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Welcome to our latest Newsletter

This newsletter highlights ways in which you can manage and reduce absence in the workplace, how to reward and incentivise your staff and how you can ensure that you have effective employment documentation in place together with policies and procedures which support your business. It also sets out the latest judgment affecting the so called Gig economy. As part of our drive for continuous improvement, we recently undertook a review of our contracts and handbooks and have developed a range of employee handbook options which provide different ranges of policies and procedures designed to support your business. Details setting out our handbook enhancements and how you can upgrade to the various levels of handbook can be found here found here

Managing Absence

It seems that never a month goes by without an announcement for a National Awareness day for this or that. February is no exception with the first Monday in February being labelled as National Sickie day, as it has traditionally been the highest day for employee absenteeism. This was no doubt compounded by other events such as perhaps a hangover after Dry January, celebrating the Six Nations kick off or the Super Bowl or simply over indulgence of the first post-Christmas payday.




Reward your Staff!

Friday February 17th was National Random Acts of Kindness day, which has grown in popularity each year. HR:4UK celebrated this special day by sending out little treats to clients to encourage them to consider their own individual acts of kindness.

You will recall that in our November newsletter, we mentioned that we had partnered with Perkbox to provide your employees with cost effective benefits which can be tailored to each individual to satisfy their needs from discounted gym memberships to everyday discounts on shopping bills. Why not take up this fantastic opportunity to provide your employees with benefits through Perkbox and show your employees how much you appreciate them.

The Battle Continues…

Yet another case challenging the status of individuals working within the so call Gig economy has been presented to the courts for consideration. The outcome of the case can be found using the link above.

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