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management & education news

FURLOUGH SCHEME EXTENDED UNTIL

MARCH, CHANCELLOR ANNOUNCES

THE CORONAVIRUS JOB retention in January to decide whether the
scheme, extended at the last minute economic situation had improved
on 31 October until early December, enough to start asking employers
will now be extended until March next for contributions – as they were in
year, the Chancellor has announced. September and October this year,
Speaking in Parliament, Rishi Sunak reports People Management.
said that in light of the economic Because of the extensions to the
toll England’s month-long national furlough scheme, the job retention
lockdown – which came into effect on bonus would no longer be paid in
5 November – was likely to have on January and a new retention incentive
the economy, he was extending the would be introduced “at the
scheme into next year. appropriate time”, Sunak said.
Sunak said the government would As expected, Sunak confirmed
continue to pay 80 per cent of the furlough scheme would also be
furloughed staff’s wages for hours available to the devolved nations,
not worked, with employers only and increased the upfront guaranteed
required to make national insurance funding for Scotland, Wales and
and pension contributions. He added CHANCELLOR RISHI SUNAK HAS Northern Ireland from £14 billion
that the scheme would be reviewed EXTENDED THE FURLOUGH SCHEME to £16 billion.

STAFF WELLBEING AT RISK FROM ‘PRESENTEEISM’ PRESSURE

MORE THAN HALF of workers felt
pressured to go into the workplace
even when government advised
against it, which could have had a
significant impact on their wellbeing,
reports Personnel Today.
Research conducted by the ADP
Research Institute before the arrival of
England’s second national lockdown,
identified that 54 per cent of staff
globally felt pressurised by their
employer to be physically present in
the office, contrary to advice from SOME WORKERS FEEL OBLIGED TO
local officials that non-essential GO IN EVEN IF THEY ARE SICK
workers stay at home.
The findings, released in early ADP UK, said the need to be physically impact on their wellbeing and morale.”
November, revealed that 16 per cent of present at work could be impacting He said hybrid working models, where
UK workers continued to feel pushed staff wellbeing and morale: “The organisations adopt a blend of office
to go to their normal place of work. idea that employers are pushing for working and working from home, could
Presenteeism was highest among presenteeism – even if that means also exacerbate the employees’ need to be
young people: 62 per cent of 18 to going against official warnings – is present or work longer hours remotely.
24 year olds worldwide felt expected worryingly widespread, and for some “Being physically present in the
to go to work, compared with 25 per workers it’s a persistent issue. office can be a great advantage when it
cent of over 55s – the age group that “Presenteeism is far from a new comes to shaping culture and receiving
felt the least pressure. concern and the risks have long been promotions, so many may feel that
The Resolution Foundation think tank clear, but in the midst of a global they need to be in the workplace – or
said 35 per cent of staff who were back pandemic, insistent pressure to be put in far longer hours remotely – in
in the workplace in September were in the office can put employees’ lives order to get ahead. Employers must
worried about Covid-19 transmission, in danger. Plus, if workers are feeling be conscious of this when developing
despite the steps employers had taken pressured to turn up for work in their long-term policies for flexible
to make their premises ‘Covid-secure’. person, whether that pressure is real working or risk creating a disengaged,
Jeff Phipps, Managing Director at or imagined, it can have a negative unproductive workforce,” said Phipps.

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