Billericay football club betting calculator

It can be referred to as Match Outrights or 90 Minutes markets as well. It is simply one prediction made on the outcome of a fixture which has three potential outcomes in it. There is either going to be a home win, an away win or the draw. The numbers just represent an outcome: 1 represents a Home win X represents a Draw 2 represents an Away win How does a 1X2 bet work?

You will see a fixed-odds price attached to each of the three options in a 1X2 market for a game. These are representative of the probabilities that the bookmaker has assigned to each of the likely outcomes. You take which one of the three outcomes in a 1X2 bet that you like 1x2bet predictions and place a single stake against it.

If that outcome occurs, your bet wins. Remember though that you always have two opposing potential outcomes to your selected one. Source: bestbetsfree. What Does 2. The term 2. If the employee has recently joined, you average the pay over the weeks they have worked. For staff who do not work a full year, we need to consider whether offering contracts just for their working period is more appropriate, rather than having long-term permanent contracts.

This could also be employment contracts which terminate at the end of each term, with the individual reapplying before the next term. This is cumbersome, however, and could result in duplicate criminal record checks needing to be performed if they are a requirement of recruitment.

If you have questions, do contact us, as holiday pay is an important issue. Helping your team to minimise distractions Workplaces are buzzing once again with many people now regularly attending their place of work. Another positive of being back in the office is that it removes the distractions that can come with working from home. That is, only if they are not directly replaced with office-based interruptions instead. From chatty co-workers excited to reunite, to impromptu meetings, or even just the general buzz that comes with an open plan workplace, employees may not be as focused on their work as you had hoped.

What can you do then to help your team minimise these distractions? Time management training can help. By introducing your team to time blocking, where they block out time in their calendar to focus on specific tasks, you can help them to keep track of how they are spending their day. This practice also lets co-workers know when they are available to collaborate or if they are in the zone and need to focus. If, after this, an employee continues to struggle with distractions, a is a good opportunity to address this.

You may find that you need performance management to get them back on track. Employment status checklist The UK Government recently released a response to its consultation on employment status. A particular area of confusion has been around the difference between someone who is self-employed and someone who is a worker. A worker is entitled to basic employment rights such as minimum wage, holiday and sick pay, whereas a self-employed person is not.

Recognising the complexities of employment status and how this has caused some confusion for employers, the Government has released more detailed guidance on how to correctly assign employment status. You can see the latest advice on the Government website here , but do let us know if you would like help when applying it to your business. What makes a winning team? Strong leadership is crucial for a team to reach its full potential, but for a winning formula there are other key elements that should also be in play.

A shared vision — provides direction and a bigger picture perspective for all members of the team. It keeps everyone on track to achieve one main objective. Clear communication — helps team members to keep in touch and provide updates or ask for help if needed. Conflict resolution — removes barriers that could otherwise derail the project or interrupt important timelines. Collaboration — is necessary for team members to problem solve and innovate. Responsibility — allows individuals to learn and improve, benefiting the team.

People management has an important role in developing and managing a successful team. If you want to know more, get in touch today. When council bosses banned wearing shorts for health and safety reasons, a frustrated binman found a loophole in the code. A kilt may not be permanently seen making the rounds, but it did get the message across.

His employer has said that they plan to review operations during extreme weather. People Matter — July Is an employee secretly working from abroad? Managing remote workers became a necessity for most businesses during the pandemic.

For some employees, like graduates, they never even stepped foot inside an office. Remote work was their introduction to the working world. Now however, overseas travel is booming, and with holiday season in full swing, an employee could be tempted to try their luck at secretly working abroad, especially if they are running low on holiday days.

It is a belief for some that, with a good Internet connection, you can work from anywhere in the world. This can be true and many online businesses do operate in this way. However, this is an important business decision and one that you would need to make after considering all the pros and cons. Not knowing where an employee is working from is risky. For businesses that are operating fully remotely, or even on a hybrid model, employers must clarify permitted locations for working. You can do this by updating employment contracts or introducing a remote work policy.

What should you do, then, if you suspect that an employee is secretly working from overseas? You would need to do some detective work to confirm your suspicions. They could have genuine reasons for not attending a work social so you may need to try something else. For example, a simple call to their mobile can be very revealing — we all know that familiar change in ring tone which is a dead giveaway that someone is not in the country. Or perhaps you could ask them to return some company hardware at a designated time and place for a routine health check?

Failing that, a conversation with their co-workers can help you piece information together. If you are concerned about a security breach you may need to be prepared to revoke their access to certain systems right away. When they arrive back you should initiate disciplinary action and see the safe return of any company property. Remember that we are here to help. This means that their brains process information as society expects.

They are neurodivergent. The main examples are ADHD, autism, dyslexia, and dyspraxia. Due to a lack of awareness, people with these conditions can encounter stigma. Each can be associated with specific difficulties, which are well documented, but they can also often give rise to unique strengths. For instance, people with ADHD may be good at completing urgent tasks, those with autism at developing deep specialist knowledge, people with dyslexia at problem-solving and employees with dyspraxia at strategic thinking.

It all varies from person to person. Seeing the strengths in neurodiversity though, which is often recognised as a disability, and building a supportive working environment with reasonable adjustments where necessary, could give you a key advantage when trying to get the right blend of skills in your business.

Time off for fertility treatment For some people, the process of starting a family can entail a series of medical appointments for IVF, which need to adhere to a specific timeline. It can be a physically demanding process. When an employee is pregnant they are entitled to a reasonable amount of paid time off to attend antenatal appointments.

This is not an automatic right for those attending medical appointments to become pregnant. Fertility treatment can be very expensive and so this change could alleviate the stress and financial worries that some are currently experiencing. For employers, it could help to retain good employees and improve trust and communication relating to requests for time off. If you want to be one step ahead, introducing a policy of paid time off for fertility treatment is a good place to start.

Belief and unlawful discrimination Last month we looked at managing conflict in the workplace that concerns more than one protected characteristic. A recent Employment Tribunal has provided further guidance for managers on exactly that. Forstater had shared her gender critical views on Twitter that people cannot change their biological sex. The tweets reportedly made some colleagues uncomfortable and were seen to be inflammatory by her employer, leading to Ms.

Forstater losing her job. However Ms. Forstater felt it was she who was discriminated against because of her belief and raised a claim of unfair dismissal and discrimination. An initial Employment Tribunal did not agree, but after winning an appeal Ms Forstater was successful in a new tribunal which ruled this month that she had been discriminated against. This ruling is significant and shows just how complicated this topic can be. Employers facing similar situations concerning free speech and belief should seek professional HR advice before dismissing an employee.

Mediation can save time and money When different types of people work together, disputes are inevitable — especially with such a large proportion of our time spent at work. Not all disputes escalate to an Employment Tribunal though. Arbitration through Acas or third-party mediation can settle conflicts before they start exhausting both time and money. The key to resolution and keeping claims low is to keep communication open.

Employment tribunal insurance is a safety net when faced with paying staggering court costs and awards, but as with any insurance, there is a premium. If smaller disputes can be settled out of court, tribunal insurance remains an affordable and reliable back up when tackling bigger issues. Hey, howdy or hi — select your preference An out of office message provides a quick and simple way to inform others of employee absences. One employer made their dislike of the greeting clear to an employee who then shared the interaction on Reddit.

The employee responded stating it was via WhatsApp and they felt a casual response was therefore justified. People Matter June Managing a difference of opinion in the workplace When managing a multitude of personalities, there can be times when you are called to settle a disagreement involving your employees.

Sometimes it will be obvious what you need to do, but other times it can be more complicated. This can be especially true if you have a strong headed employee insisting that they are right. You may even have them reciting the law at you or standing firm on their right to freedom of speech. Being woke refers to being aware and alert to perceived social injustices.

A woke employee might be a passionate activist in their spare time, but they still need to adhere to the rules of your business when under your employment. This will help you be fair and justified in your response. Not everyone is going to agree with you and may challenge your decisions.

This is why HR processes that manage conflicts, disciplinaries and grievances are there to help you. Having clear policies and a unified leadership team that can reinforce these is also key. Under the Equality Act , nine characteristics are legally protected from discrimination: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

What happens though when two protected characteristics are in conflict with one another? In deeming whether discrimination has occurred against one employee, you need to mitigate the risk of indirect discrimination against the other. We have seen examples of this play out in employment tribunals where gender critical beliefs or faith-based expressions on social media have triggered claims of discrimination against sex or sexual orientation or religion and philosophical belief.

Fired by AI! The rise of the robots Would you trust a robot to do the firing in your business? There are many benefits after all: a major one being to save time with streamlined operations. Some areas that can be easily automated for all businesses include holiday management or time and attendance software, helping to reduce that looming pile of admin paperwork for starters.

Cosmetics company Estee Lauder has encountered claims from three employees over exactly that. The employees felt that the redundancy process was unfair, suggesting that when reapplying for their positions their video assessments were judged only by an algorithm. Settling out of court, a spokesperson for the company denied that facial recognition technology played a decisive role in this situation.

An employee was once effectively terminated and escorted from his place of work all because a faulty key card triggered the process! A recent Employment Tribunal ruling suggests that the answer is yes. In May last year he was dismissed without notice, which led him to raise a claim of unfair dismissal along with several others, one being sexual harassment. It also found that baldness is more prevalent in men and therefore the comment was inherently related to sex, a protected characteristic under the Equality Act This case serves as a warning to employers that derogatory comments are harmful and come with repercussions.

To avoid conflict, a culture of respect is vital, whilst a policy can provide back up. Menstrual leave announced in Europe. Is the UK next? Following the likes of Japan, South Korea and Zambia, Spain is planning to introduce paid medical leave for those suffering from period pain. However due to the period taboo and a lack of awareness on menstrual health, period pain can be wrongly dismissed as a justifiable reason for calling in sick.

Not every woman will need time off work due to her symptoms, but for those that do, the scale of discomfort can reach debilitating levels, making work near impossible. Although menstrual leave is not law in the UK, employers seeking to better support staff can do so through accommodations which help them to manage their health at work.

For example, flexible working, from flexi-hours to flexi-location, can help; along with accepting painful periods as a reason for sick leave. An employee has been called for jury service, what now? Jury service is a public duty, and anyone aged between 18 — 70 on the electoral register can be selected, at any time. Typically, it lasts up to 10 days, although it can be shorter or longer.

However, if you can make a few rearrangements, there can be benefits to them attending jury service. For example, it provides an opportunity to develop skills in areas like problem-solving and teamwork.

You are under no obligation to pay them if they attend, but will need to provide them with a certificate so that they can claim back a loss of earnings paid by the court. If you do pay the employee during jury service, say to make up for any short fallings in their expenses, be sure to calculate their tax and national insurance as usual.

You can only do this once in a month period though, so consider whether it is the only option at this time. If you have questions about managing this process and need advice, give us a call. The person you are trying to reach is on holiday An out of office message provides a quick and simple way to inform others of employee absences.

Ensuring they distinguish their message between internal and external senders may help strike the right balance as we enter the summer holiday season. It would be a bit strange after the card, speeches and send off, after all. On rare occasions, however, you may be faced with a situation that leaves you wondering if you should rehire an ex-employee. Perhaps this has become more commonplace since the pandemic and Great Resignation. There are a few things to consider before you seal the deal.

Think back to the reasons why they left and whether this was on good terms. How long has it been since they left? Has the business changed? Can they fit in with new team dynamics and meet your current requirements? These are all important questions to ask yourself when deciding. A positive of rehiring an ex-employee can include their familiarity with your business and vision. If they worked well with existing employees, their return may be a morale booster for the wider team.

What about the negatives? If the business has significantly changed, they may find it hard to slot back into things. It would be wise to prepare them if this is the case to avoid them comparing, or suggesting that the old way was better. You may also have concerns over loyalty. They left once before, will they do so again? Talk to them to understand their reasons for wanting to return. Ask about long-term goals to see if these match your business plan. This is equally as important if it is you who has approached them about returning.

For example, do you need them for the long or short term? Have their circumstances changed? These factors matter and should be discussed early on. When it comes to HR admin, legally you can rehire an ex-employee, and there is no specific waiting period before doing so. If it is less than a week they will not have lost their continuity of employment.

If an employee has been made redundant for a genuine business reason and the process, including searching for alternative employment is carried out, but suddenly a significant change occurs, does the employee have to return the redundancy pay? Surprisingly the answer is usually no, but their continuity of employment is automatically severed.

Some local authorities have different rules regarding redundancy. Acas published guidance to help employers better understand this and avoid risky fire and rehire practices focused on changing employee contracts and pay. Overall, rehiring an ex-employee can be a mutually beneficial arrangement if requirements can be met on both sides. If you have questions on how to manage this in your business, get in touch. When can I request a fit note from an employee?

If an employee has been signed off sick by their doctor for more than seven consecutive days, the fit note will support this. It may also provide details to help an employer and employee discuss the return to work. It helps to keep a copy on record, as the employee can keep the original.

If an employee is sick for less than seven days, they will not get a fit note from their doctor. If you require evidence of their sickness to pay statutory sick pay SSP , the eligible employee can self-certify. For three days or fewer sick, SSP does not apply. If employees know that this is a standard procedure, it can deter them from throwing sickies.

This meeting is also useful to determine if those who were genuinely off sick are ready to return. A sickness and absence policy helps all involved to know what to expect regarding procedures and SSP or company sick pay.

If you need advice with yours, we can help. Managing an effective hybrid team For many teams, hybrid working has become the norm. For hybrid working to be successful, managers and team leaders will need support to navigate the unique challenges that could arise. They may benefit from training. Good communication and time management are key and will help maximise time spent in the office.

It can also help to revise any temporary processes that were implemented during the pandemic. You may remember that employees, and pretty much everyone else, were left stunned due to a lack of communication from company execs on what was about to happen. This month, we have a new example of redundancy gone wrong.

Except this time, it was the way in which it was communicated that has caused a stir. Unsurprisingly, some of the employees concerned took to social media to voice their displeasure. Redundancy is a sensitive topic and should be handled as such.

Watery eyes, itchy throat and even brain fog can all be factors, making concentration hard and productivity low. What, if anything, can you do? The employee will likely know about over-the-counter antihistamines, and will probably have tried all the alternatives such as local honey and Vaseline around the nose. You can help by keeping windows shut and using air conditioning or air purifiers.

Allowing home working, if you can, on high pollen days may also help. Is a sick day justified? Hay fever is a genuine condition and so should be treated like any other sickness if an employee is really struggling with symptoms. Allergies and other sensitivities in the workplace can require adjustments to be made. A rude awakening We often hear about the risk of vicarious liability around the staff Christmas party, but a recent case in Australia has highlighted that this is a risk not just for Christmas.

If you need to organise staff accommodation, make sure your behavioural policy is watertight first. How might you go about this? A much more effective method would be to identify and reduce the risk of negative work-related stress in your business. Believe it or not, some stress can be positive. It can allow people to thrive and reach their potential. Every employee will have their own limit, so how do you know when someone is close to theirs?

Regular reviews or s with employees are essential to keep communication flowing and for receiving progress updates on work. For example, if a deadline was missed, this is an opportunity to find out why, and if there is a need for clearer communication, training or support. Work-related stress can be the result of different causes. An HR review can help to identify these, but a major one to be aware of at present is that of an increasing workload.

Following the Great Resignation, and at a time when COVID related absences are still impacting teams, low staffing is a problem for many employers, their employees, and subsequently clients. Those who are in work and covering for others may have an increasing workload. Without the right support, they are at risk of stress, which can impact health, well-being and lead to more absences. Remind them of the importance of taking a break and if you have any other health benefits in place, such as an Employee Assistance Programme, make sure that staff are aware of the support available to them.

Beyond this, remember that we are here to help. Just last month however, it made headlines for causing a different kind of wave: by parting ways with of its crew members via a short, pre-recorded video clip.

As news of the mass redundancies spread, so too did details revealing that this was a surprise move, leaving employees, onlookers, and the government dumbfounded. Many loyal and long-serving employees were informed of their redundancy on what transpired to be their last day. Some were reportedly escorted from the ships in complete and utter shock. When a business needs to make essential changes, redundancies should be a last resort.

There is a process that must be followed to reduce the risk of legal action from unfair dismissal. Chief Executive, Peter Hebblethwaite, admitted that their decision to waive the consultation process almost certainly breached UK employment law, but that they felt there was no other financially viable option. What can employers do to learn from this?

If redundancy is the only option, consultation with affected employees or their representatives must begin in good time. If 20 or more employees are affected, then there must be 30 days of consultation before the first dismissal takes place. There will likely be questions and concerns.

Redundancy aftercare outplacement can help see that those departing your business receive crucial advice on their next career move. It shows compassion for all staff during what can be a very difficult time. How to approach poor hygiene in the workplace As the weather gets warmer and the number of days we spend in the office increase, a new season of HR dilemmas await. Broaching the subject of body odour or poor hygiene with an employee is no doubt up there on your list of conversations you never wanted to have.

Think twice about passing this off on someone else though, a female French tutor won a sex discrimination claim for exactly that. If a medical condition is revealed, ask how they plan to manage this. Adding a requirement for hygiene to your dress code is also a good idea, as you can refer to this if a problem persists and further action is needed. Of course, if the idea alone of having this chat is turning your stomach, remember that our experienced HR advisers can help to prepare you.

Why employees not using their holiday can be a problem Whether a result of increased homeworking, an increasing cost of living, or staff shortages, employees not using their annual holiday allowance can be a problem for employers. It may seem like a good thing to not be balancing leave requests, especially if you are short-staffed and need all hands on deck.

However, other issues can arise if holiday is not taken, or if it is not spread evenly throughout the year. Encouraging an even distribution of leave, for example by alerting those with a lot of holiday left two thirds into the year, can avoid situations where everybody wants to be off at the same time.

Committed workers are in demand but should also be reminded to use their leave for some respite, even if it means a staycation. Holiday entitlement is a health and safety requirement, and employees must take their statutory allowance. They cannot be paid in lieu except when they leave.

Having time off makes people more productive. The alternative, wherein employees feel the need to be seen working, can result in burnout and absences due to ill health, which could happen when you need them the most. Supporting employees through Ramadan This year the end of Ramadan is expected to fall on May 1st. Until then, Muslim employees observing Ramadan will be following practices that involve fasting between sunrise and sunset, extra prayers which can last up to three hours, and exercising increased patience and virtue.

Follow your usual procedure for such requests but be sensitive to those observing religious holidays. Other ways in which you can show your support during Ramadan can include permitting unusual lunch hours or break times and remembering that no one is quite themselves when hunger strikes. How did a birthday party at work cost k? You know how some people say they hate surprises, but then secretly love it when you remember their birthday? In fact he had even asked for them not to celebrate his birthday, and had a good reason too.

Mr Berling feared it may trigger a panic attack, which it did. The lesson here? Appreciation of birthday parties is subjective and there are other, less-expensive ways to show you care. For now, the UK government has shifted its focus from legal restrictions to personal responsibility in the management of coronavirus.

In the plan, Living with COVID, the government has acknowledged that a successful vaccination programme has allowed restrictions to ease, but reminds us that the virus has not completely gone away. Wales will relax all legal guidelines on March 28th, and Scotland relaxed most legal guidelines on March 21st. There is no legal requirement to be vaccinated in the UK. Plans for this to come into force for the health and social care sector in England have been scrapped.

Where does this leave employers? Still with a duty of care to protect their staff and provide a safe working environment. How will you respond to a staff member testing positive? Will this impact sick pay? Can staff work from home? Will you provide lateral flow tests? In the absence of legal guidelines check with your local government for up to date health advice , conducting a risk assessment and introducing your own COVID isolation policy that aims to protect staff and support your business is recommended.

Your COVID isolation policy can be a useful tool to reassure employees of your commitment to providing a safe working environment. This is especially true for vulnerable employees who may have reservations about returning to the workplace. Involving them in the development of your policy, which will be unique to your business, can lead to better co-operation and transparency within the team. New public health guidance on the matter is expected post-April. Until then, reviewing your sickness absence policy and carrying out a COVID risk assessment would be a wise move.

How can HR reduce cyber security risk? For any business, cyber security is a real risk. You may not have expected to see cyber security crop up in your monthly HR newsletter, but the two areas of your business are in fact deeply intertwined. HR plays a critical part in staffing, training, and supporting the teams and departments that keep a business functioning day-to-day.

So, whilst your IT manager or outsourced IT will likely be on speed dial for any cyber security threats, they too might need support with people management to reduce further risks. This can be business wide too.

For example, customer service agents could be the ones to receive a phishing email, whilst another department might oversee the safe storage of sensitive data. Almost anyone could be using the Internet and accessing passwords. For a business to be protected from cyber security threats, all staff members should be informed and trained on best practice.

Employee engagement is key, and so involving your managers to create or update your policy is wise. With these measures in place, you can reduce the risk of cyber security breaches in your business. However, if after training and enforcement of your policy, human error puts your business at serious risk, you may need help from HR to tackle employee misconduct. Sex discrimination, where a person is treated less favourably because of their sex, is illegal under the Equality Act It causes harm and threatens well-being, and as this case has shown, can result in substantial fines for an employer who lets it happen.

In this case, managers were not just bystanders, but actively contributed to the problem. The rest of the team picked up on it and adopted the same demeaning behaviour. The victimisation would be enough for Miss Macken to raise concerns internally, which she did to no avail. Making matters worse, she was also being paid less than a male colleague doing the same job as her. Providing references for ex-employees Just as you may request references for new employees, you too could be asked to provide one for an ex-employee of your business.

However, there is a bit more to it than that. Generally, you can refuse to provide references, but in doing so you would need to make sure that this applies to all your employees. Failure to be consistent could leave you open to claims of discrimination, even from an ex-employee.

Keep in mind too that refusing a reference for an employee that you remember fondly could hinder their prospects. Additionally, there are some industry sectors where providing a reference is a statutory requirement, such as finance. References that are given must be accurate. So it is perfectly acceptable to be truthful about a person who was repeatedly late or was careless in the performance of their duties, so long as you have evidence that this was the case.

Some companies have a policy of merely detailing employment dates, job titles and salary, but that is not always helpful. Recruitment is expensive and taking up references on potential employees is an important element. Giving truthful references will help a company make good decisions. Got questions about your process? Our Advice Line can provide peace of mind. The temporary scheme allows eligible employers to claim back up to two weeks of SSP per employee for absences related to coronavirus from December 21st — March 17th.

You have until March 24th to submit or amend a claim. For absences after March 17th, the usual SSP rules apply. There are other important calendar dates to keep in mind with April approaching. From 6th April — 5th April National Insurance contributions will increase by 1. Payroll will need to be updated. Is wage transparency the answer to unequal pay? One Argentinian firm is already doing it and reporting promising results. Closer to home, Minister for Women, Baroness Stedman-Scott has launched an initiative piloting pay transparency, wherein participating businesses will publish salaries in their job adverts.

Why is this a good move? It could be a step towards closing the gender pay gap and firmly closing the door on pay inequality. People Matter February What to avoid when managing holiday for employees Holiday management for employees can seem simple at first. Statutory holiday cannot be carried over and can only be paid in lieu on termination. However, it would be best practice to encourage employees to use their holiday. Calculating holiday pay can be where some employers get stumped, especially for employees working variable hours.

We wanted to highlight a couple of cases that show just how complex holiday management and pay can get, as well as the financial risks of getting it wrong. The case of Brazel v The Harper Trust shows how complicated it has become. Music teacher Mrs Brazel worked variable hours and was paid for the hours worked. The Trust paid her in line with Acas They argued it was fair to pro rata the holiday pay for term time workers but the Courts disagreed.

The ruling was that a permanent part-year worker must be paid the full 5. Since then, employers have to average out over 52 weeks. This case is awaiting judgement from the Supreme Court. Another factor influencing holiday calculations is employment status, as seen in recent cases concerning Smith v Pimlico Plumbers. In this example, the employer fell at the first hurdle by incorrectly classifying Mr Smith as self-employed when his working relationship meant that he was a worker with rights.

This fuelled a further claim from Mr Smith that he had missed out on his holiday entitlement during his contract. The Supreme Court ruled earlier this year that he be paid the back-dated holiday pay. Why the exception? His right was not lost at the end of each year but carried over, meaning his holiday accrued.

The Court found that the usual three-month cap did not apply. This case shows how a claim for historical back-dated holiday pay can carry a hefty financial risk for employers. Holiday calculations and management need not be so troublesome. Professional HR advice will keep your processes in line with employment legislation, whilst HR software like The HR Dept Toolkit can help with important record-keeping.

Will the four-day work week, work? Just when work appears to be returning to some sort of pre-pandemic normalcy, UK trials of a four-day work week have hit the headlines. Understandably, it may not be the news you wanted to hear. The UK is not the first country to test these waters, with New Zealand, Iceland, and Spain all previously taking part. Belgium has gone one step further and become the first European country to allow requests from employees for a four-day week. Can the four-day work week work for your business?

We should not assume that a four-day work week automatically equals a three-day weekend. It is likely that some businesses would need to introduce a rota so that operational hours remain the same. Logistically, there are a few options as to how it might work. It could mean that employees work fewer days with reduced pay, work four days with the same pay, or work longer hours over fewer days.

Good time management would be the key for output to remain the same. Alternatively, there are other approaches to flexible working you may be able to implement. The pandemic has highlighted the importance and benefits of flexible working, so adopting more flexibility can be a positive move to future-proof your business. Gender bias comes in many forms, but common examples include women experiencing barriers to work or promotion due to pregnancy, maternity and childcare.

In fact, some managers will actively avoid hiring women of a certain age to avoid dealing with maternity leave. Not only is this illegal and discriminatory, potentially leading to much bigger problems, but it reduces the talent pool by half. A business that encourages women to apply can benefit from new ideas and perspectives as well as a diverse culture. From improving recruitment to be more gender-neutral to implementing inclusive behaviours in your business, there are many ways in which SMEs can help to break the bias.

From morning meetings to lunchtime Zooms, PM pow-wows and end-of-day reviews, some days it can feel like you have barely made a dent in your to-do list. Wait, is that another meeting request in your inbox? If your days are filling up with meetings, your team may also be adopting similar habits, especially if they are the ones demanding your time to provide updates on projects or seek sign-off.

Ever had the feeling that a meeting could have been an email? Are they still fulfilling the same need six months on? Reviews of reoccurring meetings are recommended to make sure that time, and subsequently money, is put to best use. To save time so that meaningful work can get done, why not trial a week or two with reduced meetings? Encourage other forms of communication in the meantime, such as emails or shared planners for project updates.

When your next meeting does come around, kick off with a brief reason as to why it was scheduled and share an aim for the outcome. This will help make the meetings that you do have be meaningful and productive. Will you be asked for a pay rise this year? As such, employees concerned about this news may be prompted to ask for a pay rise.

If your pay reviews happen annually, this might come as a surprise and something that you had not prepared for, especially if you feel that your salaries are fair and reflect work undertaken. It is, however, a good idea to have a plan of action as to how you will deal with such requests, to avoid being caught off guard.

Give yourself time to formulate a response by acknowledging and considering the request. During the pause, a job evaluation can help you to clarify if your pay scales are appropriate and fair in the current market. If your evaluation shows that a raise would be appropriate but your financial situation means it is not currently possible, be open and honest with the employee and explain your business goals, e.

Whilst it may be a difficult conversation, transparency helps to build trust in the long run and can be a motivator for the team to see the business succeed. Dog in the office From dog in the playground to dog in the office, four legged furry friends are causing a stir as employees head back to the workplace.

The pandemic pup craze, which saw more than three million people welcome a new dog to the family whilst saying at home, has left some employees seeking doggy day care or flexible working to continue caring for their beloved pet post lockdown. New Year, new legislation? Coronavirus may still dominate the headlines and continues to be a major focus for business owners, but we wanted to highlight some other important HR topics to stay abreast of in The new bank holiday is not an automatic day off for everyone though and the wording in your employment contracts will be the decider.

Some employers may like to acknowledge it as a goodwill gesture if it can work for the business. Start thinking about staffing now and prepare for an influx of leave requests from those hoping for a longer break. The change due to come into effect places a duty on employers to proactively prevent sexual harassment in the workplace. A statutory code of practice is expected to be launched as a guide.

Whilst it has not yet been confirmed that this change will come into effect this year, business owners can prepare by encouraging a culture of respect and inclusivity in the workplace. Vaccinations Back to COVID to share a reminder that mandatory vaccinations have been announced as a condition of deployment from April for care home and health and social care workers, as well as NHS workers, in England.

Right to work checks Digital right to work checks were temporarily introduced during the pandemic to ease delays to employment during lockdown. An existing online service will be available for right to work checks on overseas applicants. The Employment Bill The Employment Bill was announced in but has been largely overshadowed by the pandemic.

Important changes that may occur in as a result of the bill include: The right to request flexible working from day one. A right for workers to request more predictable hours after 26 weeks of continued service. A code of practice on fair and transparent distribution of gratuities will see hospitality workers gain the right to receive their tips in full.

Extended redundancy protections for pregnant workers and those on maternity leave. Whilst the above is not an exhaustive list, it should help you to remain aware of the key HR topics that may affect your business and people management this year. If you have questions, do call us. Brain fog and how to manage it Brain fog has been listed as a potential side effect from long COVID, but what exactly is it and why is awareness important for employers?

It does, however, do a good job of explaining the condition, being that the brain can become muddled, and unclear. According to the NHS, symptoms associated with brain fog caused by long COVID can include poor concentration, forgetfulness, mental fatigue, thinking more slowly than usual, confusion and fuzzy thoughts.

Employees returning to work after having COVID could be dealing with brain fog, which can impact their ability to concentrate and remain focused. This can result in seemingly poor performance or changes in behaviour, which without a careful approach, could trigger a performance review and lead to a potentially unfair dismissal.

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Free bets expire in 90 days. Play Safe. Min deposit requirement. Free Bets are paid as Bet Credits and are available for use upon settlement of bets to value of qualifying deposit. Min odds, bet and payment method exclusions apply. Returns exclude Bet Credits stake. First bet must be on Sports. Bonuses have a 7-day expiry. Payment restrictions apply. D and address may be required. First bet only. Free bets expire in 7 days. Payment method restrictions. Online UK customers only. The odds that a sportsbook offers you is directly related to the implied probability of that outcome happening.

If you find a bet where the implied probability of an outcome is lower than the true probability, then that is usually considered a good bet to make. With this being said, lets look at an example from an NFL game. True Odds vs. Implied Odds When you decide to bet on sports, it is important to have a grasp on a few things. These are listed below: What are implied odds?

What are true odds? Implied odds and true odds are important in determining if you are making a bet that has good value. You can use our odds calculator above to calculate the implied odds of a given bet as long as you know the odds of the bet. Implied odds are the conversion of a sportsbooks offered odds into an implied win probability. A spread bet in football is normally offered at on both sides of the bet. This gives both outcomes a win probability of The implied probability of this spread bet winning would be Let's use the above bet of for both outcomes on a NFL spread bet.

We know that both outcomes have an implied probability of If that same outcome has a true probability of This seems easy, but how do you find true odds?