An interesting and thought-provoking question – is it time to move away from our way of thinking looking for a cultural “fit” and adapt a cultural “contribution” as a different approach for future recruitment and promotion within our organisations?
Released just now (26 August) from the government is a further extension to this adjustment till 5 April 2022.
In our June 2021 newsletter we advised of the extended period for the COVID-19 temporary adjusted right to work checks. On the 31 August 2021, this will come to an end.
Many businesses introduced the carry forward from the 2020 entitlement which are to have been used either in 2021 or split between 2021 and 2022.
From today 16 August 2021, the rules regarding the requirement to self-isolate change, which will be welcomed by employers following a huge increase in employees who were “pinged” by the NHS app in recent weeks, causing further disruption to businesses.
So, is the next challenge going to be how to retain and attract talent to businesses or are we facing in the next 12 months what is named as the “great resignation” and; are the employees the ones in the driving seat?
As employers are now and have started to return their workforce back to the workplace this has now raised many complex areas for both the employer and employees.
As we come to the end of the week before Freedom day on 19 July, we have some guidance (source gov.uk) that you may wish to share with your staff about staying safe and help prevent the spread of COVID-19.
Following last night’s Government announcement that the final stage of the roadmap out of COVID comes into effect on 19 July 2021 has been received with mixed responses.
With the extension of the CJRS to the end of September came the news that from 1st May 2021 more employees could potentially be eligible for the scheme.