Flexibility is key in retaining talented employees. Why should good employees be tethered to their desks in the office from 9am to 5pm - particularly those who are task-orientated and regularly go above and beyond their contracted 40 hours per week?
Hybrid is definitely the way ahead - I'd imagine few workplaces work at their best when staff WFH 100% of the time, however a couple of days a week at home allows employees space to get their heads down free from distraction, as well as the work-life balance benefits, be that deliveries, childcare, reduce commute time & costs or whatever.
Problem is useless employees will do as useless employees do and use it as an opportunity to take the p1$$.
I was in out at the office yesterday and didn't have a particularly productive day - there was a constant stream of people in an out of my office nattering. Given that it was the office though, I still felt at work and didn't feel any of the guilt or necessity to make up the time that I'd have felt at home if I'd simply downed tools for what must've added up to a couple of hours of chatting.
“For example, if Miss Besse had a streaming service like Disney Plus open, TimeCamp recorded its electronic pathway and how long the service was accessed” ... sounds fairly damning.
But what if someone, like me, works better on complex issues when there is gentle music playing in the background (probably via YouTube) simultaneously to doing the work?
Precisely what I was thinking. I regularly have YouTube or BBC Sounds on in the background while focussing on my main work - I'll even put on BBC iPlayer if there's something that I can listen to passively whilst working. I do this both in the office and at home. Can't see how it's any different from having the radio on, however presumably this software records it as personal.
My biggest headache with the scheme was employers reading the headlines in the newspapers and filling in the gaps themselves with nonsense. Never occurred to them to read the detailed HMRC guidance, let alone the treasury directions.
So much my time was spent pushing back against rules folk simply made up themselves.
My answers
12.07% is back!
Flexibility is key in retaining talented employees. Why should good employees be tethered to their desks in the office from 9am to 5pm - particularly those who are task-orientated and regularly go above and beyond their contracted 40 hours per week?
Hybrid is definitely the way ahead - I'd imagine few workplaces work at their best when staff WFH 100% of the time, however a couple of days a week at home allows employees space to get their heads down free from distraction, as well as the work-life balance benefits, be that deliveries, childcare, reduce commute time & costs or whatever.
Problem is useless employees will do as useless employees do and use it as an opportunity to take the p1$$.
I was in out at the office yesterday and didn't have a particularly productive day - there was a constant stream of people in an out of my office nattering. Given that it was the office though, I still felt at work and didn't feel any of the guilt or necessity to make up the time that I'd have felt at home if I'd simply downed tools for what must've added up to a couple of hours of chatting.
Precisely what I was thinking. I regularly have YouTube or BBC Sounds on in the background while focussing on my main work - I'll even put on BBC iPlayer if there's something that I can listen to passively whilst working. I do this both in the office and at home. Can't see how it's any different from having the radio on, however presumably this software records it as personal.
Just to add balance to this offensive nonsense: I live in Scotland and don't mind paying the extra 1%.
My biggest headache with the scheme was employers reading the headlines in the newspapers and filling in the gaps themselves with nonsense. Never occurred to them to read the detailed HMRC guidance, let alone the treasury directions.
So much my time was spent pushing back against rules folk simply made up themselves.
Not exhausted, just fed up of all the Covid related guff.
The employee must also, it seems, accept a pay cut. No good for employers who want to resist cutting wages but could do with help to ease the pain.
Given the differing treatment of cold takeaway food and drink between on-site consumption and takeaway, it's worth noting HMRC's definition of premises at https://www.gov.uk/hmrc-internal-manuals/vat-food/vfood4580
There's also the matter of the practising certificate.