Category Archives: Advice

Navigating today’s competitive job market requires accurate and up-to-date data. The Kingswood Group Salary Survey provides valuable insights into HR salaries and trends across Essex and the surrounding areas, empowering businesses to make informed decisions about attracting and retaining talent.

Key Trends in the HR Market

The survey highlights several important trends shaping the HR landscape:

1. Growing Demand for Specialists
   Roles in Talent Acquisition and Reward Analysis are increasingly sought after as businesses compete for the best talent in a tightening labour market.

2. Sector-Specific Variability
   Salaries can differ significantly by industry, with financial services and technology sectors often offering higher pay ranges compared to others.

3. The Rise of Flexible Working
   Remote and hybrid working options have shifted from being a perk to an expectation. Businesses offering these arrangements are more likely to secure top-tier candidates.

4. Enhanced Benefits on the Rise
   Competitive benefits packages—including private healthcare, performance bonuses, and additional holiday allowances—are becoming essential for retaining staff.

Why These Trends Matter

Understanding these trends allows employers to benchmark their offers against market norms, helping them stand out in a competitive landscape. Offering the right combination of salary, benefits, and flexibility not only attracts skilled professionals but also builds loyalty and reduces turnover.

Explore the Full Salary Data

The survey provides detailed salary benchmarks for a wide range of HR roles, from entry-level positions to senior leadership. These insights are invaluable for employers reviewing their remuneration strategies or planning future recruitment.

For a complete overview of HR salaries and trends, download the full Kingswood Group Salary Survey, included with this article.

By leveraging this data, businesses can make informed decisions to stay competitive in attracting and retaining HR talent in the East of England.

To download the full survey, please click here: Kingswood Salary Survey

At Kingswood Group, we believe that exceptional client service is at the heart of what we do. This commitment was validated by the recent results from our Client Satisfaction and Feedback Survey conducted in October 2024, with overwhelmingly positive responses reflecting the quality of our support and dedication.

Highlights from the Survey

Our clients rated their experiences across key service areas, demonstrating that our commitment to excellence is well-recognised:

• Overall Satisfaction: A remarkable 95% of respondents rated their overall satisfaction as “very satisfied,” with frequent commendations for our team’s responsiveness and knowledge.

• Service Quality and Expertise: Kingswood Group prides itself on providing reliable, informed guidance tailored to our clients’ specific needs. According to the survey, 100% of respondents expressed high satisfaction with the quality of service, professionalism, and our team’s understanding of their unique business contexts.

• Ease of Communication: An impressive 90% of clients found it “very easy” to reach their dedicated consultants whenever they needed support. Our team’s proactive communication and fast response times were consistently highlighted as standout features.

• Personalised Support: Kingswood consultants were frequently praised for their adaptability and personal touch. Over 85% of clients specifically mentioned the tailored advice they received, highlighting how our team goes beyond standard solutions to meet specific needs.

• Interest in Additional Services: As our clients’ businesses grow, many are looking to expand the range of HR services we provide. 60% of clients expressed interest in exploring additional services, including employee well-being, compliance management, and recruitment services, showing a demand for a broader partnership with Kingswood.

Continuous Improvement

Our survey also asked clients for suggestions on potential areas for improvement. A few respondents noted a desire for slightly more concise communication in complex advisory emails, and we are actively working to streamline this area. We take all feedback to heart and are committed to making any adjustments that enhance our clients’ experience.

Going Forward

We are immensely proud of these results, which reaffirm our dedication to supporting clients in meaningful and impactful ways. Our team will continue to build on this strong foundation, ensuring that Kingswood Group remains a trusted partner that clients can rely on for strategic HR solutions.

We extend our gratitude to everyone who took part in this survey. Your feedback drives our progress, and we look forward to delivering even greater levels of service in the future. At Kingswood, you’re more than just a client – you’re a valued partner.

The new year brings with it lots of recruitment, which is such a positive task for a line manager but it can be stopped in its tracks when a COUNTER OFFER comes into play.

Picture the scene, you have met the perfect candidate, sent out the offer, they have accepted and you are already planning their first day when a call comes in…..their current company has offered them more money to stay!! This sends you into panic mode as you have been working on recruiting this role for weeks, most probably months!

Fear not. With a confident conversation with the candidate, you can get them back on track, continuing working out their notice period.

Here is what to do:

1. Ask them for a call. This is much better than an email which can usually be mis-interpreted or easily ignored.
2. Explain your disappointment, show your emotions. They want to work for an employer who cares and shows the have an empathetic and ‘human’ side.
3. Ask what their main motivator was for their job search…if their current company hasn’t offered them progression, benefits, pay increases, bonuses or something else that was expected, then remind them what they are to gain from working with you.
4. Company culture and hybrid working is a main drive for many job seekers, so talk about this, what you do to embrace this in your office.. (& if you don’t, speak to Kingswood HR for a plan!)
5. Lastly, ask them how they felt after the interview and then once they received your offer. To remind them of that thrill and excitement can sometimes bring them back to why they accepted in the first place.
6. Ask for a decision within 24 hours and give them clear instructions of how to contact you.

Now this can all be avoided if you use an agency….well Kingswood Group – we can take this headache away from you!

In my experience, 70% of candidates who remain with their current employer, will be looking within the year as the reason they left hasn’t changed at all!

If you want to discuss this further, need general HR or Recruitment advice, then contact me or the team today.

Happy recruiting!!

What is the Travel Time to Work Law?

The Travel Time to Work Law in the UK primarily refers to regulations that determine whether the time employees spend travelling for work is considered part of their working hours. The cornerstone of this legislation is the Working Time Regulations 1998, supplemented by subsequent legal interpretations and rulings, such as the significant European Court of Justice Ruling of 2015.

Does Travel Time Law Affect Your Business?

Your business is likely to be impacted by travel time laws if:

• It employs mobile workers who travel to different locations as part of their jobs.
• Your employees undertake business travel as part of their workday.
• You operate in sectors like sales, field services, healthcare, etc., where travel is integral to job roles.

Regularly reviewing employment contracts and travel policies is crucial for ensuring that your business practices align with these laws.

Breaking Down Travel Time Classifications

Determining whether travel time counts as work time in the UK depends on several factors and specific circumstances:

General Commuting

• Definition: Regular travel from home to the primary workplace and back.
• Typical Classification: This type of travel is usually not considered part of the working day under UK employment law. The rationale is that this time is not spent under the employer’s direction or performing job duties.
• Exceptions: In rare cases, if commuting involves significant work-related responsibilities or detours to specific work tasks, it may be considered work time.

Mobile Workers

• Who They Are: Workers without a fixed or habitual workplace, such as field service engineers, sales representatives, or home care staff.
• Classification: Travel to the first and last appointments of the day is usually considered working time. This ruling, as clarified by the European Court of Justice in 2015, acknowledges that such workers are undertaking these travels as an integral part of their job.
• Implications: This classification means that employers need to consider this travel time when calculating working hours, rest periods, and potential overtime.

Business Travel:

• Context: Travel that occurs during the workday, distinct from normal commuting. This includes journeys to meetings, site visits, training sessions, or other work-related activities.
• Classification: This is generally regarded as working time. The key factor is that this travel is a directed activity, undertaken for the employer’s benefit and often within work hours.
• Considerations for Employers: Employers should clearly define what constitutes business travel in their policies and how it is recorded and compensated.

Compensation for Travel Time: What Businesses Need to Know

Understanding the nuances of compensation for travel time is crucial for businesses to ensure compliance with employment laws and fair treatment of employees.

For Business and Mobile Workers

• When Paid: Travel time classified as working time is generally compensated. This is particularly relevant for mobile workers or those engaged in business travel. For instance, if a home care provider travels directly to a client site or a sales representative moves between appointments, this travel time is typically counted as working hours and, therefore, compensated.
• Calculating Pay: The approach to calculating pay for travel time can differ from one business to another. Some employers might pay travel time at the normal hourly rate, while others might offer a specific travel time rate, which could be different from the standard rate. It’s crucial for these details to be explicitly stated in employment contracts and clearly communicated in company policies to avoid misunderstandings.
• Impact on Working Time Regulations and NMW: Ensuring the correct classification of travel time is vital to comply with the Working Time Regulations (WTR). Incorrectly classifying travel time can result in unintentional breaches of the 48-hour working week limit set by the WTR. Similarly, when calculating the National Minimum Wage (NMW), employers must consider the total hours worked, including paid travel time, to ensure employees’ pay does not fall below the NMW for their total working hours.

General Commuting

• Typically Unpaid: The standard interpretation under UK employment law is that regular commuting – travel from home to a regular workplace and back – is not paid. This is based on the premise that such commuting is not carried out under the employer’s direction or as part of the employee’s core job duties.
• Exceptions: However, there are notable exceptions. If the commute involves additional work-related tasks – for example, carrying company equipment to a worksite or detours for client meetings – it may be considered compensable work time. Additionally, if an employee has no fixed work location and their first or last destination varies daily, their travel may also be classed as working time.s.

Employee Well-being and Compliance in Travel Time Management

Managing travel time effectively is a multifaceted task that goes beyond mere adherence to legal standards. Equally important is ensuring the well-being of your workforce, a vital component in fostering a productive, engaged, and satisfied team.

Ensuring Adequate Rest Breaks

• Mandatory Rest Periods: Under UK employment law, it’s crucial to provide workers with a minimum of 11 continuous hours of rest every 24 hours. Additionally, if the workday exceeds six hours, employees are entitled to a 20-minute uninterrupted break. Importantly, when travel time contributes significantly to the length of the working day, you may need to adjust break schedules to maintain legal compliance and support employee well-being.

Complying with Working Hours Limits

• 48-Hour Workweek: Remember, the total working hours, including travel time, should not surpass 48 hours per week, as per the Working Time Regulations. Should this limit be exceeded regularly, the employee must have a signed opt-out agreement. Without such an agreement, you may need to rethink workloads or consider increasing your staffing.

Effective Travel Time Monitoring and Optimisation

• Transparent Monitoring: Align with the European Court of Justice’s directive by accurately recording travel times. Ensure this monitoring is done transparently and in compliance with GDPR to respect employees’ privacy rights.
• Route Optimisation: Encourage and enable employees to choose the most direct routes for travel. This not only reduces total working hours but can also decrease fatigue and enhance productivity.

Regular Updates to Employment Contracts

• Contractual Accuracy: Continuously update employment contracts to reflect the actualities of working hours, break entitlements, opt-out clauses, scheduling responsibilities, and work locations. This clarity benefits both the employer and employee by setting clear expectations and maintaining legal compliance.
• Incorporating Flexibility: Particularly for mobile workers, ensure that contracts accommodate the flexible nature of their roles, including variable start and end times based on travel.

Frequently Asked Questions

Need Expert Guidance?

If you’re navigating the complexities of travel time regulations and adapting to the modern workplace, our team of HR professionals is here to help. We offer personalised advice and solutions tailored to your specific industry and organisational needs. Contact us to ensure that your travel time policies are not only compliant but also effective and fair.

The information provided in this article, “Navigating Travel Time Regulations | Understanding UK Employment Law,” is for general informational purposes only and should not be construed as legal advice on any subject matter. While we strive to present up-to-date and accurate information, the laws and regulations regarding travel time and employment may change and vary by jurisdiction.

Content last reviewed 23rd November 2023

Sarah McKee-Harris
Founder, Director & CEO

Sarah has 16 years of experience in HR tTalent Acquisition, working extensively in both London and Essex. Her approach to HR is rooted in a simple yet effective philosophy: taking the time to listen, understand, and question our clients to pinpoint their unique business needs.

The speed at which you hire in today’s market is so important when competing against similar companies and businesses in your industry or geographical area, as they too are also looking to recruit top talent.

See below four reasons which you may not have considered when you are planning your recruitment process to help you gain competitive advantage and save money: 

1. Lost Revenue and Productivity: You are likely to lose significant revenue and productivity because vacant positions are open for too many days/weeks/months. It does not only affect the team in which the vacancy is open, but also the wider departments and hiring managers. Extra pressure and additional workload on a long-term basis can cause bigger problems such as absenteeism and higher turnover.
2. Potential Brand Damage and Reduced Applications: A long, slow hiring can reduce the number of applications you get for vacancies as it can result in a poor candidate experience and damage the employer brand. For example, seeing a position on the job boards for 3+ weeks will make candidates question the reason that particular company is having issues hiring and would usually assume a bad company culture or similar problem and not apply.
3. Missing Out on Top Candidates: Slow decision making on the candidates CV or interview will ensure you miss out on that one person because you wanted to see “who else is out there”. Candidates need to know promptly, (within 2 -3 days) if they have been successful and then be given the next step. Don’t be surprised if you leave it a week to give feedback and the candidate has found another role! 
4. Hidden Costs of Extended Hiring: An extended hiring process can raise “hidden” costs especially if your lengthy hiring process is a result of requiring an excessive number of interviews (more than four), the cost of hiring will go up because much more management, recruiter, and employee time will be spent interviewing.

Simply put, in the current climate you focus on creating a well thought out, efficient and relevant hiring process from start to finish, as if you don’t you run the risk of the competition will taking these candidates off the market before you have the time to make a hiring decision and back to the start of the process you will go! 

Need Assistance with Streamlined Hiring?

If you’d like to find out how the Recruitment & HR team at Kingswood Group can help save you time, money and stress when creating your recruitment processes then contact Debbie Carey today for a confidential discussion.

• debbie@kingswoodgroup.org
• 01245 204450

The Workers (Predictable Terms and Conditions) Act 2023 has received Royal Assent and is expected to come into force in September 2024. It introduces a new statutory right for atypical workers to request a more predictable working pattern by promoting constructive conversations between workers and employers regarding their working patterns..

The new law addresses issues related to atypical contracts, including zero-hours contracts, by providing more predictability in working hours.

Under this new law, workers can formally apply to change their working pattern to make it more predictable if their existing pattern lacks certainty in terms of hours or times worked or if they are on a fixed-term contract for less than 12 months. Employers must respond to such requests within one month.

Acceptance of requests will lead to more predictable terms and conditions for workers, enhancing job satisfaction and potentially resulting in better staff retention.

These include support for employee parents of newborn babies admitted to neonatal care, ensuring fair treatment of tips and service charges, enhanced protection for pregnant women and new parents, provisions for unpaid carers, and the right for millions of employees to request flexible working conditions.

Key points to note include:

• Worker must have a defined work history with their employer and the qualifying period is likely to be 26 weeks’ service although those weeks will not need to be continuous..
• The right will apply to the following:
  • workers whose existing working patterns lack certainty in terms of the hours or times they work;
  • workers on fixed-term contracts of 12 months or less (who are able to request a longer fixed-term or the removal of any provisions relating to fixed-term);
  • agency workers (who can make their request either to the agency or the hirer provided they meet certain qualifying conditions)
• A maximum of 2 applications can be made in any 12-month period
• The application must specify the change being applied for and the date it should take effect. The requested predictability could relate to hours of work, days of work or period of engagement.
• Employers will be required to deal with any requests in a reasonable manner and notify the worker of their decision within one month.
• Requests may be refused on any of several specified grounds. There are currently six listed in the Act, including the burden of additional costs or there being insufficient work during the periods the worker has asked to work.
  • It is important to note that the Secretary of State reserves the right to add more grounds so the list of grounds for refusal may expand.
• If a request is granted then employers must offer the new terms within two weeks of granting the request.
  • Employers cannot make detrimental changes to other contractual terms at the same time as making the changes required as a result of the approved request for predictability.

Acas will be producing a draft Code of Practice for public consultation in the Autumn which will provide guidance on how to handle requests.

At Kingswood Group, as the ‘go to’ HR service and support provider, we will continue to monitor the situation, and will keep our clients and contacts informed as we learn more about the new Code of Practice and its consultation.

In the meantime, if you have any questions about this, or any other HR or ER related matter, please do not hesitate to contact us on 01245-204450 or HR@kingswoodgroup.org.