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Some Things You May Have Missed

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In our latest blog, we’re excited to bring you a roundup of the latest happenings in the dynamic realm of Human Resources.

As we dive into the current HR landscape, we’ll spotlight key stories and updates that might have flown under your radar but are certainly worth your attention.

Whether it’s redefining recruitment strategies, addressing workplace equality, or navigating the complexities of holiday pay calculations, we’ve got you covered with insights that blend friendliness with professionalism.

The Recruitment Conundrum

A recent poll conducted by recruitment firm Eden Scott found that 52% of workers were reluctant to attend more than two interviews to secure a role.

Meanwhile, 27% said they would attend three interviews, whilst only 12% said they would attend four or more interviews.

A generic advert for recruitment.

What Does This Tell Us?

This data effectively reminds us that whilst a recruitment process is important, today’s employees want to work for efficient companies that employ policies and processes that make sense.

They do not want to go for three or four interviews where they see no progress is being made.

Obviously, this depends on the seniority of the role in question, but there are ways to make this process more streamlined.

How Should a Company Recruit?

The interview process must be planned to ensure that the interviewers get the right information out of the candidates in order to make an informed decision:

  1. Is the job role meaningful? Candidates don’t want to be in a job where they cannot see how they are contributing to the Company’s or Organisation’s success.
  2. Make sure you have a job description and know what you are looking for;
  3. Ask the right questions. Start with the outcomes and word the questions accordingly;
  4. Test the candidates. Set up short tests where you can prove they can do the job or can be trained to do the job;
  5. Do not hire someone you are not sure about. This will cost you more time, money and is likely to end in frustration.
  6. Check their behavioural responses against your Company’s culture. Skills and behaviours can be changed, but deep-seated traits are unlikely to be able to be unlearned.

If you need any help with recruitment, please contact us on 01903 754 107 or

The RAF Red Arrows Fly in The Face of Equality

The recent report published by the Non-Statutory Enquiry headed up by Sir Richard Knighton has blown wide open the toxic environment women in the Red Arrows team were expected to endure.

The report findings said that the abuse and harassment that the female officers had to endure was systemic and operated on a “bystander culture” throughout the organisation.

The women officers were left with limited options to make a complaint to senior officers, for fear that this would harm their reputation and hard earned careers.

Women sat a desk with laptops and notebooks in front of them to help illustrate equality in the workplace.

So what can we learn?

Equality Training and Awareness is Everything

Every organisation, whether large or small, needs to carry out Equality training and have an Equality Policy in place.

If an employee claims they have been bullied or harassed in the workplace, senior management must take action.

It will not protect the company if they cannot prove that every employee has at least been made to read the policy and that management, as a minimum, has undergone some form of training on implementing the policy.

Live, Eat and Breathe Equality

If employees see that everyone in the company or organisation supports equality and treats all employees the same, then the organisation’s equality culture will automatically follow this route.

This means that all levels of employees, from business owners and Directors to clerical and admin support must behave with the same values of equality.

There must be no exceptions.

Do Not Accept Anything Less Than Equality

Whether you are a business owner, Director, Senior Manager, supervisor or operative, it makes no difference.

Unless you are going to call out unacceptable behaviour in the workplace without fear or favour, then nothing will change.

To promote this behaviour, you will need to take the actions in the above sections.

You cannot have a “part approach” and expect to be able to change workplace culture.

HR Smart can provide support and training in this increasingly important area. If you think your organisation needs to change or improve its culture, then give us a call on 01903 754 107 or contact

Time to Take A Break From Tortuous Holiday Calculations?

There has never been a worse time to be the person responsible for calculating holiday pay.

The latest round of holiday pay-related court cases has seen the calculation of casual and zero-hours holiday entitlement turn into something bordering bizarre.

Thankfully, new UK laws expected in 2024 aim to simplify the calculations again.

Payroll Providers and Business Administrators can take a sigh of relief.

A man and a woman jogging along a beach to help illustrate holiday calculations.

So Why Is Holiday Pay So Difficult to Calculate?

We need to take a step back to go forward.

In 2006, the European courts ruled that “Rolled-Up” holiday pay was being outlawed across the EU, which included the UK.

“Rolled-Up” holiday pay effectively allowed companies to take the statutory holiday entitlement of 5.6 weeks’ pay and add it onto an employee’s normal rate of pay at a rate of 12.07%.

This had the effect of enhancing pay when the employee was working, but they did not get paid anything when they were on holiday.

The overall effect of this was that employees were disincentivised to take a holiday because they were not paid whilst they were away from work.

The European Court ruled that every employee should take a minimum of 4 weeks’ holiday and have their holiday paid when they take it.

The 12.07% percentage calculator became unlawful and illegal at that point.

So What is Changing in 2024?

Following the impending expiry of the EU regulations after BREXIT, the UK Government has looked at the tortuous calculation for Zero-Hours and irregular-hours workers.

After a consultation process, they have decided that reversing the decision on “Rolled Up” holiday pay is the most sensible course of action for organisations, companies and employees.

What Happens Next?

The Government change in holiday legislation is expected to come into force in January 2024.

We will be in touch with more details once the legislation has been confirmed.

In the meantime, please let us know if you have any holiday-based questions on 01903 754 107 or contact


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