ADVOCATE
the magazine from the UK’s leading business advisory
COVER STORY: ADVO: UK’S ADVISORY FIRM OF THE YEAR Page 05.
CRS DRIVING EMPLOYEE ENGAGEMENT: A CLIENT’S JOURNEY Page 18.
OUTSOURCING YOUR HR Page 27.
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Issue #43
who we are & what we do... What’s in advo is an award-winning advisory providing centralised management and advice with our own technology platforms for HR, Payroll, and Employee Benefit & wellbeing solutions.
Page 3.
Designed and priced with SME’s in mind, linked or standalone, our technology platforms and services are delivered and managed by our highly qualified and experienced advisors.
New advo Partners
advo provides an outsourced payroll & HR service, with fully qualified consultants who protect & guide employers through employment law and HMRC regulations. We provide FCA regulated reviews, advice and recommendations across a suite of employee benefits including health, risk, well-being and lifestyle benefits. advo-one, our unique online portal, underpins and connects all three services - providing access to employee and employer 24/7 from any device. advo-one includes benefits information, company documentation, perks & total reward statements, online payslips, absence management reporting and the ability for employees to book and track holiday.
What’s new at adv
Page 11.
A Client’s Story: CS Driving Engageme Page 15.
Top 10 Reasons yo Must have a cash p
advo-one is a great employee engagement tool whilst centralising employer data, saving time and increasing efficiency with employee administration.
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t: 01622 769210 e: info@advogroup.co.uk w: advogroup.co.uk
Year in the Life of advo EB Client Page 17.
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n this issue:
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HR Essentials: Father’s Statutory Rights Page 21.
ship
HR Essentials Age-Related ‘Banter’ Page 23.
SR ent
HR Essentials: Case Law Changes & Challenges Page 26.
ou plan an
Outsourcing Your HR Page 27.
Catch up with past ADVOCATES: Page 29.
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WHAT’S NEW AT ADVO
EXPLAINER VIDEO ADVO-ONLINE GOES ONLINE
The first of a series of videos has been released that aims to explain the main benefits to SMEs of using the advo-one platform. The short video explains how advo can bring the three people essentials that allows SMEs to reward, pay & manage their people in a way that is on a par
with PLCs. The advo-one portal brings staff benefits, payroll and absence management together in one log-in.
You can watch the video on YouTube on this link (https://youtu.be/bAOxVXrq3vk).
SENIOR LEADERSHIP CHANGES ADVO WELCOMES NEW SHAREHOLDING DIRECTOR Lucy Pearce has become a Shareholding Director joining Larry Bulmer and Colin Boxall as both Directors and owners of advo. Larry commented “Lucy’s rise from joining as a teenager, in a junior administration role, to today, a senior Board member is an inspirational journey and shows what can be achieved with determination, energy mixed with a bit of business acumen too.” The announcement, at advo’s end of year black-tie gala, was well received by staff, where Lucy is a popular member of the team.
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ADVO’S ONE AWARDS WH O ARE OUR ‘BE ST O F TH E ‘ B E S T ’ advo’s 2023 ‘ONE’ Awards took place at our end of year black-tie gala dinner where those who colleagues believe are our ‘best of the best’ were recognised. The advo ‘Oscars’ are a long-standing tradition allowing all our Advonians the chance to recognise those of us who have gone above and beyond throughout the year, supporting colleagues and helping to take advo forward. There were nine categories voted on by staff, the final ‘ONE’ award was chosen by the Directors after nominations were put forward by the Management team. The winner of the Advonian of the Year & The ‘ONE’ Award receive a cash payment. The first award of the night was advo’s ‘Outstanding Team’. This was won by ‘Hub’, the Client Services Team that manages advo’s MultService Clients. Comments, when votes were cast included “This advo team demonstrates a collaborative spirit, they are supportive of each other and focused on achieving team objectives. In fact, they inspire other teams to emulate them.” advo’s Best ‘Newcomer’ of 2023 was Joseph Foord. There was a special Award to retiree Sue Smith, thanking her for long service and dedication to advo. A full listing of comments on the Awards, the many deserving Winners and Nominees can be viewed our summary on the advo news page. The advo staff chose Chris Lock as their Advonian of the Year. Comments included “Always making sure he connects with everyone, takes the time, offers support, gets involved and is patient, understanding and super professional. A true advonian!”. The overall ONE Award Winner is chosen from nominations from the Managers and chosen by the Director Team. The nominees were Vicki Baker, Cricket Brookfield, Sophie Dyer, Luc Genest, Siouan Oliver and Jenni Welch with Vicki Baker, working in the Hub Team the eventual winner after a close contest. Vicki chosen for her “outside the box’ thinking” and “tenacity, willingness to adapt to everchanging circumstances and her impressive attention to detail”. The ‘Advonian of the Year’ and the ‘ONE’ Award recipients each receive a cash reward.
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ADVO IS UK’S ADVISO
From L to R: Lucy Pearce, Commercial Director, Chris Lock, Account Manager, Su of Private Clients, Colin Boxall, Executive Director, Chris McCracken, Non-Exec D Manager of EB Account Manager Team, Simon Friday, Private Clients Manager, L Employee Benefits, Luc Genest, EB Account Manager
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ORY FIRM OF THE YEAR
ue Smith, Former Head Director, Ellie Sultana, Lucy Irvine, Head of
“
‘I’m speachless... It’s just... well... simply ‘Bloody Marvellous’ COLIN BOXALL, ADVO EXECUTIVE DIRECTOR
”
Comedian Russell Kane, who hosted the event
advo sweeps the board with 5 Trophies
Ellie picks up award for ‘Best Healthcare’ Advisory
Luc Genest, ‘Best Newcomer’ Award
Sue Smith receives a Lifetime Achievement Award
Simon Friday picks up ‘Best Private Clients’ Firm
ADVO ‘SWEEPS THE BOARD’ advo may be in their 26th year, but things just keep getting better. At the 2023 Health & Protection Awards, our industry’s ‘Oscars’, advo was named as the UK’s Advice Firm of the Year. The winners of the UK Health & Protection Awards 2023 were announced at a black-tie ceremony at the London Hilton Park Lane where more than 750 industry leaders from both insurers and advisers gathered to celebrate and recognise the industry’s ‘best of the best’. Comedian Russell Kane entertained the crowd with a suitably spontaneous and manic performance. Other advo highlights on the night were Simon Friday, who heads up advo’s Private Clients team, picking up the award for the UK’s Best Individual Health Insurance Advice Firm and Ellie Sultana, who manages the Employee Benefit Account Manager team picking up the award for the Best Group Health Insurance Advice Firm. Another popular win was Luc Genest who walked away with the Outstanding Newcomer Award, an award previously won by Ellie Sultana. advo’s recently retired Head of Private Clients, Sue Smith, was awarded a Lifetime Achievement Award for her contributions to the health and protection industry. Colin Boxall, who picked up the Adviser of the Year Award, with Chris McCracken, Sue Smith and Ellie Sultana, commented “This is advo’s best year yet. After all these years our approach remains fresh and innovative. It has been a tough few years for UK business. It is a testament to the quality of our people that we not only survived, but thrived through difficult times. Our people are simply just bloody marvellous.” All in all, a good night for advo!
Pictures, including front cover image, reproduced with kind permission from Health & Protection
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MORE ADVO N EMPLOYEE BENEFITS
ADVISORY FIRM OF THE 2023 advo were confirmed once again as the UK’s ‘Employee Benefits Intermediary of the Year’ at the recent Cover Excellence Awards. The Awards are one of the industry’s premier and prestigious events and aim to “celebrate the leading firms and intermediaries within the protection, life and health insurance space” The awards recognise both providers and advisory firms which have gone above and beyond in support of clients and the wider protection industry. The awards are judged by a panel of top industry experts.
advo’s Ellie Sultana, Clinton Bennett, Lucy Irvine and Lucy Pearce
Colin Boxall, advo’s Executive Director commented “Coming hot on the heels of the Health and Protection Awards and the Corporate Adviser Awards this once again confirms advo’s place as one of the UK’s foremost advisory firms. I believe it’s our approach to employee engagement, health and wellbeing, exceeding what would normally be expected by an advisory firm, that once again caught the judges’ eye.” Lucy Irvine, advo’s Head of Employee Benefits, commented “Pleased as punch to take home Employee Benefits intermediary of the year 2023 at the Cover Excellence awards! What a fantastic achievement! Our team work incredibly hard to protect, advise and support our clients. They do so with passion, care and a genuine desire to see our clients and their employees thrive!”.
ADVO STEPS
INTO XMAS advocate WINTER 2023 | 09
This year, advo employees are puttin challenge to raise funds and awaren Advonian’s are taking on a fundraisi walk the equivalent distant in steps ‘Limpin’ Bizkits’ and ‘Scrambled Leg the Christmas break. The link to adv contributions are gratefully received
NEWS & VIEWS TECHNOLOGY RECOGNITION advo’s online platform, advo-one, was a finalist in the ‘Best Use of Technology’ category at the BROKER INNOVATION AWARDS. The portal was recognised for its uniqueness in bringing three employer essentials, staff benefits, HR and payroll together on one
platform through a single log-in. Kevin Crew, advo’s IT director was pleased with the recognition, commenting “Although not an outright winner this year it was nonetheless a great achievement that deserves recognition given we are up against the whole of the insurance industry.”
WE’RE IN!
A SUCESSFUL MOVE INTO COBDOWN HOUSE.
SUPPORTING AMII 1925
advo has now completed the move of our Head Office from ADVO House to Cobdown House. Our new location allows plenty of space for future growth. The house’s long history and rural location is a complete contrast to the previous modern building.
ng on their walking boots to take part in a festive ness for advo’s chosen charity partner, Porchlight. ing challenge throughout November and December to from London to Lapland! Split into two teams, (The gs’) the competition is on to achieve the step count before vo’s Just Giving page is (https://shorturl.at/ehlRS) and all d for such a worthy cause. (www.porchlight.org.uk/).
Ellie Sultana introduced new advisers, Joseph Foord, Adam Wheat and Toby Mcveagh-Holness to the AMII Summit. An annual event, this year help in London, was attended by advisory firms and insurers who are AMII Members. The Association of Medical Insurers and Intermediaries’ aim is to raise awareness and increase industry standards. The Keynote speaker this year was Ellie Simonds, who was interviewed by Vitality’s Athos Rushovich who later said “ I had the privilege of sharing the stage with the national treasure that is Ellie Simmonds. A true inspiration, humble, funny and engaging, Ellie shared her journey with a full theatre who were thoroughly captivated.” advocate WINTER 2023 | 10
ADVO PARTNERS W I TH ‘LOTTI E’
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A BUSINESS ELDERCARE SOLUTION advo have announced a new partnership with Seniorcare by Lottie, the UK’s leading Eldercare employee wellbeing solution. Seniorcare by Lottie helps UK organisations support their employees to understand, find and fund care for their elderly loved ones. Colin Boxall, advo’s Executive Director commented: “When there is a need for care in our later years it is an issue that effects many generations, impacting on those in in the workplace, both emotionally and financially. Giving employees access to practical support and essential guidance helps your employees navigate and tackle these difficult circumstances.”
How does it work?
Seniorcare by Lottie is an employer paid benefit, providing a bespoke digital portal to all of their partners. They offer the full suite of eldercare support services via an industryleading team of in-house Care Experts, striking the perfect balance between technology and human-oriented support to ensure thousands of employees across the UK no longer have to juggle care and work alone. Lottie’s Seniorcare has built the largest network of vetted care providers across the UK, supporting thousands of families with care homes, homecare, planning ahead services, care funding support, family liaison and retirement living. The platform includes management training, access to their Care Community and anonymous employee wellbeing data providing meaningful insights around those who are juggling care and work.
How will this benefit your business?
According to the ONS, more employees in the UK will have an elderly person dependent on them than a child by 2024. The introduction of the Carers Leave Act as the latest employment law in April 2024 emphasises the mandatory requirement for all UK business to support those employees juggling care and work.
Seniorcare aims to help businesses tackle the following four major issues linked to eldercare in the workplace, as the proportion of the population facing this problem continues to grow exponentially.
Some Facts Absenteeism – 33% of informal caregivers miss at least 6 working days per year. (source: Gallup) Care Costs – in the UK, people spend £23 billion on care services per year with the average care home fees costing families £50K (source: LangBuisson) Diversity & Inclusion – Women are 400% more likely to give up work due to carer responsibilities. Lower socio-economic workers and those from ethnic minorities suffer the worst. (source: Carers UK) Mental Health – 70% of employees with Eldercare responsibilities admitted it affecting their emotional wellbeing. (source: Lottie survey in partnership with Pockla). advo’s Head of Employee Benefits, Lucy Irvine said of the new partnership “When Seniorcare by Lottie explained their proposition to us, it made complete sense to work together. advo’s own mission is to support our clients from ‘hire to retire’: Recruitment, onboarding and pay, adding value through health, risk and wellbeing benefits and HR support throughout the lifecycle of an employee. Our Employee Benefits team have been implementing healthcare solutions for several years and it’s great to now see Eldercare recognised in this space, able to support our clients further catering for the whole demographic.” If you would like to find out more about Seniorcare by Lottie and how this might work for your business, please get in touch and our team of advisers can provide more detail.
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“
C
E
Mental health can be as debilitating as any physical illness. Just as a broken leg can lead to work challenges, so too can a mental health condition
advo interviews No1 Lounges to discover more on how their focus on CSR drive employee engagement 14
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CSR DRIVING EMPLOYEE ENGAGEMENT
COVID was devastating for many businesses, and the travel and aviation sector was not exempt from this. No1 Lounges has had an incredible journey over the last few years, they are a nationwide business providing premium airport lounge services, offering travellers a comfortable upscale environment to relax, dine and access various amenities, while waiting for their flights. advo’s Colin Boxall met with Ioana Cretu and Vicky Graham to find out more about No1 Lounges’ robust approach supporting employees which has contributed to building successful teams. Having suffered more than many, with business effectively ‘on hold’ for two years, No1 Lounges has bounced back post pandemic, expanding locations and adding over 200 to their workforce. “A focus on our people, on both their physical and mental wellbeing has been key with the expansion. Coming back from Covid we noticed increased anxiety and stress. There were increased conversations around the need for wider health and wellbeing support. One of the key components adding to the success is a working partnership with Mind.” Observed Vicky. Mind, the mental health charity, has played a central part, not only bringing people together to raise money for a meaningful cause, but using their resources in educating and supporting
No1’s management team.
The Challenges Ioana explains further their challenges “We have a diverse workforce with many of our new team members entering the workplace for the first time. For our onsite staff there can be a rigorous routine of shifts as our Lounges need to be covered all day. Our lounges operate from 4am up until 10pm in the evening, and the shifts to cover this can include unsociable working hours. With many constantly working shifts we know we need to give as much support as we can throughout a long working day. Each of our locations is a small community in themselves.” Vicky adds “We recognise that mental health can be as debilitating as any physical illness. Just as a broken leg can lead to work challenges, so too can a mental health condition. Our team members often work in publicfacing roles, and any issues related to mental health can not only affect their well-being but also have the potential to impact the satisfaction of our travellers and perhaps lead to complaints. Therefore, it is crucial for us to create a supportive and inclusive environment where our employees feel comfortable discussing their mental health and accessing the necessary resources for their wellbeing.”
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Having the right staff benefits Wider additional support is available as Ioana explains “this is why also having a staff benefit package that reflects what is needed and wanted, and supports our staff is so important. For example, one popular benefit for both staff and the management team is our Medicash cash plan. It’s great for staff, with them making everyday savings, but the attraction is also the wider health & wellbeing benefits that fit nicely into our company strategy. Its mental health support, online GP access and support lines allow for additional coverage supporting our wider staff wellbeing strategies.
The employees’ choice “We recognised that a great way to engage staff was to work with a charity” explains Vicky. “We wanted to give all team members the chance to nominate a charity of their choice. Three names kept coming up, St Ormond’s Street Children’s charity, Cancer research UK and Mind. These were shortlisted with Mind coming out on top.” Ioana adds” Mind is a great Charity Partner, they have shared resources & ideas, that can be implemented within the business, in addition to fund-raising ideas. We create both our own events and join in Mind’s national strategies.”
Practical support & guidance Guided by Mind, No1 Lounges have made practical changes including creating a Mental Health First Aider initiative at all sites. Mental Health First Aiders trained to provide support and guide their co-workers to seek further help, or just be someone there to listen. There are posters in breakout areas guiding how and where help can be found. “Our Mental Health ‘First Aiders’ have made a real impact in bringing acceptance of difficult subjects, helped normalise conversations and have made a positive impact. Says Ioana. “After COVID, people
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are feeling more relaxed about sharing their experiences, there seems to be less stigma. We have capitalised on relationships in our various sites, people know they can talk to our ‘First Aiders’ in confidence.” Making it work with top down support Vicky, who heads up the digital marketing team, confirms that the success is “all about communication. WhatsApp groups, posters in breakout rooms and workspaces, the use of social media; it’s a combination of all. We then use great teambuilding events that bring everyone together. We wanted both in-person and virtual events, to drive engagement whilst being inclusive, as we have people located around the country working on-site and home based.’ Our events are varied such as sponsored walks with teams across the country engaging in 10-20k sponsored treks, which had great engagement. Other well supported events include bake sales, a boat party and a Football match between Head Office, called Inter-Management and the Gatwick Team, AC Lounges.” Asked if the Mind initiative gets top-down support Ioana confirmed that their MD, Shaun Weston, was playing for the Head Office Team, clearly proving the point. Adding “No1 Lounges senior management wholeheartedly support the Mind initiative giving funds to run events and giving donations alongside money raised by staff. When the idea was brought to our MD, he was keen to make sure there was top-down support to our staff ‘wellbeing’ events.” Asked why they thought employees voted for Mind Vicky said “I believe it’s because of the recent times we have lived through. All have experienced the challenging times to varying degrees of living through COVID. No one has escaped, all have their own personal story, everyone has been impacted whether directly themselves or through family and friends. The feedback we had was that the charity Mind resonated with so many of our people”.
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what impact working with Mind and us on mental health has had on the ation, Ioana confirmed “Overall yee engagement is up. I believe g fun events that make people o be involved certainly helped. Mind ed lots of communication tools, and ideas allowing us to create our own with their support, while joining in eir nationwide events. I think it taught mprove communication with our s staff and to form a better communication strategy. Retention of as shown marked improvement over ar.”
adds “We have seen improvement all staff retention since investing in esources to support our people. We investment of our time and resources can only have a positive effect”.
w do No1 lounges plan to keep the ntum going? Vicky explains “We nced our chosen Nominated Charity ber 2022 on World Mental Health e are now working hard to develop siness wide CSR and sustainability y further, consulting with team ers across the business.
October last year, we have held a r of fundraising events and taken our feedback on board for each of them, were easy to get involved with, which eren’t. This has allowed us to plan another calendar of team building ndraising events into next year and d.
ADVO PAYROLL
Running payroll is now simple Helping you remain compliant and ensuring your employees are paid correctly and efficiently Find out how advo-one supports your business and people: advogroup.co.uk
HUMAN RESOURCES
EMPLOYEE BENEFITS
PAYROLL
#WORKASONE advocate SUMMER 2023 | 14
OUR TOP 10 R YOU MUST HAVE A COMP
Cash plans are a popular benefit with both employers and employees. to claim money back against their everyday health care costs. The nee with the cost-of-living crisis however there are lots of reasons why ha
Here is our top ten…
#1.
They are low cost! Dependent on your company size and individual business circumstances cash plans start from as little as £60 per employee PER YEAR!
#2.
Not only are they low cost for the business but the small premium also means minimal P11D impact for the employee.
#3.
Employees rate them very highly as they allow immediate savings on their everyday healthcare costs. The majority of the providers don’t apply waiting periods to many of the benefits, so, employees can use them straight away.
#4.
A lot of providers will cover pre-existing conditions meaning members can claim regardless of their own health history.
#7.
It’s not just dental, optical and A cash plan gives staff access to a wider therapies and proactive treatments, suc massages, osteopathy, chiropractic and other health treatments. You can even g membership with a number of providers
#8.
Mental health support; most p access to an Employee Assistance Progr tool in an employer’s armoury to help su while fulfilling responsibilities of employ
#9.
Access to essential online hea some providers even giving access to vir saves time and stress for employees try GP and employers with less time off.
#10.
The optical cover on cash plans will support your company’s responsibility for providing eye tests to those who use VDUs.
Lots of providers will also giv wide range of wellbeing tools to help sta challenges with some giving online heal assessments with recommendations on employee wellbeing.
It’s a perfect benefit to help with the cost-of-living crisis with immediate savings on things your staff have little choice to spend their money on. Many also have access to retail discounts, increasing further their everyday savings.
So, low cost, popular and effective again responsibilities, a win, win, win staff ben With such a wide choice of providers it m to find the right choice for your organisa simple solution… Just reach out to advo
#5.
#6.
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REASONS
ANY CASH PLAN
. The wide array of benefits allow employees ed for cash plans has become more important aving a cash plan is a great idea.
physiotherapy. r range of health ch as sports d a wide array of get discounted gym s.
providers give staff ramme, an essential upport mental health yee care
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YEAR IN THE LIFE
OF AN ADVO EMPLOYEE BENEFIT CLIENT
With advo singled out as the UK’s Advisory Firm of the Year; we look at what the life in the year of an advo employee benefit client is like? advo’s Head of Employee Benefits, Lucy Irvine, gives an insight.
A common practice amongst insurance brokering is a once-a-year ‘pit stop’, servicing the client at renewal. At advo we pride ourselves on ensuring our client management extends far beyond any renewal . We are here to add value and help businesses make the most of their benefits, whilst in turn helping businesses create a great company culture for both retention of current and attraction of new employees. So what does a year as an advo client look like? Lets a take a look at it through the eyes of our Employee Benefits team … Implementation or renewal A key time of any policy year and in general taking up to 6 weeks. Your employee benefits team will be busy with a number of tasks including: • Pre-renewal audit; this ensures your membership data is accurate ahead of the review/renewal process • Chasing for renewal terms to ensure advo and the client have a reasonable amount of time to consider options • Meeting with client to establish their needs, business challenges and company goals to ensure the benefits are working in conjunction with these factors • Reviewing the market and negotiation of premiums where feasible and needed • Reporting and recommending options in line with our clients’ needs. • Supporting with the renewal or and application processes advocate WINTER 2023 | 19
Ongoing work Whilst initial implementation and renewal of the benefits is key there are many other areas our advisers and support team work on throughout the year including: • Benefit promotion to employees • Support with administration including joiners, leavers etc • Invoice checking • Providing P11D figures • Support on claim queries and issues • Touching base with updates on products as well as general customer service • Discussion of new products which fit the clients need and culture • Helping shape and support client’s long-term goals and aspirations. In addition to all of the above, our Employee Benefits team work closely throughout the year with our private clients, HR and Payroll teams to deliver connected multi-service experience for clients wanting to streamline and improve internal efficiency. Our online advo-one platforms helping bring all the management together with employee portals helping staff make the most of any benefits offered. Speak to advo today about how we can help.
E
OT
?
advo’s Head of Employee Benefits, Lucy Irvine, presents an Award to Bupa at the 2023 Health & Protection Awards alongside comedian, Russell Kane
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HR ESSENTIALS: FATHER’S STATUTORY RIGHTS
Employees in the workplace are entitled to an array of leave when becoming a parent. Here we take a look below at the different leaves available for Fathers, the eligibility and the statutory amounts.
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Statutory Paternity leave & Pay (SPP): Where an employee has been employed for at least 26 weeks up to any day in the qualifying week, which is the 15th week before the baby is due – this is different if adopting – employees may be eligible for this if the meet certain conditions such as if they and their partner are: • Having a baby • Adopting a child • Having a baby through surrogacy Employees can choose to take either one or two consecutive weeks leave in blocks of time – (the amount of time is the same even if they have more than one child for example twins. Leave cannot start before the birth and the leave must start after the actual birth or expected week of childbirth. SPP is payable at HMRC’s standard rate of SPP which may change each Tax year or 90% of their average weekly earnings if this lower. Certain employment types such as directors, and agency workers may have different rules for entitlement. Employees may be entitled to extra leave or pay if your company has a Contractual paternity policy or if you arrange with the other parent to arrange Shared parental leave with your employers this means the other parent going back to work in order to transfer the shared leave.
Shared Parental pay and Leave (ShPP) Where an employee has been employed for at least 26 weeks up to any day in the qualifying week, which is the 15th week before the baby is due and subject to other qualifying criterion, employees may be able to get Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP) if they’ve had a baby or adopted a child.
SPL and ShPP must be taken between the baby’s birth and first birthday (or within 1 year of adoption). SPL and ShPP are only available in England, Scotland and Wales. To qualify for SPL, your employee must share responsibility for the child with one of the following: • Their husband, wife, civil partner or joint adopter • The child’s other parent • Their partner (if they live with them) Your employee or their partner must be eligible for maternity pay or leave, adoption pay or leave or Maternity Allowance. They must also: • Still be employed by you while they take SPL • Give you the correct notice including a declaration that their partner meets the employment and income requirements which allow your employee to get SPL • Have been continuously employed by you for at least 26 weeks up to any day of the ‘qualifying week’, or the week they are matched with a child for adoption in the UK • The ‘qualifying week’ is the 15th week before the baby is due.
Entitlement If an employee is eligible and they or their partner end maternity or adoption leave and pay (or Maternity Allowance) early, then they can: • Take the rest of the 52 weeks of leave (up to a maximum of 50 weeks) as Shared Parental Leave (SPL) • Take the rest of the 39 weeks of pay (up to a maximum of 37 weeks) as Statutory Shared Parental Pay (ShPP) A mother must take a minimum of 2 weeks’ maternity leave following the birth (4 if she works in a factory). ShPP is paid at the rate of £172.48 a week or 90% of an employee’s average weekly earnings, whichever is lower.
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FATHER’S STATUTORY RIGHTS Continued from Page 18.
Leave for antenatal appointments From the start of employment, employees can take unpaid leave to accompany a pregnant woman to antenatal appointments if they are: • • • • •
The baby’s father The expectant mother’s spouse or civil partner In a long term relationship with the expectant mother The intended parent (if they’re having a baby through a surrogacy arrangement) They can accompany the woman to 2 appointments of up to 6 and a half hours each.
Parental rights are quite complex and there are numerous steps to take to ensure that you comply with employment legislation surrounding these issues and the HR and Payroll teams at advo are more than happy to assist you with your queries. Here are some helpful links to help you. Just click on the link: https://www.gov.uk/employers-paternity-payleave https://www.citizensadvice.org.uk/work/ maternity-and-parental-rights/check-yourmaternity-and-parental-rights/parental-rights/ parental-rights-at-work/#:~:text=If%20 you’re%20a%20baby’s,of%201%20or%202%20 weeks. https://www.acas.org.uk/paternity-rights-leaveand-pay
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HR ES
AGE-REL
Earlier this year, 25-year-old Keir was elected as Labour MP for Selb and became the youngest membe House of Commons. The fact that is the youngest MP has prompted terms of baby faced and an inbetw
These are headlines that remind us of ag discrimination, and age discrimination is as being one of the most common forms treatment at work. This is not surprising c that the age gap of employees at work ca or more.
SENTIALS:
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We often think of older workers when we consider the protected characteristic of age, but the Equality Act provides the legislation for all workers and there are numerous real-life examples which demonstrate the risks of inappropriate language related to age submitted at Employment Tribunals.
James v Gina Shoes heard in 2012 reminds of the dangers of the use of inappropriate age-related language towards an older employee. This was a case of constructive dismissal related to age discrimination where a 58-year-old employee resigned after his employer made it clear that it was not happy with his performance.
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Continued from page 21. The employer commented that it might be the employees age that meant he was not able to meet the required standards of performance and it might be possible to train James if he were younger. There were further comments about his age, to the effect that ‘you can’t teach an old dog new tricks’. The case Roberts v Cash Zone heard in 2013 related to an 18-year-old employee. In this case, the employer was not tolerant of the employee’s shortcomings and referred to her as “a kid”, “stroppy kid” and “stroppy little teenager”. In this case, the Employment Tribunal held that the language used constituted harassment on grounds of age and the employee was awarded compensation for injury to feelings. Unnecessary jargon or inappropriate language is not helpful to anyone of any age. A younger employee calling an older colleague ‘Gramps’ or ‘old timer’ or an older employee telling a young employee they are ‘still wet behind the ears’ and patronising behaviour and comments about ‘kids’ or ‘millennials’ should be as firmly out of the picture as with any other types of workplace ‘banter’. The term ‘banter’ is often used when there is disparity between what was intended by one person and how it has been perceived by another. However, in discrimination it is how the recipient perceives words and actions matters more than the intention of the person delivering them and so ‘banter’ can be dangerous!
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At advo, we discuss with employers how they should manage these situations and would always recommend that care should be taken. Where a discriminatory ‘joke’, ‘banter’ or remark has caused offence or upset, it may be appropriate that the manager has an informal discussion with an employee and explaining that they have caused offence, and to make sure they do not do it again. In this sort of a situation, we would always suggest that this conversation is recorded in writing and may recommend that both parties come together, and an apology made. However, in other situations, where it is alleged that a term has been used on purpose and maliciously, or to embarrass and humiliate, we would recommend that the employer investigates the matter formally. In order to minimise and mitigate the risk of any form of age discrimination, advo would recommend that employers lead by example, train all employees and are able to show that any inappropriate comments or ‘banter’ is not acceptable. This would include encouraging managers and employees to call others out if they hear inappropriate comments. If you require advice relating to any employee matters, please contact the HR team at advo and we would always be happy to assist you.
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UPDATE: CASE LAW
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ead of HR, Alison Gill, gives tant reminder and a warning. in case law mean changes rganisations must approach s on employee behaviour.
menced my career in HR many years n it was called Personnel, if there was n of any serious misdemeanour that may oss misconduct, the advice was always to ‘accused’ employee immediately.
n the case for many, many years. However, case law, the advice to suspend has ificantly and paid suspension should now emented if there is no other alternative. ermined by the High Court showed that s not always regarded as a neutral act. In particularly where qualified professionals suspension is likely to have a negative e individual’s reputation and their future f allegations are not substantiated.
urt judged that the act of suspension was breach the implied duty of mutual trust and The use of suspension could result in an en if the case is not substantiated, leaving esigning and claiming unfair constructive
a number of related decisions resulted n practice regarding suspension and this ed in acas guidelines in September last dance tells us that an employer should ending an employee while they carry out on, if it’s a serious situation and there’s e or in cases of medical suspension or uspension to protect an employee’s health gain where there is no alternative.
knowledged that for any employee, being an be stressful and it is therefore important rs consider the wellbeing and mental health yee they’re thinking of suspending, only meone if there is no other option and plan what support will provided to any mployee.
This would include things such as regular check in’s and signposting an employee to an Employee Assistance Programme. ALISON GILL, In line with acas HEAD OF ADVO HR guidelines and in light of the above, advo would always recommend avoiding suspension if at all possible and the consideration of alternatives.
These alternatives could include arranging for the employee to temporarily: • Change shifts. • Work in a different part of the organisation. • Work from home. • Work from a different office or site. • Stop doing part of their job, e.g., stop handling stock if there is an investigation into a large amount of stock going missing. • Work with different customers or away from customers, e.g., if there is an investigation into a serious complaint from a customer. • Stop using a specific system or tool, e.g., if there is an investigation into a large amount of missing money. You must also always keep the reason for any temporary change confidential wherever possible and as with all aspects of employment issues, the terms of such change, including that this temporary change is an alternate to suspension must be confirmed in writing. You should only ever consider suspension if you reasonably believe it would protect any of the following: • The investigation, e.g., there is reasonable and justifiable concern that the employee may damage evidence or influencing witnesses. • The business, e.g., there is a a genuine risk to your customers, property or business interests. • Other employees. • The person under investigation. At advo, we wish to support employers in all employee relations matters and the HR team at advo are always happy to help employers by providing robust advice, bespoke, compliant documentation and support through any such situation.”
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OUTSOURCING
YOUR HR
Human Resources is a business fundamental, b can often seem out of rea of SMEs, however, this is the case.
The people in your business are your most valuable asset and can make all the difference to the smooth running a profitability of the organisation. The ev activity of running a business can, how make it hard to manage, and so, get th out of employees on an individual basi
This can be especially testing where th is no dedicated HR professional to man the HR function, someone who is train to deal with the wide array of employe relations issues who has a good knowl of employment legislation, best practic their practical application.
ADVO HR
www.advogroup.co.uk/human-resources
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Even where there is a HR professional the business, they often get drawn into day-to-day time-consuming people ma likely involved in all types of generalist activity, including recruitment, training management meetings and pay issues pulling them away from proactive work
Often the role of HR can be undervalue and misunderstood by business owner much more than keeping on the right s employment law, it’s getting the best o of people.
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Outsourcing HR is an ideal solution for small or medium businesses who may not have the budget, capacity or time to recruit an internal HR function. Outsourcing HR gives all the protection and advantages of an in-house HR team. As an organisation advo practice what we preach as one of the few Investors in People Gold accredited employers in our sector having won many awards from our peers for the quality of advice and service we deliver as a group. At advo, we believe passionately that HR is the heart of a well-run organisation. We tailor our advice depending on the level of experience of the individual we are supporting. We can advise in a broad range of areas, such as compliance with current employment legislation, performance management, training, organisational design, restructures, employee engagement, workforce planning and talent management – the list is considerable. advo’s client HR support tackles three main areas. Firstly, as a retained service for SMEs, allowing them to effectively have their own internal HR function, without the large overheads typically involved with hiring an HR professional, supporting on the day-today issues that always arise, helping shape long-term goals around people strategies and aiding culture creation. Secondly, we support on a wide range of ‘adhoc’ projects, this can be the routine, mundane or complex, such as managing a face-to-face grievance journey or a multiple redundancy project. Lastly, we can work with larger organisations, who already have an HR function, across a wide range of areas, such supporting bespoke projects or just adding extra support.Within our retained service, Clients are kept up to date with ever-changing legislation, employees have all the right documentation including employee handbooks and contracts of employment.
We work closely from the beginning making sure the HR ‘people foundations’ are set and all documentation is legally compliant and works effectively for the business. In addition, and most importantly, management always have someone to reach out to, that can advise, support and guide through any of the myriad of staff issues. The reasons why our clients use advo hr are many, but principally, apart from the considerable savings creating and running their own HR department, it’s for peace of mind. We act as a sounding board and guide businesses towards best practice, helping to make their staff more productive. advo HR consultants are proactive in approach and all CIPD qualified. Their role is to add value to any relationship. Each client has a dedicated contact whose personable and professional approach will support businesses and their employees through problematical situations offering practical solutions. We get to know our clients, so we have a good understanding of how their business is run. This helps us take a pragmatic and commercial approach to any advice whilst keeping an eye on the legal position. As part of advo’s service there is access to online technology with an interactive absence management platform available to all clients that includes staff portals, which can be extended to include employee benefits and payroll depending on what is needed as our HR support can work in partnership with advo-one’s employee benefits and payroll divisions, to deliver joined up employer services. As an organisation advo practice what we preach as one of the few Investors in People Gold accredited employers in our sector having won many awards from our peers for the quality of advice and service we deliver as a group. Need some extra help, just reach out to advo.
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CATCH UP... WITH PAST ADVOCATES
Catch up on past issues of Advocate. Packed with articles covering the essentials that SMEs should know. You can view past issues by visiting:
https://news.advogroup.co.uk/advocate-magazine-the-magazine-from-the-uks-leading-employee-benefits-advisor/
Look out for issue #44 when we will keep you in touch with the latest HR, Payroll & Employee Benefits news. advocate WINTER 2023 | 30
Head Office: advo house, St Leonards Road, Maidstone, Kent, ME16 0LS t: 01622 769210 e: info@advogroup.co.uk w: advogroup.co.uk
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advogroup limited Registered Office advo house, St Leonards Road, Maidstone, Kent, ME16 0LS Registered in England No 4500663. advo group limited is authorised and regulated by the Financial Conduct Authority