Britain’s membership in the EU is very high on the agenda in current affairs and has the potential to significantly change current legislation with reference to Employee rights. This was directly highlighted in the article I came across “Why Brexit would be a disaster for your employment rights.”
It states the following points when considering a future outside the EU:
No statutory right to paid holiday
No legal limit on the number of hours employees can be required to work
No right to a daily rest period
No laws to prevent employers discriminating against workers who are disabled or who have particular religious beliefs
No right for employees to take time off work to look after a sick child.
Now the article clearly takes a very one side stance, taking the view that those looking to leave the EU have one motive for doing so; “to take employment rights away from workers.” This doesn’t paint a very positive picture for doing so looking from the employee’s perspective, however for the employer there are some clear benefits to having greater control.
In terms of business legislation this will potentially mark the beginning of some very significant changes, empowering the British government to enforce their own rules without the restrictions the EU currently enforces on them. However a conservative government that looks to enforce rapid, radical changes definitely runs the risk of not being re-elected, so employees need not have totally sleepless nights.
So how does this apply to us here at Thinking Software?
Whatever the outcome with reference to Britain’s membership to the EU, the news puts the management of employees and their entitlements to the forefront of everyone’s minds. Whether this is being conscious of any future change and planning its management or looking for ways to manage these more effectively under the current legislation.
This is where our Workforce Management and Time & Attendance solution Rota Horizon, can be the perfect tool to assist you in ensuring the majority of these aspects with optimum efficiency. Just referring to the bullet points covered above, Rota Horizon has the functionality to assist any organisation to cover these aspects.
Record holidays, sickness and other absence
So with reference to the first point; “No statutory right to paid holiday,” Rota Horizon covers holiday as a whole extensively. As well as collecting and using attendance data you can also record when your employees aren’t at work, and do the following:
Manage holiday entitlement and plan annual leave
Monitor sick days and calculate Bradford Factor scores
Record other absence reasons that you can define in the system
The second point refers to the Working Time Directive by which employees can opt in to advise they don’t want to exceed 48 hours in a working week. This can be applied to an individual’s contract rules ensuring they are not rostered to exceed this number of hours. You can also produce reports to understand exactly what hours an employee has worked against their contracted hours to ensure that an organisation remains compliant.
From a Time & Attendance perspective Rota horizon can do considerably more as well:
Calculate employee work and overtime hours
Manage your company flexi-time scheme
Monitor lateness, absence and break times
Record lieu hours
Within an employee’s contract rules you can also specify enforced breaks of any duration, to the point that you can even specify a minimum break in-between two separate shifts if that is appropriate to your organisation.
So if you believe that your organisation could benefit from a Time & Attendance solution then please do call us on 0800 854 471. At this stage we appreciate that this may well be very much an exploratory conversation to learn more about the software which we very much welcome. Please also feel free to request a software web demonstration by clicking here and providing the details requested.
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