MP Benefits Inc.’s Post

Right to disconnect proposed for federally regulated employees "Within Budget 2024: Fairness for Every Generation (the Budget 2024)[1], introduced on April 16, 2024, the federal government confirmed its intention to move forward with introducing a right for employees to disconnect from work outside of their working hours. Specifically, Budget 2024 proposes to provide CA$3.6 million over five years, starting in 2024-2025, and CA$0.6 million ongoing to enable the federal Labour Program at Employment and Social Development Canada (ESDC) to implement legislative amendments to the Canada Labour Code to establish such a right." https://ow.ly/nyRR50RuTmV Sometimes getting to “DONE” is as simple as coffee & conversation. How about we have a chat… #groupbenefits #employeebenefits #consulting #leadership #communication #culture #compensation #wellness #employeeengagement #cgib Humans serving Humans

The Right to Switch Off: Labour’s Proposal and Its Potential Impact on the UK Economy - Read here: https://lnkd.in/ei_i6gYc Explore the potential economic impact of Labour’s proposed right to switch off for UK workers, with insights from Belgium and Ireland. Understand how this policy could affect employee well-being, productivity, and business flexibility.

WE ARE BACK! In this series of five posts, we’ll be walking you through what we believe to be the top five most important changes the Labour government is implementing. Some changes are within 100 days of coming into office, 24th October is looming... This post discusses the banning of exploitative zero-hour contracts. 2. The Banning of Exploitative Zero-Hour Contracts. The original pledge was to remove all zero-hour contracts but Labour have since watered this down, presumably after consultation with businesses. Zero-hour contracts don't guarantee any minimum number of working hours. Employees are essentially 'on call' and may be required to work at short notice, often without knowing if they'll have any work from one week to the next. While some appreciate the flexibility these contracts can offer, for many, they result in uncertainty and financial instability. We believe zero-hour contracts are needed in the right circumstances and several of our clients have them in place. Labour intends to provide stability for employees with these contracts by requiring employers, to provide a contractual commitment to a 12-week working pattern. Compensation may also be introduced if a shift is cancelled at short notice. These measures will allow employees to enjoy a work-life balance and take on other income streams if needed. We will be updating our zero-hour contracts when the details have been published by Labour. If you need your contracts updated, get in touch and see how we can carry out these legislative changes for you. #NorthEast #Teesside #HumanResources #HR #Darlington #EmploymentLaw #Labour #GeneralElection #teesvalley #zerohourcontracts Sasha Warr BA (Hons) MCIPD Colette Farrell Rebecca Iles Assoc. CIPD

A significant proportion of Australian workers – about one-fifth – would be prepared to sacrifice between 16% and 33% of their salaries for the right to work from home, which works out to $12,000 to $24,000 of those workers’ salaries. Flexibility remains a top priority for employees. How important is flexibility for you? Read more here: https://ukg.inc/48CkWEs #flexbility #workfromhome #flexibilitywork #productivity

A new Labour Government: Seven key areas to watch for workforce reward... The election of the new Labour Government heralds potentially significant shifts for the UK workforce. Assuming the new government delivers on its manifesto commitments, within the first 100 days in office major employment legislation change is expected through the implementation of their Plan to Make Work Pay. In parallel, seven key areas to watch for workforce reward include: 1.    Fair pay focus: Anticipation of more stringent pay gap reporting and transparency requirements, expanding the demographic basis for reporting purposes. 2.    Living Wage & National Minimum Wage increases: Potential reforms will likely impact salary structures, pay equity management, and budgeting. 3.    Enhanced employment benefits: Stronger mandates on parental leave, sick pay, and mental health support will elevate the focus on wellbeing but will require careful cost consideration. 4.    Flexible working: A presumption in favour of flexible working may necessitate further changes in job design and reward structures; a journey that many organisations have already begun. 5.    Worker representation: Possible mandates for employee representation on boards will likely impact governance and decision-making processes and necessitate a more inclusive and transparent approach to strategic planning. 6.    Tax and pension reforms: Changes in taxation and pension regulations will need careful consideration to ensure total reward arrangements remain attractive and competitive while continuing to support the long-term financial wellness of your workforce. 7.    Training incentives: Support for upskilling and development initiatives will help meet the diverse career development needs and preferences across the workforce while balancing the future skills needs of your business. Navigating this new era of political, economic, and legislative change as your reward strategy continues to evolve will require agility, innovation, and strategic foresight. Contact A&M’s PRP team to explore the proactive measures you can take to enable your organisation to optimise the impact of this new Government’s agenda on your reward strategy. #WorkforceReward #TotalReward #TotalWellness #HR #CompensationAndBenefits #LabourGovernment #FairPay #EmployeeBenefits #TalentManagement #AlvarezandMarsal #AMTeamEMEA #Transformation

Interesting (& vital!) info regarding changes to zero hour contracts that are due to come in back end of October. If you’re an employer or employee, have a read 👇🏼👇🏼 and give Outsourced HR a follow (🔔) to get more updates… #employmentlaw #hr #zerohourcontracts #northeasthr #hrexperts

HRDIRECTOR: Government work plans: Good intentions, flawed execution? My piece for HRDirector on Labours plans. "Labour has proposed addressing issues in the UK labour market and while their intentions to protect vulnerable workers are admirable, the proposed solutions raise significant concerns about their practicality and potential unintended consequences for the UK economy." "The key to fostering a fair and prosperous labour market lies not in adding layers of complexity but in creating intelligent, flexible policies that protect workers while promoting economic growth. It’s time for a more nuanced approach that sees the complete picture of our diverse workforce and business landscape." #labour #workplan #ir35

- New permitted activities for UK visitors: The UK government has recently introduced a series of amendments to the visitor route, allowing for a broader range of activities. These changes are outlined in the Chancellor’s Autumn Statement and set to take effect from 31 January 2024. One of the changes affects individuals employed abroad visiting a group #business in the UK. Read the full article here: https://bit.ly/4aJGmRq - UK Flexible working rule changes: Recently, the Flexible Working (Amendments) Regulations 2023 has introduced key updates that enhance employees’ rights, allowing them to seek flexibility from day one of employment. Effective from 6 April 2024, a flexible working request, also known as a statutory application, allows employees to propose changes to their contracts, primarily focusing on alterations to working hours. Read the full article here: https://bit.ly/3H8Rb1M - New UK National Minimum Wage requirements in 2024: The Chancellor of the Exchequer recently announced a substantial increase in the national living wage in the UK set to take effect from 1 April 2024 will reflect the government’s commitment to ensuring fair compensation for workers across various age groups and industries. Read the full article here: https://bit.ly/3H4YA2a #News #Immigration #UK #London #HudsonMcKenzie #WeAreWhereYouAre #GlobalMobility #Relocation #Holidays #Remote #Visa #Work

Understanding Compensation Standards for Commission-Based Employees in Canada As Business Leaders, it’s crucial to stay informed about the regulations that protect our workforce. In Canada, the Employment Standards Act and Code provide clear guidelines on compensation, ensuring fair treatment for all employees, including those on commission-based pay. 🔹 Minimum Wage Compliance 🔹 No matter how employees are compensated – whether hourly, salary, commission, or incentive-based – the principle remains the same: Minimum wage applies to everyone. Here are the basics: 🔹 Minimum Wage Guarantee: If an employee’s commission earnings fall below the minimum wage for the hours they’ve worked, employers must top up their payment to meet the minimum wage requirement. 🔹 Record-Keeping: Accurate records of hours worked and wages paid are essential to ensure compliance and protect both the employer and employee. 🔹Fair Treatment: This rule ensures that all employees receive a fair wage, promoting a balanced and equitable workplace. Let's ensure we are adhering to these standards, creating a fair and motivating environment for all our team members. Compliance is not just about following the law; it's about valuing and respecting the contributions of our workforce. Reach out for more detailed information on the Employment Standards Acts and Codes across Canadian Provinces regarding Compensation compliance . #HR #EmployeeEngagement #Compliance #CompensationStandards #HumanResources #BC #Alberta #EmploymentStandards

If you're interested in learning about the differences between workers' compensation schemes in Australia and New Zealand, look no further! This report provides a comprehensive comparison of key features such as coverage, benefits, return to work provisions, self-insurer arrangements, and scheme administrative and funding arrangements. Check it out for a quick and easy refresher on the history and comparison of workers' compensation arrangements in these two countries. #workerscompensation #Australia #NewZealand #comparison #safetypeople https://lnkd.in/g8YaxzW7