The response of the HR community to the coronavirus (COVID-19) pandemic has been to put people first, while also supporting business continuity during exceptional circumstances. It is unsurprising then, that wellbeing tops the priority poll for the profession for the coming year, coupled with employee engagement.
As the Government's coronavirus (COVID-19) restrictions tighten once again, we asked HR practitioners how their businesses are planning for the ongoing reality of coping with the pandemic.
Our latest survey on sickness absence shows a slight upward turn in absence rates, but with the onset of the coronavirus (COVID-19) pandemic, it may be that 2020 will be something of an anomaly when it comes to sickness absence metrics.
With the first frantic days of lockdown behind us, XpertHR asked HR practitioners about the challenges facing them and their organisations as the coronavirus (COVID-19) pandemic continues.
Sickness absence interventions are most commonly triggered by employees being absent on three or four different occasions in a rolling 12-month period or by an absence for a total of 10 cumulative days.
Line managers are typically responsible for a range of people management issues. We look at the training they are offered to develop their skills in this area.
XpertHR's research into occupational sick pay looks at the benefits on offer, including any service requirements, and the circumstances in which sick pay may be withheld.
XpertHR explores the different approaches taken by employers to dress and appearance in the workplace and the challenges involved in ensuring that rules are followed