HR180 Ltd’s Post

Show me the money!!! Well, actually don't! Prior to the pandemic, salary increases were one of the main reasons why a candidate left their job. Now, we are having more conversations with candidates who are happy to take a pay cut if it means working from home, saving on travel costs, and spending more time with their loved ones. Yes, the cost of living has gone up and salaries should do also however we admire those who stick to their principles and want a work-life balance that works for them. Do you have the right work-life balance? Let us know your thoughts in the comments below #workingfromhome #money #worklifebalance #costofliving #salary #salaries #paycut #wfh #remoteworking

Don't wait for payday! Get the cash you've earned with Workpay's EWA (Earned Wage Access). 🤔 Turn any day into payday and ditch the financial stress. Access up to 30% of your earned salary instantly, so you can manage unexpected bills or treat yourself. 😁 Lead your finances, not the other way around. Learn more about Workpay's EWA today! https://lnkd.in/dBw4wykm #financialmondays #earnedwageaccess #mondays #newweek

Did you know Employee benefits can add up to thousands of euros in salary per year? When, in the light of inflation figures, the purchasing power of consumers' net salary can be estimated to be cut by around €2,200 this year for an average-income wage earner, the importance of employee benefits is emphasized even more. According to some calculations the monetary value an employee receives from employee benefits can be almost €3,000 per year on average. Few, however, count the benefits they receive as part of their salary, even though in fact the benefits significantly increase overall earnings, and thus the purchasing power of Finns. Employee benefits, i.e. fringe benefits, are also often taken for granted, the existence of which is only noticed when you are unemployed or retire. Providing employee benefits is a more advantageous way for the employer to encourage and reward employees than a salary increase of the same amount. You as an Employer don't have to pay extra for employee benefits. For the employee, the benefits are either taxable or tax-free income, depending on the benefit. As the most popular perks and fringe benefits in Finland may be lunch, sports, extended occupational healthcare, mobile phone, there is also possible intangible benefits, such as remote work, flexible working hours and training, are not included in the average spend of 3 000 € per employee. So next time you budget your benefits and salary increases or other way around, have a look at the full picture when thinking about the total reward and benefit package. If you need help and support, just drop me a line :). #employeebenefits #perksandbenefits #hrconsulting #söderbergpartners

Have you heard of 'emotional wage'? It is the non-monetary factors that contribute to job satisfaction, such as work culture, relationships with colleagues, and opportunities for growth. As the cost-of-living crisis continues, these 'emotional wages' are becoming increasingly important to workers, who are prioritising things like work-life balance and feeling valued over higher salaries. Find out more in this article: https://bit.ly/3VI5n8U #EmotionalWage #EmployeeHappiness #WorkLifeBalance

Globally, wage growth has slowed from 2022 to 2024 with a few markets being an exception to this. In the US, 60% of workers feel their income has not kept up with the cost of living and this is also reflected across other European counties. Many employers are finding it challenging to balance offering competitive wages with budget constraints. To retain valuable talent, employers need to get creative with benefits that complement limited salary budgets, such as flexible work arrangements, financial planning assistance, generous leave combined with opportunities for professional development. #EmployeeBenefits #RetentionStrategies #FlexibleWork #FinancialWellness #PaidTimeOff #ProfessionalDevelopment #EmployerChallenges #TalentManagement #WorkLifeBalance https://lnkd.in/dHHT7XfS

The #LabourParty has published its plan to #MakeWorkPay where they claim they will "#boost wages, make work more #secure and support #workingpeople to thrive by delivering a genuine living wage, banning exploitative zero hour contracts, and ending fire and rehire" I have read it. I am not sure I have any more #clarification on what the above actually means or how they intend to achieve it once I had finished. 🤷♀️ Particularly relevant to a large portion of #Workers (#Temporary workers on or around #NMW) and the companies which provide them work either through an #agency or directly, I am very interested to know how those of you who use temporary labour in fluctuating markets (such as #production / #freshproduce #farming etc...) feel about the "#plan"? I am ALL for #parentalrights, ensuring people are able to work as #flexibly as a business can allow. I am #HUGE on work life #balance! Of not having to #choose between your children & working. Gender pay gap, #Menopause in the workplace, time off for #Carers - the list goes on... All sounds grand as an Employee... 🤸♀️ There is a whole lot of #emphasis on paying more but working much much less. Now, of course! Who wouldn't want to earn more and work less?! 🙋♀️ What is the #plan to fund these higher wages whilst allowing as much #flexibleworking as possible? I can't find anything on that.... What is the #plan for businesses to be able to cover all the extra costs, #legislation, HR changes etc... how are they to #accommodate? I can't find anything on that either... Could the #plan risk sending even more businesses into ruin from wage bills alone, shooting #unemployment back through the roof again? (not that it is that far from the roof right now)? 💣 What are your opinions on the #plan as either an #employee or an #employer / #businessowner? 👨🌾 👨🏫 👩🔧 👩✈️ 👷♂️ 👩🍳 👩💻 Next onto the other horses #plan... let's see if that is any clearer... 🙄 Download the full PDF report here ↩ https://lnkd.in/eGJhaYkE. #politics #opinions #thoughts #thoughtoftheday #recruitment #employmentrights #election2024 #labourparty #conservativeparty #libdems #vote #reactions #mcpersonnel #recruiters #jobs #careers #kent #medway

🚨 Important Business Updates Effective Today, July 1, 2024! 🚨 Starting today, July 1, 2024, several critical changes come into effect that businesses need to be aware of: 🛠 National Minimum Wage Increase The National Minimum Wage will rise by 3.75%. The new rates are: • Hourly: $24.10 • Weekly: $915.90 Effective from the first full pay period starting on or after July 1, 2024. For example, if your weekly pay period starts on Wednesday, the new rates apply from July 3, 2024. 💼 Super Guarantee Rate Increase The superannuation guarantee rate increases from 11% to 11.5% starting today. ⛔ Engineered Stone Ban From July 1, 2024, there is a ban on the manufacture, supply, processing, and installation of engineered stone benchtops, panels, and slabs in Australia due to health risks. Check for specific transitional arrangements in your state or territory. 👷♂️ Casual Employment Changes (Effective August 26, 2024) Significant changes include: • New Casual Definition: An employee is only casual if there isn’t a firm advance commitment to ongoing work and they receive a casual loading or specific pay rate. • Casual to Permanent Conversion: A new pathway for eligible employees to convert to permanent employment, replacing current rules. • Casual Employment Information Statement (CEIS): Employers must provide this to all new casual employees. 🛡 Independent Contractor Changes (Effective August 26, 2024) Key changes: • New Definitions: Updated definitions of ‘employee’ and ‘employer’ in the Fair Work Act. • Unfair Contract Terms: Contractors can appeal to the Fair Work Commission regarding unfair contract terms. • Protection Frameworks: For contractors on digital labour platforms and in the road transport industry. 📵 Right to Disconnect Eligible employees can refuse employer or third-party contact outside of working hours. This change starts on: • August 26, 2024: For non-small business employers • August 26, 2025: For small business employers Stay compliant and ensure your business is ready for these changes. Share this post to spread the word! #BusinessUpdates #EmploymentLaws #MinimumWage #Superannuation #CasualEmployment #IndependentContractors #RightToDisconnect #FairWork

🎉 Happy 1st of March, Everyone!🎉 As we wrap up another productive week, I wanted to touch base on an important topic that's been on my radar lately: the upcoming increase in national minimum wage to £11.44, set to take effect in April. 💸 In my conversations with various companies this week, it's become clear that some haven't yet put a plan in place to address this impending change. Time flies, and I don't mean to scare you but we officially have one month until the 1st of April 😨 Whether you're assessing the financial impact, reviewing your payroll systems, or updating employee contracts, I'm here to lend a hand. Let's work together to navigate this change effectively and ensure your business remains compliant while supporting your valuable workforce. 🤗 If you're interested in discussing the impact of this increase and creating a customised plan for your business, don't hesitate to reach out. I'm here to help every step of the way! 😊 Wishing you all a fantastic weekend ahead whether your out and about or sitting at home having a chilled one! 🥳😴🌟 #MinimumWageIncrease #BusinessPlanning #Compliance #HR #Consulting #Support #WeekendVibes #recruitment #recruitmentagency #recruitment

Fringe Benefits are Big Deal. - Flashback to WWII: Wage freezes in place, fringe benefits surged from a mere 5% to a significant component of total compensation. This wasn’t just an economic shift; it was a transformation in how we value and reward our workforce. - Fast forward to today, and we face a new historical pivot—COVID-19. The pandemic didn’t just change our work; it redefined what we value in our careers. Flexibility isn’t a perk; it is often seen as a necessity. Now, job seekers aren’t just looking for good pay; they want to know they can work from 9 am to 5 pm or from 5 pm to 1 am. They demand the liberty to fit work into their lives, not the other way around. This isn't just a passing trend. When employers overlook the significance of flexi-time, they risk facing a talent drain. Fringe benefits have evolved to be a big deal—a make-or-break factor in attracting and retaining the best talent. Employers, take note: The companies that thrive are those that recognize the whole employee, understanding that work is a part of life, not separate from it. #FringeBenefits #FlexibilityIsTheFuture #TalentRetention #WorkLifeIntegration

Did you know that February 29th is a leap year? So, what does that mean for the world of work? A recent article from the National Post mentioned some salaried workers may have to work an extra day at the office without getting paid for it due to this extra day in the month. The article explained that some annual salaries are adjusted to include an extra day in a leap year, while others may not. Additionally, if you are part of a union, your contract may have already accounted for the extra day every four years, and your salary will cover it. Check out the article here to learn more: https://lnkd.in/gJF-gyab