Employers and employees can negotiate overtime terms, but overtime pay is not automatically required by law unless agreed upon.
Be clear, timely, and transparent—explain the reasons for the change, how it impacts employees, and what to expect next. Use consistent messaging, give opportunities for questions, and ensure managers are equipped to support their teams.
Read moreDefine objectives (e.g., sales targets, performance metrics). Set eligibility criteria (e.g., roles, tenure). Determine the structure (e.g., percentage of sales, fixed amount). Establish payout frequency (e.g., monthly, quarterly). Outline terms and conditions (e.g., clawbacks, performance reviews, and consider bonus rules). Communicate clearly to employees. Document the scheme in writing and make sure it’s non-contractual. For […]
Read moreCommunicate clearly and early, involve employees where possible, and support managers to lead through change. Consistency, transparency, and listening to concerns help build trust and reduce resistance.
Read moreThe Employment Relations (Flexible Working) Act 2023 introduced new laws on flexible working in the UK, which came into effect on 6 April 2024: Day one right: Employees can request flexible working from their first day of employment, regardless of how long they’ve been with the company. Multiple requests: Employees can make two requests for flexible working […]
Read moreProvide development plans, meaningful recognition, fair, consistent pay practices, and flexible working where possible. Exit and stay interviews reveal what to fix before people leave.
Read moreThere is no legal requirement for employers to pay extra for overtime unless it’s stated in the employment contract. Contractual Agreements: Employees are entitled to that agreed rate if overtime pay is specified in the contract. National Minimum Wage: Overtime pay cannot fall below the National Minimum Wage or National Living Wage. Voluntary Overtime: Employees […]
Read more