It isn’t just the responsibility of the employer, there are many actions employees can take to reduce work-related stress, including: • Reaching out - simply sharing the stress by talking about it to someone • Support your health with exercise and nutrition – simple steps to increase energy and lift mood • Quality sleep – don’t skimp on sleep as the better rested you are, the better equipped you’ll be to tackle your job responsibilities and cope with workplace stress. The CIPP ran a quick poll at the beginning of the year asking what priority level your business, or the business you work for, gives to supporting work-related stress. Of the 453 responses we received there was a pretty even split over the answers given. 22% stated that their business gives no priority to supporting work-related stress and 25% said it gives low priority. With this accounting for almost half of respondents, employees certainly need to be taking action themselves. However, on a more positive note the highest number of respondents (27%) said that their business gives medium priority to supporting work-related stress and following close behind, 26% of businesses give high priority. It is encouraging to see that there are many businesses out there appreciating the benefit of supporting work-related stress but given the aforementioned number of lost working days, there is certainly more for us all to do.
Please do bear in mind that our polls are just a snapshot in time, a one question poll which does limit the responses and does not cater for follow up. However, results can help provide an indication of a trend in a certain area, or where there is further work to do around raising awareness on a particular issue, and also qualifying where further research may be required.
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Gender pay gap reporting – payment in arrears 12 February 2019
The CIPP Advisory service has recently been receiving questions from members regarding payments in arrears for gender pay gap reporting purposes.
There appears to be some confusion around whether to use dates that the employee is paid for or dates when the employee is actually paid.
For clarification, here are some Q & A examples from our Advisory team:
Question We have started using the gender pay gap report supplied to us by our payroll software provider and the payroll run they are using as the ‘relevant pay period’ is different to what we had previously believed we needed to use. For example, we pay some of our employees every month on 19 th , but we pay them a month in arrears (actually on a 4 week/4 week/5 week basis). On 19 th April 2017 they were paid for the period 27 th February to 2 nd April, and we were advised we needed to use this payment to calculate our gender pay data. However the report from our software provider is using the payment made on 19 th May because it is for the period 3 rd April to 30 th April, which includes 5 th April, our snapshot date. Answer The snap shot date refers to the ‘pay period’ in which the employee is paid. This means that any payment made or received after the snapshot date is the data that should be used – not when the monies are earned. In your situation, the payroll of the 19 th April is what should be used. Question I understand our snapshot date is 5 th April but I’m receiving conflicting advice over which pay period to use i.e. tax period/month or employer’s pay period. Our Pay Day is 27 th March, with payment covering 1 st to 31 st March, however, the tax period/month obviously ends on 5 th of April. If I use the employer’s pay period this will obviously use the first
The Chartered Institute of Payroll Professionals
Payroll: need to know
cipp.org.uk
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