Tag: employees

Acas tips to help employers manage workplace challenges due to hot weather

Workplace expert Acas has offered some recommendations to help employers manage workplace challenges due to hot weather.  

Acas Chief Executive Niall Mackenzie said: “The Met Office has issued a weather warning for extreme heat, which will mean an uncomfortable week for many people.

“Some workers with certain health conditions or disabilities may be adversely affected by the heat. The hotter weather can also impact public transport, which can disrupt people’s journeys to and from work. 

“Acas has some top tips for employers to help ensure their businesses remain productive during the heatwave while keeping staff happy, too.” 

By law, employers have a ‘duty of care’ to make sure working temperatures are reasonable for their staff. This includes at the workplace and working from home.

Acas’s recommendations for hot weather working include: 

Workplace temperatures should be reasonable  

There is no legal maximum working temperature. The Health & Safety Executive (HSE) advice is that the temperature in all workplaces inside buildings must be reasonable.  

The HSE offers advice on how to carry out a thermal comfort risk assessment if staff are unhappy with the temperature:  

http://www.hse.gov.uk/temperature/index.htm  

Keeping cool at work  

Switch on any fans or air conditioners to keep workplaces comfortable and use blinds or curtains to block out sunlight. Staff working outside should wear appropriate clothes and use sunscreen to protect from sunburn. 

Stay hydrated  

Employers must provide staff with suitable drinking water in the workplace. Workers should drink plenty of water throughout the day to prevent dehydration and not wait until they are thirsty. Employers could allow extra breaks for staff to get cold drinks. 

Dress code  

Employers are not under any obligation to relax their uniform or dress code requirements during hot weather but where possible it may be advisable to for employers to relax the rules for wearing ties or suits. 

Getting into work  

If public transport gets adversely affected by the hot weather, this could affect staff attendance and their ability to get into work on time. Staff should check timetables in advance, and employers should be flexible.  

https://www.acas.org.uk/disruption-getting-to-work

Vulnerable workers 

Workers with health conditions or disabilities may be affected more by hot weather. Employers should assess for any risks and discuss what they need to reduce or remove that risk. This might include providing fans, portable air-cooling units or more frequent or longer breaks. Employers must make reasonable adjustments for workers with disabilities.  

https://www.acas.org.uk/reasonable-adjustments

https://www.acas.org.uk/extreme-temperatures-in-the-workplace

BBC to take immediate action as it publishes independent review into culture

The review heard from around 2,500 employees and freelancers through one-to-one meetings, group discussions, a survey and written submissions

The BBC has said it will take immediate action to improve workplace culture, after publishing a comprehensive independent report. 

The report from Change Associates, led by Executive Chairman and Founder Grahame Russell, found no evidence of a toxic culture, but in a series of detailed findings and recommendations it highlighted key areas for improvement. 

The review heard from around 2,500 employees and freelancers; through one-to-one meetings, group discussions, a survey and written submissions. The review was commissioned by the BBC Board in August 2024, with work beginning in October. 

The report – published today – found the majority of people who work for the BBC are proud to do so and describe loving their jobs.  

Some staff, however, thought there were a minority of people at the BBC – both on and off-air – who were able to behave unacceptably without it being addressed. 

“Even though they are small in number, their behaviour creates large ripples which negatively impact the BBC’s culture and external reputation,” the report concludes. 

The BBC Board has fully accepted the report and its findings, as has BBC management. Both view it as a catalyst for meaningful change – to reinforce expectations around behaviour and act more decisively when standards are not met. 

BBC Chair Dr Shah told staff today: “There is a minority of people whose behaviour is simply not acceptable. And there are still places where powerful individuals – on and off screen – can abuse that power to make life for their colleagues unbearable.  

“The report makes several recommendations that prioritise action over procedural change – which is exactly right. It also addresses some deep-seated issues: for example, the need to make sure everyone can feel confident and not cowed about speaking up. 

“I support the idea that we need to reinforce the behavioural expectations and standards we have for everyone who works with or for the BBC.” 

He added: “In the end, it’s quite simple: if you are a person who is prepared to abuse power or punch down or behave badly, there is no place for you at the BBC.” 

Director-General Tim Davie said: “This report represents an important moment for the BBC and the wider industry. It provides clear, practical recommendations that we are committed to implementing at pace. I’m grateful to everyone who took part and contributed. 

“The action we are taking today is designed to change the experience of what it is to be at the BBC for everyone and to ensure the values we all sign up to when we arrive here – the values that, for most of us, are what made us want to come to the BBC in the first place – are lived and championed by the whole organisation each and every day.” 

The BBC is taking immediate action from today, including: 

  • Launching a refreshed and strengthened Code of Conduct, with specific guidance for on-air presenters. 
  • Implementing a more robust Disciplinary Policy, with updated examples of misconduct and clear consequences. 
  • Requiring all TV production partners to meet Creative Industries Independent Standards Authority (CIISA) industry standards. 
  • Rolling out a new ‘Call It Out’ campaign to promote positive behaviour, empower informal resolution where appropriate, and challenge poor conduct. 
  • Introducing clear Pledges for anyone raising concerns, setting out what they can expect from the BBC.  

The BBC will build on this over the coming months to embed long-term change by:  

  • Updating all future employment and freelance contracts to set out clear expectations around behaviour.  
  • Transforming how we manage concerns and cases, launching a new Resolving Concerns Helpline to help address issues earlier; providing a single point of contact for each case when concerns are raise, along with improved communication and support. To ensure cases are managed with rigour, consistency, and urgency, there will be investment in new resources to support those handling complex cases.  
  • Training all managers on our updated Code of Conduct and values and require them to lead regular team discussions on culture and behaviour.  
  • Introducing in-person inductions for all new joiners, with a strong emphasis on values and expected behaviours.  
  • Conducting regular, targeted culture checks within divisions to monitor sentiment, identify issues, and intervene swiftly where needed.  
  • Implementing succession planning for our most senior on-air roles.  
  • Expanding HR support with additional resources and capacity  

The Executive has agreed to update the Board on progress against its plan at regular intervals. 

Acas urges workers to speak to their bosses about taking holidays

4 in 10 report taking less time off during pandemic

New research by Acas has found that around 4 in 10 British employees (39%) have taken less paid time off work during the pandemic compared to before it started.

Acas commissioned YouGov to ask British employees workers about how much annual leave or paid time off they had taken since the start of the pandemic when compared to previous years. The poll also found that the results varied depending on the size of the organisation:

Acas advice is that it is important for people to take time off to get rest, to keep both physically and mentally healthy and to use their holiday entitlement within their current leave year where they can.

Susan Clews, Acas Chief Executive, said: “Our poll findings are unsurprising as many workers may have taken advantage of a new law introduced last year, which allows them to carry over most of their paid time off into this year.

“Whilst the easing of pandemic restrictions is good news for many businesses, many staff will be keen to use up the leave they have saved up to take advantage of the summer season.

“Acas advice is for employees to agree any holiday plans with their managers and keep them updated on any new COVID developments that could impact work such as travel quarantine or being asked to self-isolate.”

Acas has advice for employers and employees on taking leave, what the rules are and what has changed as well as information on what to do if you need to self-isolate when returning from abroad.

In 2020, the Government introduced a law allowing employees and workers to carry over up to four weeks statutory paid holiday into their next two holiday leave years. This law applies for any holiday that staff do not take due to COVID-19.

Acas advice on taking paid time off includes:

  • Workers should try and make requests for paid holiday throughout their holiday year;
  • If holiday plans suddenly change due to COVID-19 then employees should get in touch with their boss to agree alternative options for time off; and
  • Get any time off requests in as soon as possible as employers need to plan staff cover for their businesses and are unlikely to agree staff all taking holiday at the same time.

It’s important to check the latest Government guidance before and after travelling:

  • People who need to self-isolate should not leave their home to go to work but can work from home if it’s agreed with their employer;
  • If an employee cannot do their job from home, they should talk to their employer to agree what type of leave to use;
  • Employees and workers are not entitled to Statutory Sick Pay (SSP) if they’re self-isolating after travel abroad and cannot work from home. But an employer can choose to pay them sick pay at the same rate as SSP or a higher rate if they want to.

For the full Acas advice on paid time off please visit, https://www.acas.org.uk/holiday-sickness-leave and for self isolation please visit, https://www.acas.org.uk/coronavirus/self-isolation-and-sick-pay