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13 million workdays have been lost due to employees taking time off work to deal with financial issues, resulting in lost productivity and additional expenses for businesses. The issue of financial well-being in the workplace is becoming increasingly important, yet studies suggest that many employers are failing to address this issue. Learn how you can support your employees to secure better financial wellbeing 👉 https://brnw.ch/21wLG1N #FinancialWellbeing #Workforce #EmployeeWellbeing

When did "full-time" become "all-your-time"? How did "at-will" become "at-the-company's-convenience"? When did "employed" come to mean "indentured"? It's ridiculous that an employee's right to personal time is even in question. PRO TIP: If a business doesn't want the government to impose clumsy blanket regulations, they can take some damn initiative and address this issue in a way that fits their business model.

Before employers take a final stance on the return-to-office debate, they may want to reconsider whether they're asking the right questions — or risk hurting their company. #ReturnToOffice #WorkforceManagement #HRLeaders

A recent bill was presented in the California State Assembly, the “Right to Disconnect” bill that would mandate workers the right to uninterrupted time off during non-working hours, meaning no emails, texts, calls, or other contact from employers except in cases of emergency. The bill didn’t make the deadline for the legislative session, leaving it stuck for now, and making many wonder what might have happened if it passed. With technology keeping us connected at every turn and many people working remotely or hybrid, employees and managers alike are struggling to disconnect from being “available” 24 hours a day 7 days a week. Some think the bill is a huge mistake, saying it would not deliver the desired results and would end up harming those it was meant to protect. Others believe that right-to-disconnect issues could be attached under mental health parameters outlined in the language of OSHA like similar ones created for workplace violence issues. Right-to-disconnect mandates and talks of potential 4-day work weeks show that people are desperate for a break. What are your thoughts? Can these moves change our working norms? #HRStrategies #HRLeaders #WorkCulture

Our Director, Elizabeth McLean shared some valuable insights on the upcoming “Right to Disconnect” in a feature article with The West, on what the changes mean and what employers should be doing now to prepare. Be proactive and contact our team for advice and guidance on how to prepare for this new workplace right. #humanresources #employmentlaw #workplacerelations #righttodisconnect #closingloopholes

Household names and businesses across various sectors continue to make headlines for their U-turns on remote and hybrid working practices and for introducing policies to incentivise or force their people to return to the office. A survey of 500 HR professionals by Towergate Health & Protection earlier this year cited that 98% of surveyed businesses have implemented measures to encourage their employees back to the workplace and 37% made some office days mandatory. According to another study by Scalable Software, 35% of workers report that they resent being told to return to the office for a set amount of days. Against this backdrop, how can return-to-work mandates be implemented lawfully, practically, and importantly without alienating your workforce, if you’re considering changing your business practices? 🤔 ⬇️ In the guide linked in the comments, Senior Employment Solicitor, Samantha Owen explores how employers can request staff to return to the office effectively and shares learnings from recent tribunal cases involving RTO mandates. #employmentlaw #ukemplaw #RTOmandates #returntowork

Public sector unions have warned about the negative effects of forcing federal employees back to the office, causing fatigue and worry among workers. Reports show that revoking flexible work options leads to higher employee turnover and dissatisfaction. And, surveys in government agencies reveal that many employees prefer telework and may leave if remote work opportunities decrease. This highlights the importance of flexible work policies in keeping employees happy and retaining talent. More from The Hill below: https://lnkd.in/eBXEjysf #burnout #turnover #attrition #data #talent #talentacquisition #retention #employeeadvocacy #leadership

Technology Is The ‘Villain,’ Said California Assemblyman About Workers’ Right To Disconnect by  Jack Kelly Forbes  White-collar professionals are having a hard time. More than half of workers around the world identify mounting work stress as their top concern, according to the Deloitte 2024 Global Human Capital Trends report. They are increasingly looking to their employers for support, to prioritize work-life balance and flexibility in their careers, especially in the digital age where people are seemingly shackled to their electronics. A new proposed legislation could make employees less accessible to their bosses after hours, leaving them free to enjoy their time outside of work. Assemblymember Matt Haney (D-San Francisco) introduced on Monday Assembly Bill 2571, which, if passed, would make California the first state to guarantee workers the “right to disconnect,” eliminating the pressure to respond to calls, emails and texts outside of working hours. “The entire concept resonated with what I’ve seen during and after the pandemic, when the lines between when you’re working and when you’re not have become so blurred that, for many people, they never have a time to switch off,” said Haney in a Zoom interview on Thursday. According to the assemblyman, employees feel the need to always be on, an issue he said will not bode well for “work productivity and the well-being of our residents, family life and emotional and social health. ” With smartphones obscuring the boundaries between work and home life, Haney affirmed, “If there had to be a villain in the story, it’s the technology, not the boss.” Companies now have abundant technological avenues for managers to contact employees late at night, on the weekends, while on vacation and during the holidays and milestone life events. Unless things change, there will be a constant deluge of texts, emails, video meeting requests and phone calls disrupting workers’ lives. https://lnkd.in/dc9zDNKa

Fun to be featured with my like-minded friends, Nick Bloom Rob Sadow and Brian Elliott to Maria Gracia Santillara Linares' Labor Day article on RTO in Forbes. As my future of works friends attest, return to office is no longer THE issue. It is time to refocus the conversation on investing to change the overall relationship between employees and their employers. Read the full story here: https://lnkd.in/deUtQ2yi

Were return-to-office policies just a guise for corporate rightsizing? Forbes surveyed managers on their thoughts behind these policies. If those intentions were beneath the surface for most, how does that promote employer-to-employee trust? Or should employees remember they're subject to "employment at will" in any environment, and always have a Plan B? While accountability is a two-way street, how leadership communicates and handles employment-related policies has the ability to either positively or negatively impact results. See the Forbes article here: https://lnkd.in/ewRjZWsF #ReturnToOffice #TrustInLeadership #CultureBuilding