In the current climate giving an additional week’s personal leave upfront may just get the candidate across the line.
What we know right now is that Covid will likely hit every business in the near future and employees know they will need personal leave to cover when they need time off work due to illness.
Thinking outside the box is not a new thing for business, but the speed and regularity of having to do so is moving more quickly than ever, in line with the rapid changes of the epidemic this weary world now faces.
As we begin the New Year facing such enormous staff shortages, what can business do that may have an impact on a candidate moving to your business? Personal Leave is an important entitlement that so many of us have appreciated over the years. We feel secure knowing if we get sick, or we need to care for our loved ones, we will have our accrued personal leave we can rely upon. This is leave that we accrue over time, and after 12 months we have accrued 10 days personal leave, which continues to accumulate year to year. It instils confidence knowing there is accrued leave waiting for you just in case you need it.
Now with the rapidly increased rates of Covid and the sweeping likelihood of getting it we know we are going to need our personal leave. However, what happens when you start a new job and have no accrued leave to fall back on? You start afresh, and you commence accruing leave all over again. It starts to beg the question for employees, “Why would I leave this job knowing I have accrued personal leave in my current role and to start a new job and I will have no sick leave to rely upon when I get sick with Covid?” Which with the current rates, is very likely?
What if you could offer them some of that security? The idea of offering 5 days personal leave upfront to your new starter may just make a difference to them coming to work for you. It may be the difference between a ‘No’ or a ‘Yes’ when you offer employment to your candidate. For someone on a base of 60K per year, it represents just over $1150 for the week.
Quite simply, you provide a type of insurance to the employee, a bit of a safety net that may help them to cross the line and accept a role with you.
Employing people right now is exceedingly difficult and we all know that. Thinking about innovative ideas to help you secure staff is something you cannot afford not to do.
As the New Year is now upon us Our HR Team will continue to look at ways, we can make positive contributions for your business.
Workplace mental health is costing Australian businesses billions of dollars each year - yes, every business needs to do something to address this! As we finish recent World Mental Health Day celebrations, and with Queensland Mental Health Week now also in full swing, it is pertinent to evaluate the impact on mental health over the past year, with HR Daily recently publishing some sobering findings.
A majority High Court has upheld the appeal and overturned the ruling handed down by the Full Federal Court in August 2019. This now means that employers can revert to the historic way of calculating personal/carer’s leave: full-time employees are entitled to 10 days per annum and part-time employees receive a pro-rated amount based on their ordinary hours of work.
Even with all the opportunities for virtual face-to-face meetings, it is easy to miss visual cues in body language and facial expressions that could be telling you an employee is not coping well. Although some people may have thought working from home was their dream job, the reality is it can feel isolating and can prove more challenging than working from an office.
A human resources magazine, Human Resources Director (HRD), recently released an article on the most effective COVID-19 communications, reporting that interactive messages via messaging apps such as Slack, Teams or WhatsApp have a 72 – 88% effective response rate over e-mails. It was found that e-mails have only a 15% open rate and less than 2% response rate.