COST OF LIVING BONUSES

staff who are struggling. Indeed, a growing number of businesses have started providing free meals at work as part their employee benefits package. One BT call centre set up a “community pantry” where staff can donate and pick up essentials such as dried pasta, cereal and baby food.

While some will appreciate these sorts of perks, it’s important to be mindful that many will be uncomfortable with the idea - BT was criticised for “normalising in workpoverty”. Moreover, those who are facing financial hardship will likely not want their colleagues to know that they are struggling; this could lead to grievances and possible reputational damage, as well as call into question whether staff are being fairly paid.

consideration altogether.

If a salary raise is the answer, then it must be approached on a basis that it can be sustained longer term. And it must also be awarded on a scientific basis – meaning that there must be some thought and objective criteria which determined the raise.

Perhaps something more sustainable would be the consideration of bringing pay reviews forward. Thought should be given to awarding an annual pay rise six months early to ease the burden over the winter months.

One-off bonus payments

Some employers are looking to pay a one-off bonus payment to provide temporary financial relief. The problem is that in some cases, this is being done as a knee-jerk reaction and is symbolic only. While employers want to be seen to be doing ‘something’ and have considered one-off bonuses as a way of doing this, this risks setting an annual expectation. From a legal point of view, a one-off bonus payment should not ordinarily give rise to any future entitlement to bonus payments, so long as it is completely discretionary. If, however, there becomes a history or pattern of making such payments, the element of discretion may be lost.

Hardship loans

Employers can loan employees up to £10,000 each year with no tax consequences. However, those considering offering hardship loans should ask the employee to sign a loan agreement before making any payment, setting out the terms of the repayment, including repayment term, authorisations for deductions from salary for repayments, repayment if they leave, and sanctions if the loan isn’t repaid. This aside, the main question is whether hardship loans are a good idea. Loaning money to employees won’t necessarily solve the problem and could lead an employee into further debt. Furthermore, employers rarely do a ‘credit check’ when lending money. What if the employee has no means of paying it back? Disciplinary action? Employers are not banks. Additionally, some are paying hardship loans with no expectation that employees pay it back. This main issue here is equality and ensuring fairness is applied in the process of awarding loans and in awarding the right amount. How can an employer judge the ‘need’ of one employee compared with another? This is incredibly subjective and plays right into the hands of discrimination claims.

Other considerations and issues

8 Consider the optics

If an employer is not in a position to consider financial bonuses, it may want to look to provide food or other items to help

8 Beware of discrimination

Lastly, as with any benefits scheme, it’s important to consider if cost of living incentives may give rise to complaints of discrimination. For example, John Lewis’ free meal scheme is a great perk. However, depending on the food on offer, not all employees may be able to benefit. If the John Lewis canteen menu doesn’t cater for Kosher or Halal diets, for example, it may exclude some from that perk.

Also, benefits that are only provided to certain roles could also give rise to complaints of discrimination unless there is an objective justification for it.

Summary

All of these are simple solutions that not only put money in people’s pockets without great cost to employers but may have financial and other benefits for businesses too. That said, care must be taken in their use.

SBS BoatLife 2023 is set to be 25% larger than the inaugural show in 2022.

With four weeks to go before the event, organisers say more exhibitor bookings have been taken, with many taking larger stands.

Advance ticket sales are ahead of the first show and visitors will be able to enjoy more than 200 brands on display with more than 150 exhibitors and 200 boats inside the NEC, including 12 narrowboats.

“Not long to go and SBS BoatLife 2023 is shaping up to be a not-to-be-missed event for the boating community and beyond,” said Richard Dove, BoatLife MD. “Our aim of bringing those new to the water and seasoned marine enthusiasts together under one roof is being achieved.”

Currently 14 ambassadors and influencers from boating social media are confirmed, between them having a total of 340k+ followers.

Overall, 13 sponsors and partners have joined the team, supporting clothing, media, the activity pool and the main stage.

Key features of this year’s show include the GJW

Tingdene Boat Sales will show five boats at SBS BoatLife 2023.

The four-berth Viking 24 and six-berth Viking 275 from Viking Cruisers are particularly suitable for new boaters.

The river cruisers are built to offer reliability and practicality together with being modern, spacious and well-appointed.

Viking Canal Boats is a family-owned business that designs their boats in conjunction with their customers.

At BoatLife, Tingdene will show the Viking Canal Boat 70ft by 12ft 06in.

This wide beam has two bedrooms, a wet room, a large saloon and a spacious galley, incorporating all the home comforts wanted on a liveaboard vessel.