Summer HR Policies

When the May Bank Holiday is over it feels as though Summer is just around the corner.

It’s a time of year that many of us look forward to; planning holidays, a change in wardrobe and the therapeutic feeling of sunshine on our skin.

However, for a business owner, these summertime joys can feel more like a nightmare; juggling tasks whilst members of staff are off, a little bit too much flesh being displayed and soaring temperatures making working conditions uncomfortable.

Whilst it’s not possible for these stresses to disappear, it is possible to assuage them by having clear policies set out in the employee handbook.

Summer HR Policies

Summer HR Policies

Annual Leave, Dress Code, Severe Weather

Annual Leave Policy

Your Annual Leave Policy needs to deal with a number of key areas, including:

  1. Statutory rights to employee leave – what is their entitlement?
  2. Holiday notice periods – what is the minimum period to give?
  3. How is that notice given? – written, verbally or through online applications
  4. How the business plans for annual leave
  5. Effective tracking and approval of annual leave
  6. Maximum amount of leave that can be taken at one time
  7. Fixed periods where the employer can stipulate when leave is taken
  8. The right of the employer to refuse annual leave
  9. How leave can be accrued and how much of the entitlement can be accrued
  10. What happens when sickness coincides with annual leave
  11. Parental leave entitlement and annual leave
  12. Unused annual leave when employment is severed
  13. How annual leave and bank holidays are pro-rated for part time staff

Dress Code Policy

The dress code might depend on your industry. The official dress code may need to be relaxed during hot weather, in which case your employees need to be completely clear about what is and isn’t acceptable. For example T-shirts and flip flops may not be acceptable, but polo shirts and deck shoes are acceptable. These guidelines need to be clear and understood.

Other considerations for your Dress Code policy are:

  1. Do ensure that it applies to both men and women, although they may have differing requirements
  2. That there is no unlawful discrimination of any kind
  3. That your workers are properly protected in their environment
  4. Suitable allowances are made for people with disabilities
  5. Allowances are made for certain occasions

More information on Dress Code Policy.

Severe (hot) Weather Policy

Your severe weather policy will apply to both extremes; hot and cold. The following applies to severe hot weather (should we experience it!):

1. Whilst there is a guideline for minimum temperature of 16˚C or 13˚C if the work is physical, when it come to maximum temperature, The Workplace (Health, Safety and Welfare) Regulations 1992 states that:

‘During working hours, the temperature in all workplaces inside buildings shall be reasonable.’

2. Well what is reasonable? Especially as people are affected differently by temperature. At what point should you conduct an assessment of the situation?

The Health & Safety Executive suggest that:

  • For air conditioned offices – if more than 10% of employees are complaining about the temperature.
  • For naturally ventilated offices – if more than 15% of employees are complaining about the temperature.
  • For retail businesses, warehouses, factories and all other indoor environments that may not have air conditioning– if more than 20% of employees are complaining about the temperature.
  • In short, you should take adequate steps to achieve a reasonably comfortable temperature. This could be as simple as making sure there are enough fans to go around the office.
  • Purchase your fans before the hot weather comes! When you need them they’ll be either out of stock or too large (or too small) for the job.

3. Encourage your employees to drink plenty of water. Do you have a water machine? Perhaps it would be a good time to invest in one before the hot weather arrives. Keeping hydrated will help to keep productivity levels up.

4. The beautiful sunny weather can be the cause of increased absenteeism. For some the temptation is to turn the weekend into a sunny long weekend. How do you tackle this problem?

If you do not have a company handbook or feel that your handbook should be reviewed and updated, please contact us on 01737 336 336 or email charlie@lloydhrconsultancy.co.uk.

Dress code policy

How your employees dress and look in the workplace, can be a difficult issue to manage. There is a myriad of reasons as to why you may decide that you need a dress code policy

In many situations, it is decided for you, as there are standards imposed through regulatory bodies, such as the Health & Safety Executive, Food Standards Agency or the Health Service. For some employers it may be to promote a brand image and ensure that staff are easily recognized by their customers. In all cases you need to be cognisant of a number of considerations when implementing a Dress Code policy in the workplace.

Some key considerations with Dress Code policies are

• Do ensure that it applies to both men and women, although they may have differing requirements
• That there is no unlawful discrimination of any kind
• That your workers are properly protected in their environment
• Suitable allowances are made for people with disabilities
• Allowances are made for certain occasions

LOVE them HATE them (tattoos and piercings)

One area that always divides is that of tattoos and body piercings, which have become increasingly more popular over the past years. Again it is vitally important that you set out clearly what you deem acceptable and not acceptable in this area.

Protecting a brand image when dealing with clients is vitally important, here you may ask your employees to cover up tattoos or remove visible body piercings at work, in other circumstances it is from a Health & Safety perspective to protect your employees or those that they may interface with.

Additionally, we live and work in a multinational, multicultural society in the UK and consideration must be given to those with different ethnic and religious beliefs. This is an area where you need to tread very carefully, as you can open yourself to conflict and discrimination if you get the policy wrong.

If this is an area of your HR activity that requires either implementing, or stream lining, then do contact Charlie Lloyd who has a wealth of experience in this aspect.

You can reach Charlie via email  or call 01737 336336.