‘Unmeasured work’ is something that was under discussion in May when the CIPP and members met with the Low Pay Commission to discuss the issues that exist around the minimum wage. This is potentially a really big issue as many contracts do not include the obligation to track hours, particularly for salaried employees. How would an employer prove that they have complied with minimum wage regulation over a year in this type of situation? We look forward with interest to the publication of the LPC’s annual review, which this year looked at more than just the levels of the National Minimum and Living Wage rates. Also included is both the potential impact of a premium/higher minimum wage for those hours that are not 'guaranteed', as well as alternative means for tackling the issue of ‘one sided flexibility’, where some workers experience uncertain and unpredictable work schedules. Evidence will also be incorporated from the visits to individual organisations around the country and the various roundtable meetings such as the aforementioned with the CIPP. ‘Unmeasured work’ needs to be fully addressed and comprehensive guidance provided for employers. We recently heard about a case in Ireland where a business executive was awarded €7,500 after she argued she was required to deal with out-of-hours work emails, some of which were after midnight. This led to the individual working in excess of the maximum 48 hours a week set out in Ireland’s Organisation of Working Time Act 1997. There may already be cases going through the UK courts, and if not, it will only be a matter of time. Employers may want to look at their policies/procedures/contracts of employment to see where they can mitigate the risk of claims from employees who regularly work extra hours using their mobile devices before and after their typical working day.
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Only 13% of UK workers ‘love what they do’ 3 September 2018
According to research by ADP UK, workers in the UK are more motivated by cash than their European counter-parts with 62% claiming payment is their biggest motivator for coming to work.
New research from ADP reveals that more than half (62%) of UK employees say payment is the primary reason they come to work. This compares to an average of 49% across other European countries. The study, which surveyed over 2,000 workers across France, Germany, Italy, Netherlands and the UK, also shows that non-financial drivers lead to higher engagement levels and greater satisfaction on pay day. UK employees were also the least likely to claim they come to work because they love what they do, with only 13% of UK workers saying this is the case, compared to 26% in the Netherlands. Worryingly, UK workers are also the most likely to feel like quitting, with 19% thinking this every week or more, and 9% going as far to think about it most days. This is drastically higher than all other countries, averaging 11% and 6% respectively. The findings also showed that European-wide, those who work to pay for the things they want or need are more likely to say they feel frustrated or disappointed when they get paid (16% and 27%), compared to those who love what they do and love the company they work for (12% and 9%). Employees who work for love and enjoyment are also more likely to be engaged with the mission and values of their employer. “Every employee is motivated by a multitude of different factors however our research shows how the split between financial and non-financial motivations can have important implications for employee engagement and satisfaction,” commented. Engagement is proven to be an important factor in both employee productivity and overall organisational success, and these findings show concerns in the UK regarding worker engagement, with many not feeling motivated by their roles”. “UK leaders should think carefully about how they can engage their employees, creating dialogues with employees and processes whereby workers can develop their passions and do what they love. Our research shows that workers who feel less motivated by their roles and more motivated by money are less likely to feel involved in their company’s mission and values, meaning less engagement and lower retention. Employers have an important role to play in reversing this trend, creating policies that build a committed workforce and lead to high-performing companies.” Jeff Phipps, Managing Director at ADP UK said:
The Chartered Institute of Payroll Professionals
Payroll: need to know
cipp.org.uk
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