HR U Can Trust Blog

A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.

Diabetes Sufferers Are Experiencing Discrimination At Work

Tiffany Boyes - Tuesday, July 24, 2018

Diabetes Sufferers Are Experiencing Discrimination At Work   …read more


Big Mistakes Small Business Owners Make When Hiring Freelancers

Tiffany Boyes - Tuesday, July 17, 2018

Big Mistakes Small Business Owners Make When Hiring Freelancers   …read more


Are Your Employees Coming To Work Ill?

Tiffany Boyes - Tuesday, July 10, 2018

Are Your Employees Coming To Work Ill?



A survey by NSF International stated that at least 26 percent of American workers admit to going to work when they are sick, with men being twice as likely to show up at the office while ill than women. 42 percent say it’s because they fear missing deadlines or having to make up too much work, 25 percent say their boss expects them to go to work no matter what.


On the surface, statistics like these can seem to demonstrate that employees are loyal. They don’t want to let their colleagues down. They don’t want to make a fuss. They want to ensure that they get their work done and make their contribution to the bottom line.


It’s true that the root cause can be positive feelings, but in reality, it can be a serious problem. Their productivity is likely to suffer, their morale can go through the floor, and there’s quite often the risk of illnesses being passed to other workers, which amplifies the problem.


And of course, we need to remember that as an employer, you’ve got a duty of care. If you have a workplace culture that frowns upon taking time off – even when it’s for genuine reasons – then you’ve got a problem on your hands. Ultimately, it can lead to lower retention rates, higher costs and a damaged employer brand.


So what can you do about it? Here are some areas that you might want to consider…


  • Create a medical leave policy

Do your staff know what they should do if they need to attend a medical or dental appointment during working hours? Managing things on a case-by-case basis can cause problems. It’s also important that all members of staff know what the provisions are.


  • Ensure that you hold back-to-work meetings

Some members of staff may feel anxious or worried about the prospect of returning to work after a period of illness, even if it’s only a few days. Make sure that you’re carrying out back-to-work meetings so you can bring your employee up to speed, and they know that they’ll be supported.


  • Don’t neglect the problems that can’t be seen

If someone is suffering from the flu, that’s often pretty obvious. Many other issues though, such as stress and depression, can sometimes be hidden. Make sure that your agenda and policies are inclusive and also tackle the areas which are less black and white.


  • Lead by example

Listen, we completely understand that you’re a busy leader with work to do. But if you’re seen showing up at the office when you’re quite clearly unwell, it’s sending the wrong message about what’s expected. Learn to recognize when taking a break is the best option.

Battling presenteeism isn’t an overnight thing, and there are rarely quick fixes. It requires a shift in culture and good practice being encouraged and supported over a longer period of time. However, it is an important issue, and it deserves a place on your agenda.


For help with your HR needs, get in touch with us today. If we are not able to support all of your HR needs, we will be happy to direct you to a HR professional who can.


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The World Cup And The Workplace

Tiffany Boyes - Tuesday, July 03, 2018

The World Cup And The Workplace   …read more


​Flip Flop Friday!?!

Tiffany Boyes - Tuesday, June 26, 2018

Flip Flop Friday!?!   …read more


Could A Dog-Friendly Office Help Your Business Thrive?

Tiffany Boyes - Tuesday, June 19, 2018


Could A Dog-Friendly Office Help Your Business Thrive?


  …read more


Should Employees Get Time Off For Tying The Knot?

Tiffany Boyes - Tuesday, June 12, 2018

Should Employees Get Time Off For Tying The Knot?   …read more


Stop Burying Your Head In The Sand And Embrace The Freelance Talent Pool

Tiffany Boyes - Tuesday, June 05, 2018

Stop Burying Your Head In The Sand And Embrace The Freelance Talent Pool


If you’re running a business, then it’s pretty much impossible for you to ignore the conversations that have been growing louder and more frequent in recent months and years surrounding freelancing and the gig economy. There’s an increasing pool of flexible talent available to you, and you already know the benefits.

But the conversation is one that seems to swing between two different extremes, and there may well be one camp that you’ve firmly attached yourself to. Of course, there are the tales of businesses who are openly and very unethically using the changing tide to their advantage, while exploiting workers and ruthlessly tapping into loopholes in the law. We are, at the end of the day, HR consultants. So we take a pretty strong stance against any such practices. We might be passionate about helping businesses to grow, but never at the expense of ethical working practices.

There’s another extreme though, that’s perhaps lesser discussed – and that’s refusing to really appreciate that freelancing is the future. There’s a small but not insignificant proportion of employers who secretly think that it’s all just a fad or a passing trend. They’re too attached to their longstanding recruiting practices to start looking towards something different. They’ve got no desire to consider a more agile talent strategy, and they’re not prepared to rethink how their workflow is handled.

We don’t judge. It’s human nature to be attached to ways of working that have served you well for many years, and we all have instances in which we resist moving with the times. But today, we’d like to encourage you to honestly ask yourself whether you may be facing a little too much resistance when it comes to bringing your talent strategy firmly into this year and the next.

Does this mean that you should fire your entire workforce and outsource the jobs to online contractors? Absolutely not. Are traditional jobs set to become obsolete? No. Are there instances in which the only viable option is to employ a permanent member of staff, who works from your office, and is there Monday to Friday, 9 to 5? Yes. Sometimes, it’s the only and the best choice.

But businesses owners who carefully consider how to use freelance talent are undoubtedly the ones that are going to thrive in the new world of world. They’re the ones who will be able to deliver the best work, the best service, and create the best profits. They’re the ones who recognize that there’s a way to harness the line between the two extremes, and make it work for them.

If you’re keen to consider how your recruitment strategy could be adapted to make you future-proof, then let’s talk about your challenges and your options. We can help you to pinpoint where your opportunities are, and what your next steps should be. Get in touch today for an initial no-obligation consultation. If we cannot answer all of your HR needs, we will be happy to direct to an HR professional who can


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Lessons Business Leaders Can Learn From The Royal Wedding

Tiffany Boyes - Tuesday, May 29, 2018

Three Important Lessons Business Leaders Can Learn From The Royal Wedding   …read more


Should HR Be Encouraging More Women To Save?

Tiffany Boyes - Tuesday, May 22, 2018

Should HR Be Encouraging More Women To Save?   …read more






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