If this is you, you certainly aren’t alone – it’s pretty common place to hear small business owners tell us that they are too busy working in the business to work on it.  As the year comes to a close and another looms, we’d suggest taking a moment to reflect on when you last review all your HR documents, policies and systems. 

·      Are they still up to date? 

·      Do they actually reflect what is currently happening in your business? 

·      Have you been meaning to put them in place, but things have been ticking along okay so they keep getting pushed to the bottom of the pile? 

Needing to re-enter the workforce after a break? It can be daunting to take that first step back and it’s common to second-guess your skills and experience. It’s important to remember, the life skills gained during time away are incredibly valuable and can be so transferable to the workplace.

To make the transition back to work smoother, there are several steps that can help. First and foremost, it’s important to identify your skills, consider the kind of employer you want to work for, determine how many hours you can manage, and reflect on the conditions that would help ease your return. Additionally, it’s crucial to know your “why.” For most, it’s a financial necessity. For others, it might be about seeking social interaction, personal growth, or a sense of belonging within a team.

You may have read in the media over recent months about the case taken against Uber where 4 drivers who were engaged as contractors were held by the courts to in fact be employees.  An appeal by Uber was dismissed upon appeal.

The distinction between an employee and a contractor has long been a contentious issue but could the recent ruling against Uber in the New Zealand Employment Court see a shift to a more robust and perhaps clearer distinction?

The case was brought against global ridesharing giant Uber by 2 unions on behalf of 4 contractors who argued that they were in fact employees of the company.  The Court found in favour of the drivers and in doing so looked beyond what was simply written in the agreement between Uber and the drivers and instead, into the true nature of the relationship.

As a recruiter, one of my primary goals is to look beyond the surface—past biases, appearances, and poorly written CVs. I value face-to-face interactions to get a complete picture of candidates, including their expressions and body language. However, the rise of artificial intelligence (AI) in recruitment is reshaping the landscape, offering both opportunities and challenges. Here, we explore three pros and three cons of using AI to grow a team. 

Managing Winter Absenteeism: HR Tips for Snowy Seasons

Winter snow often increases staff absenteeism, making effective HR management crucial. Learn key strategies for handling absenteeism, managing medical certificates, and staying compliant with employment laws during peak snow seasons. Ensure your business navigates weather-related challenges smoothly with our expert HR insights.

Navigating restructuring during economic bumps requires timely and empathetic communication with staff. When facing challenges, including downturns, addressing employees promptly is crucial for transparency and trust. Discover the best strategies to engage with your team during these pivotal moments in our blog.

Even before the Covid pandemic, the modern world of work has seen rapid changes to the way we operate our businesses.

Business transformation is an overarching term for making fundamental changes within an organisation and is typically driven by external pressures to adapt to new market conditions, whilst still meeting existing and future business targets.

However, change is rarely received with open arms by our employees and with business transformation, the clue is definitely in the name! This fear is driven by potential changes in the way employees’ roles are performed or, whether the “transformation” even includes a job for them in the future.

As we all juggle our business commitments with the pre-Christmas rush and the summer holiday period that follows, taking on new employees can be daunting at a time when you are already busy – what if they do not have the skills they say they have? What if they struggle to cope under pressure? How do you know that they will be a good fit? How can you shorten the process?

In positions where practical skills are required, employers are often keen to give candidates a “trial” as part of the interview process before offering them a job. It seems like a simple proposition – however, it is one that needs to be carefully navigated to prevent any future headaches. 

Taking on your first employee is a massive step for any business, especially if you’re used to going it alone.

Registering with IRD as an employer is the easy part. An employment agreement that is fit for purpose can be easily obtained with the right advice but, the real challenge is bringing someone into the business that shares your vision and values. So, it’s imperative that you both understand why you’ve hired that person.