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Change is Gonna Come

Change is Gonna Come

To quote the title of a famous Sam Cooke song, one of the many consequences of the lockdown is that we have all had plenty of time to think, ruminate and ponder about our lives. For us business owners, this time of reflection has extended to include our businesses.

As a result, many may well be facing the prospect of changing their business to adapt to the changing times – be it out of necessity or because you have finally had the time required to get your house and business in order and consider the future.

In short, whether we like it or not ‘A change is gonna come’.

 

Restructuring Your Business

Whether a restructure is a choice or your only option, it can feel like a pretty overwhelming task to approach alone… So, where should you begin?

Below, we share some of the common questions we get asked about restructures and provide clarity to help you on your way.

 

“Can I just ‘do it’?”

Yes, you can. However, we recommend getting a restructure plan in place first.

This doesn’t have to be anything fancy or a scary task. Just write out your rationale for doing it, the consequences it will have, the timeline for carrying it out and the process that you will follow.

Doing so will help you gather your thoughts and put some structure around it, so that you can communicate it to your staff.

“What is consultation?”

Consultation is borne out of Information and Consultation Directive, where employers are obliged to consult with employees on any aspect that will affect their employment.

Before you moan, you really should do it!

However, be sure not to confuse consultation with negotiation. Whilst you should take on board your employees’ views about the restructure, you are under no obligation to actually implement those views.

“Do I have to consult?”

Yes, because failure to consult can cost you.

An employment tribunal can award a penalty for failure to consult. And, in the case of TUPE (Transfer of Undertakings – Protection of Employment Regulations), that award is 13 week’s salary.

“How long should consultation last?”

There are no hard and fast rules if your business has less than 20 employees. However, it should be no less than a week and as much time as possible.

“Can I use Last In, First Out?”

We’re telling you now – no you can’t. We’re not sure where the LIFO philosophy came from but forget you ever heard of it.

“Does furlough cover redundancy?”

The short answer is no.

If you are looking to end furlough to make your employees redundant, seek further support or contact us.

“What is selection criteria?”

Selection criteria is the basis by which you will select employees for redundancy.

The criteria can be based on attendance, performance, disciplinary, experience and qualifications to name but a few. Some businesses choose to base this on a competitive recruitment process.

 

Helping You Restructure

We decided, as part of the Coming back from Covid series, to give you a quick guide to restructuring.

Whether you are just moving the chairs around the room or making people redundant, our Restructuring Toolkit should provide you a great place to make a start.

As we are a generous lot here at CrosseHR, we’ve also included a few templates to help you along – helping you make the most out of your limited time and budget at this difficult time.

And remember, if you need any further help with your restructure or any HR concerns, we are just a phone call away: 0330 555 139.

 

What’s included in our Restructuring Toolkit?

 

Our restructuring toolkit is free to download here. Included within it is:

  • Restructure business plan template
  • General guide to redundancy and the redundancy procedure
  • Consultation invitation letter template
  • Template for recording individual consultations
  • Letter template to inform employees they are ‘at risk’
  • Formal redundancy notice template

 

You can download it for free here.

 

Preparing to Return to Work: HR in a Post-Lockdown World

Preparing to Return to Work: HR in a Post-Lockdown World

We are living in very strange times and it is not the first time I have said that…

Who would ever have thought 3 months ago that we would all be cooped up in our own homes for days at a time, let out for an hour, having to queue for our shopping, fretting about toilet roll and tinned tomatoes, baking banana bread and relying on a thing called Zoom we had barely even heard of? Some days, I feel like we’re trapped in some weird apocalyptic Netflix drama – but maybe that’s just because I’ve spent a while watching that too – Tiger King and White Lines anyone?

 

Moving Forward – HR in a Post-Lockdown World

However, lockdown didn’t keep us down for long. We adapted surprisingly quickly, kept going and it’s starting to feel like we’re finally coming out on the other side.

That’s the reason for this blog to be honest…

My raison d’etre is to help small businesses navigate the intricacies and plain madness that comes from employing staff, so I decided to make things easier for you all and put together a pack with all the common questions I am being asked by you about the ‘BIG RETURN’ – along with some guidance, information and resources that should help ease your concerns.

The amazing Helen Fleet will also be contributing from a financial standpoint (we are all in this together).

 

So, you want to open up and start the BIG RETURN, what should you do?

Firstly, you need to think about what your organisation needs to look like; i.e. will it be the same or will you need to pivot and change?

  • Do you need to bring people back into the office or keep them working from home for a while or for the foreseeable future?
  • Have you furloughed staff you need to bring back or are you keeping them on furlough or a bit of both?
  • Will some staff be returning at all?

 

Bringing People Back

What should you be considering before you bring people back? Making these considerations is a great place to start…

1. The big first tranche of returnees will occur in July where the furlough rules are changing to allow employees to be furloughed on a part-time basis. If you need to take employees off furlough, it is advisable to write to them to have it confirmed. In our COVID support kit, we’ve crafted a brief returning from furlough letter template to make this an easy task.

2. You need to do a Risk Assessment for each returning employee.  Unfortunately, the only COVID specific risk assessment I could find is from the Northern Ireland HSE but its great and I highly recommend you use this as a basis for your risk assessments. You can view it within the risk assessment pack of our toolkit here.

3. You need to get your offices ready so that the appropriate level of social distancing can occur. It’s also a good idea to deep clean the office if you can and provide plenty of hand sanitiser, soap and notices from the HSE around hygiene and safe practice. Encouraging good hygiene practice will help to keep to kill the virus.

4. You also need to think about your employees’ journeys to work. Does this put them at risk?

5. It may be worth considering staggering and extending hours, and whether working more flexibly could help your business get back quicker. Check out our Flexible Working Policy within our pack for more information on this.

6. Do you even want your employees in the office at all – or would you prefer they worked from home? If so, we’ve also created a Working from Home Policy to help you formalise and control this agreement.

7. You may want to restructure.

8. You may need to consider redundancies.

These are just some of the considerations you may want to make before rushing back to work.

 

When They Return

Mental health, divorce, feelings of anxiety and displacement, pure joy and relief – these are just some of the things you must prepare to face on your return.

But don’t worry, CrosseHR are here to help and we have you covered. Our comprehensive Return to Work Toolkit has been drawn up by experts and our team. It’s designed to help provide you with everything you need to get started, including:

  • Introduction
  • Information on Ending Furlough
  • Return to Work Letter Template
  • Information for Directors
  • Health and Wellbeing Policy
  • Sickness and Isolation Support
  • Health and Safety Guidance
  • Changing Terms and Conditions
  • Childcare and Returning to Work
  • Maternity Issues
  • Conducting Return to Work Interviews
  • Flexible Working Policy
  • Flexible Working Request Form
  • Flexible Working Methods
  • Homeworking Policy
  • Stress Awareness Template
  • Supporting Employees – Debt
  • Energise – Tackle Business Finances with Helen Fleet
  • Supporting Employees – Divorce

So feel free to download it, it’s on us! And, if you want to chat further, we are always delighted to help.

Olga Crosse, on behalf of the team at Crosse HR.