Knowledge In our Good Employer Series, we have looked at what makes a modern-day ‘good employer’ focussing on the retention of staff in the face of labour shortages and increasing overheads.
In acknowledgement of the International Week of Happiness at Work (19 -25 September 2022), this article explores the benefits employers could offer to retain their staff, in addition to providing minimum employee entitlements.
Flexible working
We have previously written about our tips for flexible working – in terms of hours and location. Recently, Airbnb has offered employees the opportunity to ‘work from anywhere’ (in the world). While this may not be possible for all workplaces, it is an example of pushing the boundaries of a modern work environment.
In June 2022, employers across the professional services, manufacturing and hospitality industries in the UK adopted a trial of a four-day work week.
In New Zealand, we are seeing discussions around flexible working continue, with employees often driving the right to work flexibly. We regularly assist employers and employees with having these discussions in good faith.
Wellness benefits
For many employers, employee wellbeing is addressed by providing access to an Employee Assistance Programme (EAP). While these services can be beneficial, referring a team member to EAP services is often more reactive than proactive. Employers should also remember that the responsibility for ensuring employee wellbeing remains with them and continues after a referral to EAP has been made.
Some proactive steps employers can take to attract and retain team members include: offering health insurance, income protection insurance or subsidised healthcare. Paying for (or subsidising) employees’ gym memberships or allowing time off to attend social sports games is another way to look after employees’ wellbeing.
Leave
It is common for modern employers to offer their employees additional leave. This may be by introducing a company policy, or by contractual agreement. Additional leave should be tailored to the working environment. Different types of leave we have seen include:
- additional (or unlimited) sick leave, which is provided by the likes of ANZ;
- wellness leave (used when an employee needs a break but does not meet the requirements for sick or other types of statutory leave);
- additional annual leave above the minimum entitlement;
- menstrual leave – as pioneered by Pacific Media Network in New Zealand; and/or
- bespoke accommodation for employees undertaking study or elite sports.
Bonus payments
Most of us are familiar with bonus and incentive payments. However, the Great Resignation has led to some employers offering significant referral bonuses and paid childcare to existing employees who ‘find’ new team members.
What if my employee still wants to leave?
No employer is immune to the effects of the Great Resignation. That said, employers can still show employees they are valued by conducting ‘stay’ or exit interviews to gain feedback on the employee’s work experience.
We have also seen an increased awareness and scrutiny of the terms and conditions of employment agreements. For example, employees in industries where it is common to change roles and employers are particularly aware to restraint of trade provisions. These can become a source of conflict when an employee leaves.
Get in touch with the team at Black Door Law for advice on looking after your employees whilst protecting your business.
Disclaimer: This information is intended as general legal information and does not constitute legal advice. If you have a specific issue and wish to discuss it get in contact with the Black Door Law team.