FAQs

What are employees’ rights regarding overtime pay?

There 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 cannot be forced to work overtime unless it’s part of their contract.

Employers and employees can negotiate overtime terms, but overtime pay is not automatically required by law unless agreed upon.

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Other questions we get asked about Engage

How can we effectively communicate changes to employees?

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.

How can we ensure smooth transitions without impacting productivity?

Plan ahead, communicate clearly, and support managers to guide their teams through change. Set clear expectations, provide the right resources, and monitor progress to minimise disruption.

How can we manage resistance to change during mergers, acquisitions, or restructuring?

Communicate 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.

What is the law on flexible working requests?

The 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 […]

How do we retain our best people?

Provide development plans, meaningful recognition, fair, consistent pay practices, and flexible working where possible. Exit and stay interviews reveal what to fix before people leave.

How do I create a positive experience for employee engagement and retention

Onboarding: Provide a structured and robust induction plan and welcoming process with clear introductions to culture and role. Clear Expectations: Set clear goals and job alignment from day one. Regular Check-ins: Assess progress, gather feedback, and offer support. Development Opportunities: Offer training, mentorship, and career growth paths. Recognition: Regularly recognise achievements and provide feedback. Work-Life […]

Not found what you’re looking for? See our other categories

Attract

From CV screening and interviews  to right-to-work compliance

Engage

From goal setting to  long-term employee retention

Develop

From recognition and communication to creating a positive workplace culture.

Support

From holiday calculations and maternity leave to redundancy and grievance management

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