Get ready for the beautiful game! Euro 2024 kicks off in Germany on June 14th, bringing excitement and maybe some friendly office rivalry. Sapphire HR is here to help you navigate potential HR challenges during the tournament.
Managing Leave and Attendance
With the Euros approaching, some employees may be scrambling for time off. Here’s how to handle leave and attendance:
• Remind your team of your leave policy: Explain procedures for requesting time off and any deadlines involved.
• Prepare for overlapping requests: Consider a “first-come, first-served” system, but be mindful of statutory leave rights like caring responsibilities.
• Have a clear procedure for unauthorised absences: This includes potential disciplinary action, but remember to be fair and consider specific circumstances. Seek HR Advice if disciplinary action is required.
Dealing with Sickness Absence
Here’s how to manage potential Euros absences fairly:
• Maintain a clear and accessible sickness policy: Follow established procedures for addressing any potential absence concerns.
• Be fair! Treat absences as genuine unless you have concrete evidence otherwise. This includes paying Statutory Sick Pay (SSP) if eligible and upholding any contractual sick pay rights.
• If suspicion arises, handle it politely: Ask the employee for details about their illness and whether they sought medical advice. Upon their return, a back-to-work interview, even for short absences, allows you to discuss any inconsistencies.
Avoiding Unintentional Discrimination
When considering flexible work arrangements or leave requests, remember to be fair and inclusive. Here’s how to ensure a level playing field:
• Apply your existing leave policy and flexible work options consistently. Don’t base decisions on nationality, as race is a protected characteristic.
• Encourage open communication. Finding solutions that work for everyone might involve scheduling adjustments or flexible work arrangements. By being transparent and adhering to fair practices, you can help your team enjoy the Euros without compromising on inclusivity.
Off-Site Behaviour
Remember, serious off-site incidents can have workplace consequences. Employers have the right to set clear standards of conduct, and serious offenses might be subject to internal disciplinary procedures. In some cases, such behaviours could even constitute criminal offenses.
Conclusion
By following these tips and fostering open communication with your team, you can ensure a smooth and productive month. Sapphire HR is here to support you! If you have any questions regarding flexible work arrangements, leave policies, or managing potential Euros-related issues, don’t hesitate to reach out at www.sapphire-hr.co.uk
