This Event is being held in response to an increased demand from local businesses for more information and practical support to help improve the health and well-being of their workforce. There will be an opportunity to hear from top speakers and take part in a series of well-being themed workshops.
Kay’s comment: The Event is open to members and non-members of the CIPD, it is being run as a half-day event at the Shrewsbury Town Football Club and Tickets are available via Eventbrite.
There is a brand new website with FREE online information, resources and toolkits curated by the charity Mind and supported by the Royal Foundation. It draws together the latest good practice and guidance to support mental health and well-being at work
Kay’s comment: You can subscribe to a Mental Health at Work newsletter which features updates and new content and find out about Mind’s Workplace Well-being Index, which involves gaining public recognition of your commitment to workplace well-being and the sharing of best practice. Plus, CIPD and Mind have issued a FREE People Managers’ Guide to Mental Health, including a useful wellness action plan.
The childcare voucher scheme is about to close to new applicants, but most parents will be eligible for Tax-Free Childcare instead. Employees can keep receiving vouchers if: they joined a scheme before October 2018; the employer keeps running the scheme; the employee stays with the same employer; and they do not take an unpaid career break of longer than a year.
Kay’s comment: Employees must tell their employer within 90 days if they are receiving Tax-Free Childcare. Parents can continue to use any vouchers they already have, including joint payments for childcare with Tax-Free Childcare, as there is no deadline for using the vouchers. However, once an employer has been notified that a parent is receiving Tax-Free Childcare, no new vouchers will be issued and employees will not be able to re-join the voucher scheme.
The House of Commons Business, Energy and Industrial Strategy select committee has recommended that gender pay gap reporting should be extended to companies with 50 or more employees. Its report also recommended that narrative reporting and action plans are made mandatory.
Kay’s comment: All companies should be taking gender pay inequalities seriously, irrespective of legislation, to ensure they are driving positive change on diversity and inclusion in their workplaces. Companies should ensure their policies and messaging around gender are clearly communicated and they should regularly speak with staff to discuss ideas and solutions.
New HR Article: Technology, Long Hours and Well-being at Work
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