Coping with sports events in the workplace

England have secured their place on the continued journey in the World Cup. Exciting times? Or is it when you have to manage things at work? We also have Wimbledon starting next week for all those tennis fans all of which may impact on how to keep employees motivated to still come into work and be productive when they do!

People are passionate about different sports and certainly which team they want to win so think about whether your business has the ability to be open to different ways of working so that it is not unduly affected by these growing sporting events. Options to consider are:

  • Allow employees to listen to matches on the radio or online
  • Provide TVs
  • Consider how to accommodate followers and those not interested in break out areas of work – not everyone wants to hear the cheers and boos!
  • Let people watch on television or the internet during breaks, after work or in the background.
  • Consider whether drinking will be allowed in the workplace for games watched outside of normal working hours, or whether doing so may cause more problems than it’s worth.
  • Different break times to suit different nationalities to enable them to watch their home country.
  • Split shifts with the break taken at work with the facilities of TV etc available

Things to think about in relation to the above are:

  • Make sure you have valid licences in place for TVs
  • That risk assessments are carried out beforehand to identify any health and safety issues.
  • Consider whether some people will use inappropriate or unguarded comments about another team’s nationality or characteristics of its players, which may be offensive and/or lead to allegations of discrimination.
  • A good opportunity to remind employees of the relevant policies in place that relate to conduct within and outside the workplace, and of the potential consequences of failing to comply (for example, World Cup privileges being withdrawn and/or disciplinary action being taken). If your policy provides limited personal use on the internet or social media, remind employees that personal use must be limited and any parameters of personal use that you impose

It is always good to learn from each event as well. What things went well? Did we achieve the attendance at work we were expecting? If not why? Were there reasons for this? As knowing these answers not only gives you great information for reviewing policies and procedures but the way you handle the next sporting event of the year!

Finally, there is potentially one date in the not too distant future which you may wish to put in your diaries, Monday 16th July 2018. If the unthinkable happens and England actually win a penalty shoot-out and go all the way to the final, then this would kick off at 4:00pm on Sunday 15th July 2018. If England somehow managedto win the World Cup then you can probably expect record levels of absence on 16th July 2018!

If you need any guidance or support in any of the issues this may raise please do not hesitate to give one of our Consultants a call on 07989 343361 or visit our website for more details and other ways to stay in touch.

Your GDPR checklist

It is finally here, in just 9 days we will all be GDPR compliant won’t we?!

We are sure everyone is working towards the new data protection principles incorporated into the new Regulations. The main basis of the change is to move us all into the 21stCentury in relation to how we store and process data in view that most of this nowadays is on line, our marketing has increased, and more organisations have our data.

General Data Protection Regulation (GDPR) Word CloudWe have previously provided our Top Ten to prepare for 25th May and the below checklist can be read in conjunction with this or independently. Below is your final checklist to ensure you have the key areas in place:

  1. A publicly accessible Privacy notice usually in place where you collect data from employees explaining to them what you are collecting and why and then what you are doing with the data.
  2. You can do one privacy notice for all employees, this ensures it is separate to the contract and gives you room to explain all the details which are gathered and how they are processed.
  3. Check application forms, medical questionnaires, Next of Kin are they up-to-date, were they gathered for a legitimate purpose, are there any sensitive data held on there that needs to be stored correctly
  4. A Data Protection Policy reflecting the new General Data Protection Regulations and communicating this to your employees
  5. Carry out an audit of your current files and keep only the information you need about the individual for the continuing purposes of their employment.
  6. Request from third parties who process your employees’ data, for their privacy notices to ensure they are compliant with GDPR requirements and you are fully aware of what they are doing with this as processers of the data.
  7. Register with the ICO if you are processing personal data, all information for this is on the ICO website in easy to follow format.
  8. You have created awareness amongst those individuals who process data as to what they are doing with the data and why
  9. Make sure your technical security is up-to-date. Speak to your IT providers for how they have complied with the new regulations and that any data you either hold or pass on is secure.

Good luck !

If you need any further advice on the HR related impact of the GDPR please contact one of our HR Consultants on 07989 343361 or email us and we can call you back .

Employing someone for the first time?

Well done! You are experiencing high demands for your products or service and in a position to employ someone for the first time means it’s a great achievement.



There are some things that we forget to consider though when first faced with this decision. First, consider whether it’s a permanent requirement, seasonal or temporary, or even part-time.  Think about what their continued employment is reliant upon and with the very best of foresight that the requirement is going to continue.

You will also need to think about any practical elements of becoming an employer, think about the requirements of the job you’re creating, what will you be paying them, and how to get candidates and select someone who is right for the role.

You will also need to provide them with a written contract of employment, carry out some background checks, inform the HMRC, and decide how you are going to pay them.  And don’t forget your employers’ liability insurance and swotting up on all those employment rights!


Checklist when starting a new employee:

√    Employers liability insurance in place

√   Paying individuals monthly or weekly

√   Permanent or temporary contract?

√   What benefits will they have – how do you want to be perceived to the new employee – what will make them want to work for you

√   Confirmation in writing of the terms and conditions of employment, a legal requirement

√   Informing HMRC that you employee

√   Check Right to Work documentation in line with the Asylum & Immigration Act

If you need to talk through any of the above elements, our qualified consultants at Teme HR can help, please call for an informal chat on how we can help on 07989 343361 or email us at .

Things to think about with adverse weather on its way

It is always best to have things in place to help minimise any disruption to your business. Some of our tips are

adverse weather

adverse weather considerations

  1. Have an adverse weather policy in place. Implementing a policy gives you an opportunity to show how you will be dealing with major disruptions, in advance of them actually happening, giving managers time to think about how to act when things take a turn for the worse outside. Employees also understand their responsibilities and what they are required to do when the weather is affecting work and can even start to think of alternative ways into work.
  2. It might be that your employment contracts already cover this area, but just double check and make sure both compliment and add value to each other. The last thing you want is to contradict making it difficult to make decisive actions.
  3. How will you deal with absences caused by weather disruption – will you pay for this absence? Remember you are not obliged to pay for this, it can be classed as unpaid leave.
  4. However, consider how this will reflect upon your culture and attitude towards staff, is this the best approach to take? Are there practices in place which make it possible for staff to continue fulfilling their responsibilities even though they may not be in work? What will this say about you as an employer if the way in which you act in adverse weather gets into the public domain?
  5. Consider alternatives, taking holiday instead, working from home, working different hours, make up the hours over the forthcoming weeks are all suitable alternatives to people losing money which they may not be able to afford
  6. Always think through closing your establishment. Closing the workplace where people are willing to come to work will mean that you will need to pay them for the time during which the workplace is closed.
  7. Recognise the effort people put in to attend work. How can you make this time enjoyable?
  8. Consider Health and Safety requirements and your duty of care and welfare to those employed . You need to ensure that workplace is safe as far is reasonably practical so consider those working outside or near the cold – if the conditions get worse you may need to consider how your staff will get home

Please do not hesitate to call one of our HR Consultants on 07989 343361 or email us on and we will be happy to talk through with you any of the above areas. Keep warm!

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Love is in the Air!

But how do we feel this affects our business, in particular when it comes to romantic relationships particularly in the office?

People develop relationships in all environments but, this is more likely when they spend substantial amounts of time together whether in meetings, working together in general, across teams or in the same team and there is no surprise therefore that this could happen in the workplace.

Many companies have a Relationship at Work Policy, which is great but sometimes this only encourages people to bury the relationship and for people to hide from superiors which could increase gossip and make the people involved feel uncomfortable in their own working environment which in turn could impact on their own morale and how they feel at work.

It is sometimes better to be sensible and upfront when a relationship develops in the workplace. Establish some guidelines and have a fair approach to how to manage such a delicate situation.

Also think about some relationships which may have an impact on the company’s integrity like; client and customer, supplier and contractor, manager and subordinate. There are of course ways to manage even these sensitive situations but, this needs to be clear and transparent to all employees so as to make coming forward easier for them should they be in this situation.

office desk Red heart Valentine dayThese clear guidelines make it easier for the individuals to accept any changes in working arrangements which may be needed to protect the company and their relationship. Some actions will help to maintain the fair and consistent approach which will enhance your own culture and values, remember managers must deal with situations as swiftly as possible without delay. There are additional steps that can be taken to try to reduce the risk of lawsuit by an employee who claims after a break up of sexual harassment – one of the biggest dangers of office/workplace romances.

We don’t want to be a kill joy! It’s great if relationships work out.

So, this Valentines Day we hope you and your employees have a romantic evening – whatever you do!

For more help in this tricky area call Teme HR Consultancy on 07989 343361 or visit our website Teme HR Consultancy