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 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 ensure competitive pay amid inflation to keep our talent?

Market Research: Regularly benchmark salaries against competitors. Adjust for Inflation: Consider cost-of-living adjustments (COLA). Flexible Benefits: Offer non-salary benefits like bonuses and wellness programmes. Transparent Pay: Make the pay structure clear to employees. Retention: Provide career development and promotion opportunities. Reward Systems: Use performance bonuses or profit-sharing. This helps retain talent and keep pay competitive.

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 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.

People don’t seem motivated or engaged. Any tips?

Share the “why”, involve teams in decisions, recognise effort, and improve manager capability. Small habits—thank-yous, visible progress, and autonomy—go a long way.

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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