In accordance with Theresa May’s Good Work Plan consultations in 2018, a number of new requirements went into effect this month for UK employers. This post addresses critical changes to written statements of employment.
Until this year, UK employers had to acquire physical documents from their employees as proof of their right to work in the UK, a process many found needlessly cumbersome. Employers may now fulfil their obligations using an online service, which provides real-time information on migrants’ right-to-work status.
Whether Brexit is hard or soft, right around the corner or further delayed, the UK’s departure from the EU will have a significant effect on local staffing. The key to avoiding a shortfall may lie in rethinking recruitment strategies.
Many multinationals operating in or considering expanding to the UK are concerned Brexit may make the region less attractive to employers. This post explores steps UK organizations can take to mitigate the short- and long-term effects of Brexit on their employees and their own organizations.
Last year, UK authorities started requiring organizations with 250 or more employees to gather statistics about their gender pay gaps. The results were published this month, revealing that women are underrepresented in leadership positions, that some industries are downright hypocritical in their practices, and much more.
Creating a mentally healthy workplace is everyone’s responsibility, but change must start at the top. Business leaders play a critical role in driving practices that promote mental health in the workplace. Here are a few areas to concentrate on when making improvements.
Recruiting, developing and retaining talent are fundamental to the success of any business. And in today’s global economy, where businesses often find they must expand globally to compete, you may have to attract and hire talent in an unfamiliar country. As global HR veterans know, recruiting employees abroad is even more challenging than recruiting at home, largely because related laws and customs vary considerably by country. Before you recruit local nationals (i.e., citizens of the host country) you will need to devise a recruiting strategy that accounts for the laws, culture and market practices of your target countries. This post focuses on some important areas you should consider when developing such a strategy, both to stay on the right side of local laws and to attract top talent.
The UK electorate has spoken, and after a transition period Britain will leave the European Union. Politicians on both sides of the channel must now not only start to develop new policies, they must also set a reasonable tone amidst Brexit-related passions. UK and EU business leaders must similarly manage change in their respective organizations during this uncertain period.
Yesterday UK voters decided to leave the European Union. The decision will have serious implications for multinationals operating in the UK. It’s important to keep in mind, however, that any changes resulting from yesterday’s referendum are months away. Now is the time to take a measured approach to how your business will likely operate in a UK that is not part of the EU, basing your strategy on the probable consequences of yesterday’s vote.
The debate on the possible effects of the UK leaving the European Union is in full flow. Those in favor of and those against a “Brexit” are posting statistics to bolster their respective arguments. In truth, leaving the European Union would be unchartered territory for this island nation, and indeed, for those countries remaining in the EU. There are regional implications beyond one country that are difficult to predict. That said, HR professionals should be considering the following areas, which could be affected by the UK’s defection from the EU: Long-Term Planning, Immigration and Employment Law.
Achieving a balance in the area of family leave is critical for multinationals. HR leaders should ask themselves: How can we develop family friendly leave policies that comply with local labor laws and customs, and encourage a healthy work-life balance, all while ensuring that our growing business remains financially sustainable?
2015 has been the biggest year for the Radius blog in its brief existence. We’ve covered a wide array of international topics from out of office e-mails, to South by Southwest, to Belgian cats, but we wanted to compile our top five most popular blogs from 2015. Enjoy this list of practical and interesting posts for your present and future international business efforts.