This approach ensures that any concerns about inclusivity can be addressed promptly and effectively. As leaders, the challenge this January is not only to manage the high volume of leave requests efficiently but to do so in a way that respects and acknowledges the diverse needs of your workforce. It's about creating an inclusive workplace where every employee feels valued and supported. I'm curious to hear from you – How does your organisation incorporate inclusivity in its HR practices, especially during busy periods like January? Share your insights and strategies below. #InclusiveHR #DiversityAndInclusion #EmployeeWellbeing #HRManagement #WorkLifeBalance #StrategicHR #WorkplaceCulture https://lnkd.in/ehUucnSi

My years working in Europe taught me the importance of a healthy work/life balance and shaped how I feel about (poor) US employment standards. I'll always remember my first cook job in Germany; I started in October and soon learned that the hotel closed six weeks yearly during the holidays. I was off during that time and paid. It blew my mind. Up to that point, in restaurants, I was used to working like a donkey six/seven days a week for peanuts. It's true that US restaurants operate on a tight profit margin, which may limit their ability to match the generosity of European hospitality operators. However, it's hard to fathom when I see private service roles advertised in the US that are six days a week (long-term), offer minimal PTO, and lack healthcare plans or compensation. These positions are with wealthy clients who could undoubtedly provide more for their domestic support team members. We regularly get calls from prospective clients looking for someone to work around the clock for low pay, with no healthcare and a shameful amount of PTO. No thanks. Here is our promise to our candidates: Any full-time position that you will ever see advertised by DM Estate Staffing will offer a consistently 5-day work week, a reasonable daily work schedule, a bare minimum of 10 paid vacation days (first-year), a healthcare plan OR healthcare compensation, and paid sick days. Yes, sometimes full-time employees might be asked to work longer weeks/hours, but it should not be every week. Clients needing that much coverage should, I think, hire a second person to achieve that goal. Let's do better!

Summer's Coming! ☀️ Is Your Business Ready for the Holidays? As the days get longer and the weather gets warmer, many employees start thinking about vacations and time off. This can be a challenging time for small businesses, but it's also an opportunity! Here's a sneak peek at our latest blog on how to navigate the summer holidays efficiently: ️Plan employee holidays effectively: Encourage early requests, set clear guidelines, and consider temporary staffing to avoid disruptions. Adapt your business operations: Offer flexible work options and ensure you're staffed up for peak seasons. Prioritize health and safety: Keep your workplace cool and comfortable, and promote mental well-being during busy times. Embrace the summer spirit!: Organize team-building activities and show appreciation for your employees. A well-rested and happy team is key to a successful summer! Head over to our blog for the full article and more tips! At Albany HR, we can help you implement a smooth holiday policy and manage absences effectively. Get in touch for a chat about how we can support you: [email protected], 0131 364 4186 #outsourcedhr #hradvice #holidayplanning #smesupport #hrconsultancy

In response to rising workplace burnout, some employers are exploring mandatory vacation policies and other initiatives to encourage employees to take breaks. A 2024 report by the International Foundation of Employee Benefit Plans revealed that only 8.7% of employers mandate a minimum vacation time, often due to legal requirements. Despite 78% of Americans not utilizing their maximum paid time off last year, the need to address burnout is pressing. Discussions around mandatory time off are increasing as employers report challenges getting employees to use their vacation days effectively. High burnout rates, especially among younger employees and women, are linked to heavy workloads and inadequate staffing, which hinder time off. Effective strategies involve addressing these issues and fostering a culture that values vacation time. However, implementing mandatory vacation policies faces complexities such as employee resistance, administrative challenges, and legal considerations. Alternative approaches like company-wide shutdowns and reconsidering unlimited vacation policies are gaining traction to promote employee well-being and productivity. Additionally, enhancing mental health support and flexible work arrangements can complement these initiatives, creating a more holistic approach to combating burnout. 🍀 Don't count on luck in your professional life. Get fresh news feeds on free career opportunities (webinars, online career fairs, online courses, etc.), hot insider job market trends, and career tips every month! 🔥 Join over 1,200 of our free monthly newsletter subscribers: https://lnkd.in/dvyuuwv6 #wellbeingatwork #employeeburnout #worklifebalance #ontologyofvalue

What if you roster an employee for a public holiday, and they flat-out REFUSE to work? The roster is done, you relax and head to the gym only to get a notification that your employee refuses to work...can they do that? Here's the game plan: 1. Let employees know this may be a requirement early on in the recruitment process 2. Do your rosters well in advance, have an availability/time off request register for employees 3. Encourage openness amongst your team so they can swap shifts when they need. OH, And remember... an employee's refusal to work a public holiday, either with or without a reason, is NOT, in itself a valid reason for dismissal.  So don't be hasty, just instigate an open conversation with them and work through the concern together. By law, employers can ask an employee to work on a public holiday if the request is reasonable however on the flip side, an employee can give a satisfactory reason for refusing to work. Clear as mud?   Contact us if you hit a stalemate and need help navigating what your obligations are around the 'reasonableness' of requesting your employees to work on public holidays, or if you need help considering your employees' reason for refusal.

When our well-being is “off,” so will our job performance. It's no secret that the average American spends most of their time working. Yet, the national average of paid time off from a place of employment is only 10 days. For some, this may seem like enough time, but it can be argued that it's not, especially if the type of work is physically and emotionally demanding. No matter the parameters, making the most out of the days you do have available for time off is crucial. I encourage you to use the time you have for your personal well-being. For some, PTO is used for traveling vacations, while for others, it may mean a time to allow their body to rest and rejuvenate at home. It's funny how time off helps you stay “on.” It’s still early enough to assess what type of year you want to have as it relates to work and rest. Don't forget to prioritize your well-being. #wellbeing #selfcare #mentalhealth

When’s the last time you took a vacation and fully disconnected from your workplace? The benefits to both you and your employer are considerable. While more than half (56 per cent) of employees said they fully disconnect from work during vacation, a quarter (25 per cent) said they still check work emails and messages. Nearly half (45 per cent) of workers said they’re feeling burnt out at work, a percentage that increased among employees aged 18 to 34 (52 per cent) and women (48 per cent). With burnout and mental illnesses at an all time high, be sure to take your allotted vacation time and disconnect fully. #mentalhealth #burnoutprevention #employeebenefits #HR #benefitsspecialist #cgib

I like to keep on track of Customer Success roles available and how companies market the function to ensure what we offer is competitive and fair. This morning I came across a job listing on indeed that made me rather concerned. One of the points read: Time off. Take what you need. We want the team to prioritize wellness and avoid burnout. Vacation usually falls into 3 categories: recharging, life-event, & keeping a work-life balance. Just ensure the required work gets done and clear it with your team in advance. You need to take at least two weeks off every year. The average (COMPANY) team member takes 2-4 weeks of PTO per year. So assuming this doesn't include public holidays, they are benchmarking their workers take up to the legal minimum amount or less?! It's ok, they are drawing a line in the sand and insist you take no less than half the legal minimum. This was in their list of benefits! #customersuccess #wellbeing #generousbenefits

What have you seen an employer do anything that felt unique? 🤔 I remember when unlimited holiday was new and different. Then a four day working week. It's getting harder and harder to offer something unusual. Here's some things I've seen which I like: 💡 1 on 1 therapy for all employees 💡 Flex your bank holiday to a day that suits your religion and culture 💡 A 30 day paid break every 5 years Clearly you need some budget for these kind of things. Yet - number two is a gesture that recognises our diverse backgrounds in a way that just needs a little management 😁 It's the thought that goes a long way. #employerbranding #evp #employeebenefits #rewardsandrecognition

Vacations just don’t hit like they used to. Workers aren't coming back from PTO rejuvenated and ready to grind like they're expected to. Why? There are a few things at play: The muddled distinction between professional and personal life has made it more difficult to stay offline during non-work hours, including during vacation. And people are often more vocal about their dislikes, and they're not shy about airing their job frustrations online. What's HR to do about it? Read the full story, my latest for HR Brew, to find out. #hr #humanresources #vacation #pto #burnout #hrbrew #morningbrew