“Work, love, and play are the great balance wheels of man’s being.” Orison Swett Marden (1848–1924) (http://bit.ly/2v8bZBM)
Editor’s comment
I was pleased to attend a national minimum wage roundtable held by the CIPP in March at the London offices of Portfolio Payroll. You’ll find a report in the online version. There is clearly much misunderstanding and
been paid. There is, for example, the notorious Mencap case (see pages 22/23), which will be finally decided by the Supreme Court. There is also the question – as yet, not probed – of whether the answering of out of hours work-related calls, texts or emails counts as working time. Surely, if the employer ‘permits’ this to happen, it must be work? Would banning such out of hours activity be important too for observing a work-life balance?
concern about various aspects of the NMW legislation. Indeed, some might think that complying with NMW rules has become the biggest challenge currently facing payroll – perhaps it always was, though other compliance issues held our attention. A conundrum for employers and payroll professionals is what counts as ‘working’ for purpose of calculating whether the NMW has
Mike Nicholas MCIPP AMBCS (editor@cipp.org.uk) Editor
This month’s edition looks at different points of view to achieving a work-life balance and approaching health and well-being as a key facet to your ability to produce great work. Too many long hours or long commutes will eventually have a detrimental impact on your effectiveness, and so must Chair’s message
greater flexibility. This must still be managed though, so that employees feel connected and supported and not out of sight and out of mind as a result of not being in the office. Too much time alone and not connected can also have a detrimental effect. For remote workers or those who are less frequently working from a staff base, it is important to create connections through working groups and collective responsibilities, so that communication channels and information flows freely, and those water-cooler moments of catching up can happen virtually. In whatever way you may be considering flexible working, I urge you to consider it, as in my experience it does create opportunities for both the employer and the employee to take advantage of ways of working that can improve productivity and definitely supports a greater work-life balance. I hope you enjoy this issue.
be balanced with time out. Being able to spend time with family and friends, when you are truly present, contributing and not just ‘passing through’ or in pause mode because you are exhausted from work, is essential to a rounded work-life balance. Employers must consider why they need to have someone at a desk 9a.m. to 5p.m. If it is about customer service and availability, what challenges have been considered for working differently? Having held several global positions in my career, I could not have led teams by physically being in each location, so relied on technology to keep connected. Collaborative tools, video conferencing and improvements in broadband make this so much easier. It is empowering to allow staff to make choices and creates stronger engagement when recognising virtual working is a benefit to employee and employer if it reduces the commute or allows
Jason Davenport MCIPP MIoD (jason.davenport3@cipp.org.uk) Chair, CIPP
In March, I was honoured to attend the inaugural meals for Chartered Members. I met successful payroll, pension and reward professionals who are very supportive of the CIPP and its ideals of promoting education, training (and of course CEO’s message
In addition, many of the Chartered Members hadn’t personally met before so it was a tremendous networking opportunity. Also fascinating were the personal stories of how each one, in different ways, embarked on their individual membership journey, by taking full, individual responsibility for their personal journey and career in their respective profession. We hope to promote some of these career journeys in magazines to follow. So, wherever you are on the membership journey here is an aspiration for you to pursue. Chartered dinners will be held three times a year (in two locations at a time to ensure all Chartered Members get to attend) and you could be part of this group yourself one day. To find out more about Chartered membership and to see if you would qualify to upgrade please contact our membership team www.membership@cipp.org.uk.
individual membership). It was reassuring that the Chartered Members who attended wanted to play an active part in supporting the CIPP through thought leadership as well as being a voice on the direction and ideas put forward by the CIPP and particularly HMRC. It was encouraging that they want to volunteer and play a supportive role at meetings and events throughout the UK promoting the CIPP message to payroll, pensions and reward professionals as well as contributing thought leadership within their respective professions. It was inciteful to hear about their education experiences and to understand the importance of investing in formal training not only to achieve their goals but also to stand out. If you feel inspired and would like to find out more about the industry benchmark qualification – the Foundation Degree in Payroll Management – visit the CIPP website.
Ken Pullar FCIPP (ken.pullar@cipp.org.uk) Chief executive officer, CIPP
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| Professional in Payroll, Pensions and Reward |
Issue 50 | May 2019
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