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Has Britain's potential EU exit prompted you to consider how you remain compliant with legislation around employee working hours?

“Few areas of UK law can boast a level of European influence as substantial as employment law. Legislation emanating from the European Union has arguably become the leading source of UK employee protection legislation over the last fifteen to twenty years.”

An extract taken from the article: “Brexit – employment law and HR implications” which is very evident today and a hot topic in current affairs. Our membership to the European Union means that we are to abide by a number of rules and regulations when it comes to the way we conduct business.

As it stands the UK population are currently torn as to whether they believe our EU membership is still important, or whether we would be better off with greater freedom from the restrictions it imposes. However what is clear is that if we do leave, it does then provide the platform for the government to make significant change with reference to employment legislation.

The article goes into great depth analysing what would be likely to happen if we were to leave the EU. In fairness the common theme is that even if we were to leave and the restrictions were lifted, the prediction is that there wouldn’t be any drastic changes, which wouldn’t surprise me with any political party that would impose these changes, will have to then manage any public response caused.

This is highlighted particularly when the article states: “Much of the employment protection which flows from Europe reflects accepted standards of good employee relations practices. In this respect, they can almost be considered fundamental rights rather than administrative rules which employers have to comply with. The right for employers not to discriminate against staff on the grounds of a protected characteristic (e.g. race, gender and age) is an obvious example of this.”

So how does this apply to us here at Thinking Software?

For those of you not familiar with us here at Thinking Software, we have developed and support our Enterprise Time & Attendance solution, Rota Horizon. It provides you with the perfect Workforce Management tool to accurately record and monitor employee attendance.

Britains relationship with the EU will effect us all in one way or another. Should we leave there will be changes in legislation, if we stay then we may do so on the basis that we can negotiate a ‘better deal’ for ourselves giving us greater freedom from some of the regulations currently imposed.

With reference to us here at Thinking Software, we see it as the ideal catalyst to review your current method of managing your staff members. Rota Horizon is the perfect tool to assist you in ensuring employees work their contractual obligations and ensuring that organisations remain compliant with any government legislation.

Below highlights a number of relevant topics that have strict legislation in place that companies must abide by, more information can be found by clicking here.

For example Rota Horizon can ensure that you abide by all rules for overtime. You may have employees that want to opt into the working time directive so it will ensure that when rostering staff in the department rota, their hours don’t exceed an average of 48 in a week.

The system can also automatically work out when people need to move to different pay rates based on the hours they have worked. This information can then be communicated with any form of payroll software (this is a seamless integration with Sage & Pegasus)

With reference to ‘Night Working Hours’ legislation dictates among other things that: “Night workers must not work more than an average of 8 hours in a 24-hour period” and “Staff aged 16 or 17 can’t work between midnight and 4am.” These are exactly the sort of thing sthat Rota Horizon will ensure that you enforce as these will be specified as contract rules against the relevant employees.

“Flexible working is a way of working that suits an employee’s needs, eg having flexible start and finish times, or working from home. All employees have the legal right to request flexible working – not just parents and carers.”

You may have seen a number of articles that have been produced around flexible working. We are regularly asked to assist with this as we can ensure that all regulations are followed and with our Flexi-Time module, these hours can easily be recorded and communicated for Payroll.

So if you believe that your organisation could benefit from a Time & Attendance solution then please do call us on 0800 854 471 or contact us below. Please also feel free to request a software web demonstration by clicking here and providing the details requested.

To read the article discussed please Click Here.

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