The right to disconnect has become a hot topic. Due to the rise of flexible and remote working, most of our work has now moved online, so being constantly plugged into our devices (even at home) has become second nature. In many businesses, this has developed into an expectation that employees should be reachable at all times, regardless of their actual paid working hours.
Some argue that the blurring of the lines between work and home allows for some flexibility – for example, parents can still be reached if needed when on the school run. But the constant need to check emails and answer the phone can have a detrimental effect on people’s personal lives and wellbeing, causing undue stress; which has now prompted many employees to demand the right to disconnect.
A ‘Right to Disconnect’ describes the right of workers to mentally disengage from work outside of normal working hours, by not monitoring email or app notifications. It also ensures that employees are not penalised for disengaging, so their failure to action emails outside of working hours could not be reason for a disciplinary or be used to rule them out from promotion.
The right to disconnect generally discourages co-workers from contacting each other regarding work matters outside of normal core times, aiming to remove the expectation on others to respond when they are not working.
As of 2023, the right to disconnect from work isn’t enshrined in law in the UK. However, in some regions of the EU, this concept has made it into real legislation and employers must honour their employees’ right to disconnect.
Ireland – the Code of Practice on the Right to Disconnect sets out 3 core principles, which employers should follow. These include the right to not engage with additional work outside their normal hours, the right to not be penalised for disengaging, and a responsibility to respect other employees’ right to disconnect too. Although failing to follow this code doesn’t constitute a criminal offence, it can be used as evidence if an employee makes a case against their employer regarding their working time.
France – agreements have been made between employers, employees and trade unions which protect employees’ right to switch off outside of work, alongside other improvements to the quality of their working life. In 2014, an agreement in the engineering and consulting sector went as far to oblige employees to switch off their communication devices during the mandatory 11 hour rest periods between working days.
In Portugal, the right to disconnect is also protected by law. Employers who breach this right by contacting their remote employees outside of their working hours can face severe penalties (up to €9,690) if there is not a genuine, legitimate emergency that requires out-of-hours contact.
Why do employees need the right to disconnect?
Currently, almost 90% of employers admit to contacting their team outside of normal hours, with a third saying this is a regular occurance. Although many bosses may think these out-of-hours calls are inconsequential and necessary, 36% of employees hate receiving these calls.
Over time, the expectation to respond to calls and emails outside of their scheduled hours can erode an employees ability to switch off and relax. This intrusion into their personal life can have serious long term impacts; studies have now shown that those who are contacted outside of work have a higher incidence of health problems, than those employees who are never contacted and are able to disconnect fully from work.
Will the UK enact the Right to Disconnect?
Support from employees for a legal right to disconnect is growing, with 60% in favour of the UK governement enacting legislation that limits out-of-hours contact. Major political parties have also begun to mention a potential ‘right to switch off’ in their manifestos – suggesting that it may soon make its way into legislation.
In the meantime, employers should respect existing employee rights, such as ensuring that all rest breaks are adhered to and employees are not forced to work overtime outside their contracted hours. Employees may add signatures to their emails dictating their actual working hours, so recipients know when to expect a response. Adopting a culture of respect amongst teams and setting clear boundaries around work-life-balance can go a long way to improving employee wellbeing, whilst also respecting the need for some flexibility.
1. Clear Attendance Policy: Establish a well-defined attendance policy that outlines expectations regarding punctuality, reporting lateness, and consequences for repeated tardiness. Ensure that all employees are aware of the policy and its implications.
2. Lead by Example: Demonstrate punctuality yourself as a manager or leader. When employees see their supervisors valuing punctuality, it reinforces the importance of being on time.
3. Flexible Work Arrangements: Consider implementing flexible work arrangements, such as flexible start and end times or remote work options. This can accommodate employees’ individual needs while maintaining productivity.
4. Incentives and Recognition: Offer positive reinforcement for employees who consistently arrive on time. Recognising and rewarding punctuality can motivate others to be more punctual as well.
5. Address Underlying Issues: If there are consistent lateness issues with specific employees, take the time to talk to them privately. Understand if there are any underlying reasons for their lateness and work together to find a solution.
6. Use Time Attendance Software: Implement time attendance software and clocking-in systems to accurately track and record employee work hours. These systems can streamline attendance management and reduce discrepancies.
7. Create a Punctuality Culture: Foster a company culture that values punctuality and emphasises its importance in daily operations. Regularly communicate the significance of being on time and the impact it has on the team and organisation.
8. Set Realistic Expectations: Be mindful of the workload and the time needed for employees to complete their tasks. Ensure that the expectations for the workload are reasonable, as unrealistic expectations can lead to stress and lateness.
9. Provide Training: Offer time management and organisational skills training to employees who struggle with punctuality. Help them improve their ability to prioritise tasks and manage their time effectively.
10. Monitor and Analyze Data: Regularly review attendance data to identify trends or patterns of lateness. Analysing this data can help you understand the root causes of lateness and take proactive measures to address them.
11. Offer Supportive Resources: Provide resources that can assist employees with managing their time better. This may include tools, apps, or workshops focused on time management.
12. Conduct Regular Check-ins: Schedule regular one-on-one meetings with employees to discuss their attendance and any challenges they may be facing. Use these check-ins as an opportunity to offer guidance and support.
13. Establish a Grace Period: Consider implementing a grace period for employees who arrive slightly late. However, make sure it is clearly communicated and does not lead to abuse of the policy.
Remember that addressing lateness should be done with a balanced approach, combining understanding and support with clear expectations and consequences for repeated violations of the attendance policy. By using a combination of these strategies, organizations can effectively reduce employee lateness and create a more productive and punctual work environment.
All business owners at some point ask themselves the question “how can I ensure my business is successful”. Well, there are obviously many answers to this simple question.
One way to improve your business success is to get rid of processes that waste time and ultimately decrease you profit margin. Many companies continue to use inefficient processes and software that cause financial problems in the long run due to inaccuracies and errors that they inherently produce.
One example of this would be perhaps using an outdated method of tracking employee attendance and absence, like handwritten timesheets that staff & employees fill out themselves. Modern time and attendance systems can play a crucial role in your business by accurately tracking time spent at work. Inaccurate data will cost you dearly in increased payroll costs.
So, how can you find the best time and attendance systems in the UK? We’ll explore this question in the guide below!
The first question to decide is what type of system you require. Lets consider four variations.
Timecard clocking systems are the most simplified methods, using mechanical clock machines that punch a time onto a time card. These are one step above a timesheet, as the time is printed by the machine and not written by the employee.
Time and attendance software systems are installed onto your computer or server. They use credit style cards or key fobs in place of a timecard. When staff & employees arrive at work, they’ll swipe the card/key fob to register their arrival and do the same when they leave.
Biometric employee attendance systems are also software based, but instead of a card or key fob use a biometric reader, typically a fingerprint reader. These types of system give you complete peace of mind that the employee was not clocked in by a colleague.
Finally, there are web-based cloud time and attendance systems. These systems utilise SaaS (software as a service) and remove the requirement for you to maintain and keep the software up to date. Cloud based systems are also essential if you have remote workers. The clock in and clock out can be linked to a geographical location when a mobile phone or tablet device is used.
The best time and attendance software should also integrate with your payroll system. This integration allows for simplified, error-free payments for your staff & employees.
It also saves your administrator time. Nobody will have to manually import time information into the payroll system. They can instead turn their attention to other tasks.
Finally, your system should include excellent reporting capabilities so you can know what’s happening in your company. For example, it should highlight which of your employees were present, late, absent, or leaving early each day.
Finding the right time and attendance system often feels intimidating. Knowing what to look for can simplify the process tremendously. We would consider it a privilege to guide and advise you on the best UK time and attendance system for your needs. Please contact us here.
The Need for Effective Employee Punctuality Management
Elevate Punctuality Monitoring with Cloud-Based Clocking System
Punctuality in the workplace is a critical factor that directly impacts your business’s efficiency and productivity. Effectively managing employee punctuality not only ensures a smooth workflow but also reflects the commitment of your workforce to your company’s mission and values.
Monitoring Employee Punctuality:
Why Manual Tracking Falls Short
Manual time-tracking methods are often inefficient and prone to inaccuracies, leaving room for misuse and manipulation. The drawbacks of manual tracking include:
Streamlined Processes for Precision Workforce Management
Through our robust platform, your business could significantly enhance its operational efficiency by streamlining complex payroll calculations, mitigating the likelihood of manual data entry errors, and creating a seamless ecosystem for managing all facets of their workforce. Our time and attendance software is marked by a range of essential features that empower teams to excel, including:
Transformative Benefits for Your Business
The implementation of our sophisticated time and attendance software brings forth an array of advantages for your business:
The Power of Cloud-Based Solutions
Our cloud-based time and attendance software offers a range of advantages that immediately address’s these challenges:
We can provide a comprehensive suite of cutting edge time and attendance software solutions that are carefully designed to cater to the diverse needs of the modern business environment. We strive to effectively help you manage your workforce’s attendance & absence records, and associated data. With cutting-edge hardware technology at the forefront, our cloud platform offers a suite of automated and optimised procedures that seamlessly handle intricate processes. From recording employee clock-ins and clock-outs to overseeing time-off requests and diligently monitoring attendance trends, to ensure optimal workforce management for your business.
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