A recent case involving Travel Consultant Laura Tait, has raised a lot of questions regarding employers requiring cameras to be on during video calls.

Although expressing to her employer that she felt overwhelmed appearing on camera due to her anxiety, her employer failed to make adjustments, leading to them having to pay out on a tribunal claim. The ruling may come as quite a shock to a lot of employers, who may not have realised that forcing an employee to put their camera on, could lead to a tribunal claim.

Why Might Your Employer Require Your Camera to Be On? 

It is quite common for employers to state that ‘cameras must be on’ during a meeting, and there are several reasons why they often prefer this method of communicating.

Improve Relationships - Communication can often be taken the wrong way when you can’t see the other person, which can sometimes lead to conflict. It is easier to understand people when you speak face to face as you can decipher facial expressions and body language. It can help to build positive relationships.

Grow Connections: You can’t really get to know people without seeing them, which is why seeing someone face to face can help you to grow connections. It is particularly important for a workforce working remotely.

Focus: An employer can’t be sure you are listening to them if you don’t have your camera on. For all they know, you are sitting in the bath or watching the TV. They may have important information to feed back to you, and need to be sure you are listening.

How to Accommodate Employees Who Prefer Not to Use Their Camera 

There is nothing wrong with a company having a camera on policy at work, however, as we have seen in the Holiday Extras employment tribunal, employers must listen to employees if they have an issue with being on camera, and make reasonable adjustments. It is particularly important if the employee has a disability which is recorded in their file as this will be a crucial aspect of a tribunal claim and could be viewed as workplace discrimination. There are adjustments you can make in these cases to protect your business from tribunal claims.

• Optional - Instead of having a camera on policy at work which requires cameras to be on, make it optional to employees. In this way, you completely negate the need for this to be an issue in the first place.

• Alternative format - If there is a general feeling that employees don’t want to have their camera on, it may be a good idea to consider other formats, such as a conference call or a WhatsApp group where you can share information.

• Discuss concerns - If you want the cameras to be on but you notice that employees have an issue with it, speak to them privately to understand their concerns. If someone is telling you outright that their anxiety is too bad to be on camera - do not force them. There are employee rights during video calls, as we have seen with the Holiday Extras tribunal case.

If the Laura Tait camera case has you thinking about your policies, you may consider HR advice. At Inspired CVs, we provide HR support for employers and employees, as well as offering professionally written CVs tailored to your needs. Contact us today to find out more or visit our shop.

A multigenerational workforce can offer many benefits to a business, but it can also have its challenges. The generations currently in the workforce are typically the baby boomers (born 1946-1964), Gen X (1965-1980), Millennials (1981-1996) and Gen Z (1997 onwards.) With every generation, there are changing needs and it is important to incorporate the differences in order to nurture an effective workforce. 

What Matters to Different Generations? 

To successfully integrate a multigenerational workforce, it is important to understand what matters to each generation. While individual preferences will naturally vary, there are some common trends and priorities that can help employers create a more inclusive and effective multigenerational workplace. 

Baby Boomers in the Workplace

Baby boomers are experienced and generally have a strong work ethic. They have been brought up in a generation where people stayed in their jobs for a long time, so are loyal and stable. Their experience and strong work ethic can enable them to become leaders within the workplace.

Best Attributes: Loyal, reliable, leaders, strong work ethic.

Gen X in the Workplace

Gen X have a more free spirited outlook than you’d perhaps expect from baby boomers. Unlike baby boomers who have predominantly worked in a 9-5 environment, Gen X want flexibility and freedom in their job. They don’t want to be micro managed and want a bit more of a balance in their work and life. They have grown up in a time when the freelance (or gig economy) was at its peak.

Best Attributes: Creative, idea driven, independent, flexible.

Millennials in the Workplace

Millennials are similar to Gen X in their desire for flexibility and autonomy. They don’t want to work for the sake of it, they want work that offers a purpose.

Best Attributes: Creative, independent, flexible, digital skills, purposeful.

Gen Z in the Workplace

Gen Z are interested in having flexibility and job security. They are also interested in roles where they can make a difference, such as jobs where sustainability is a priority.

How to Manage a Multigenerational Workforce 

When a multigenerational workforce work together, there are many benefits including the transfer of knowledge. Older workers will have more life experience which can help with leadership and mentoring, whereas younger workers are usually more efficient with tech. The ability to learn and share ideas from different perspectives can be hugely beneficial for an organisation, but it needs to be managed effectively and there are various ways to do it.

Flexibility

Baby boomers are used to a 9 to 5 structured office role, whereas the other generations prefer more flexibility. However, individual preferences and circumstances will always vary. To incorporate different needs, consider offering a flexible working pattern, as well as the ability to work in the office full time.

Communication

Incorporating different types of communication is important for a multigenerational workforce, as generations vary in the way they like to communicate. For example, baby boomers are more likely to prefer face to face or telephone communication, whereas the other generations may prefer to communicate via email, WhatsApp or video calls. 

Inclusive Culture

Incorporating a multigenerational workforce should be subtle. There is no need to make the differences obvious but instead, to foster a culture of inclusivity.

At Inspired CVs, we provide HR advice for both employers and employees. We also offer professionally written and designed CVs, tailored to your needs. Order from our shop or contact us to find out more.

As your business grows, there will likely come a time when you are hiring employees. If you have never had to do this before, you probably don’t know where to start or how to ensure you comply with the UK employment law. There are various elements to consider, including right to work, pay, health and safety and pensions. Following a structured process will ensure you are compliant with employment law and reduce risk.

When you're ready to hire a new employee, there are several important steps to complete before, during and after the recruitment process.

Signs You Need to Recruit

If you're unsure whether it's the right time to recruit, there are several indicators that your business may benefit from hiring employees. 

Unable to Meet Customer Demands

If you are turning work away because you don’t have the capacity to do the work, it is a sign that you should be hiring your first employee. Businesses should never be in a position that they are turning work away, otherwise they are unable to grow and prosper.

Negative Feedback

A sudden increase in negative feedback and unhappy customers suggests you are not giving them the time and effort they deserve. This is often due to capacity issues and it could signal the need for hiring your first employee.

Missing Deadlines

If you are constantly missing deadlines due to being over capacity, it is a strong sign that you need to consider hiring your first employee.

Can you Afford an Employee?

The need for an employee, doesn’t automatically mean you can afford one. You need to consider the costs of recruiting employees, including the salary, sick pay, pension, maternity and paternity leave. If you are considering hiring an employee, you should have cash reserves so that even if workload reduces, you are still able to pay your employee and comply with the UK employment law.

Managing Risks

You must also ensure the working environment is safe for employees. A risk assessment should be arranged for hiring your first employee, including fire safety and ensuring the building is accessible to employees who may have a disability or health condition.

Register as an Employer

You will need to register as an employer on the GOV website and set up some kind of payroll system. You are also required to check what pension responsibilities you have as an employer when hiring employees as part of the UK employment law. You can also do this via the GOV website. Employer liability insurance will also be required when hiring your first employee.

At Inspired CVs, we provide HR advice on any issues as well as one to one consultations and a professional CV writing service. To find out more, contact us or visit our shop.

Flexible working has become a regular feature of the modern workplace, particularly since the COVID-19 pandemic. As many employees were unable to work in close proximity to colleagues due to the risk of spreading the virus, employers had to adapt quickly. Businesses introduced new ways of working, including remote and hybrid arrangements, to keep operations running while protecting the health and wellbeing of their workforce. These days, flexible working takes many different forms, including hybrid working, remote working and a more easy going approach to working hours.

Flexible Working and Recruitment

If you are not offering some kind of flexibility, you are likely to have a much smaller pool of candidates to choose from. Many people, especially those within the younger age groups no longer want a 9-5 office based job, they want a more fluid approach where they can have a better balance in their life. These are some ways that flexible working helps improve recruitment.

Top Talent

It can be difficult to hire top talent when you are concentrated on a specific area, especially in remote places. When you allow candidates to work remotely, you can hire from anywhere in the world. It gives you a wider pool of candidates which means a higher chance of recruiting top talent.

Global Market

Businesses can also expand into global markets by adopting a more flexible approach to recruitment. For example, a UK-based company that hires an employee in the United States can offer services during US business hours, increasing its availability and potentially attracting a larger client base. Similarly, recruiting employees from non-English-speaking countries enables businesses to provide multilingual support, which can allow you to become accessible to a wider audience. A better cultural understanding can also help you to support clients from overseas.

Increased Loyalty

Adopting a flexible approach is also likely to increase employee loyalty. As a result, businesses may experience lower staff turnover, reducing the need to recruit and train new employees. This not only makes the recruitment process easier but also saves time and money while helping the business retain experienced and skilled staff. 

At Inspired CVs, we provide professionally written and designed CVs, tailored to your needs. You can order your CV here or contact us to find out more.

The thought of returning to the workplace after a period of absence can cause a great deal of anxiety - especially if you feel that your manager doesn’t believe your reasons for being off. These are common feelings that often build up and get out of hand in your own mind. If you feel that your employer doesn’t believe you, these are some ways to deal with it.

Take a Step Back

If you are telling the truth about your absence, you have no reason to worry. Employers are often suspicious about every absence in the workplace, as people do tell lies about why they were off. That doesn’t mean that you need to feel worried about being absent from work. Someone believing you or not is really out of your hands. It may be the case that you work in a toxic environment and in this case, people will always look at the negative.

The Bigger Picture

People tend to get themselves into a frenzy about an absence from work, thinking that everyone is going to be talking about them and they will return to a cauldron of hostility. The reality is that most people are not concerned about you (in the nicest possible way.) People have their own lives and don’t need to spend a lot of time focusing on others. When you get into this frame of mind, you will be in a much better position to worry less about what other people think.

Communicate

If you are really worried and it is affecting your ability to do your job, speak to your manager. Tell them your concerns so that they can reassure you. It is the responsibility of your manager to make you feel at ease and to discuss any issues you are having.

Self-Care

When your body is in a state of anxiety, it can cause you to become ill, and quite often, the anxiety is needless. It is important to take care of yourself, even if you are dreading the prospect of returning to the workplace. Do activities that take your mind off the situation, such as going for a run, reading or having a bath. It is important not to let negative thoughts overrun your mind.

If your negative thoughts turn into dread rather than normal anxiety, it may be time to look for your next role. At Inspired CVs, we provide professional CV writing, as well as one to one consultations that can help you get your career on track. Order your CV or consultation here, or contact us to find out more.

You have found the perfect role and been invited to attend an interview, but you haven’t attended an interview for a number of years, so how do you prepare to give yourself the best possible chance of interview success? Our blog discusses the various stages of the interview process and how to ensure you are prepared.

Logistical Planning

The first stage before you attend an interview is to ensure you know how to get there and whether the travel will be feasible for you. For instance, if you are travelling two hours by train there and back, will this be sustainable long term? It is important to understand where you will be working and how you will get there. You can then plan your journey in advance. You may even want to do a practice run prior to the interview, so you won’t end up getting lost.

Research the Company

It is a good idea to find out as much as you can about the company, including their products and services, vision and goals - and any competitors they may have. You may also want to conduct some research on your interviewers - as this could provide some key information for building rapport. For instance, if they went to the same school or University, or they have an interest in the same sport as you, you may want to try and incorporate it into the interview.

Understand the Culture

Although it is important to always be professional, it is also a good idea to understand the company culture so you can get an idea of how the interview will be set up. For instance, if you are being interviewed by a small construction firm, you would expect it to be a less formal interview, and more of a conversation. However, if you are being interviewed by a large global engineering company, you should prepare for a structured formal interview. 

Prepare Examples

The best way to prepare for an interview is to study the job spec, and prepare answers and examples. The interviewer wants to make sure you have the skills and experience to do the job, so they are not going to stray far from the job spec. For example, if they ask if you have ever managed a team, you would be expected to have this expertise and discuss when and where you managed a team, how many people you managed and your management style. It is important to go into detail when asked a question, and to avoid yes or no answers.

If you need to improve your interview skills, we can help support you through our one to one consultations. You can order it here or you contact us to find out more about our services. We also provide professional CVs, in both traditional and graphic formats.

A toxic coworker is someone who disrupts others and creates a negative atmosphere in the workplace. There are various traits associated with toxic coworkers, including undermining others, making “jokes” that are quite insulting, gossiping about others and constantly complaining. Toxic coworkers are generally a drain on others and not someone you would wish to be around. They don’t just get on with their job, they create drama and make life difficult for others. There are various ways you can deal with toxic coworkers.

Keep Your Distance

When you work in a team, it can be difficult to avoid toxic coworkers and office politics. However, you can try to limit contact as much as possible. Even if someone isn’t directly targeting you, it can be hard to work with someone who is constantly negative or undermining others. Speak to the individual only when necessary. You may even want to consider discussing the matter with your manager so they are aware of how you feel. They might even be able to assist in keeping you apart.

Informal Chat

If it’s impossible to avoid contact with the individual, you may wish to have a discussion with them. Some people are genuinely unaware of how they are behaving. For instance, they don’t realise they are being so negative or they may not realise their “jokes” are negatively impacting you. Sometimes an informal discussion can change behaviour. If you don’t feel comfortable doing this then maybe their manager can have a quiet word in their ear.

Formal Process

If the toxic behaviour is serious or if informal discussions are failing to make any difference, you may wish to proceed to a formal route. This may involve raising a grievance with your HR department, who will need to follow a structured process. 

A toxic coworker can cause a lot of distress and may even cause you to rethink your employment. At Inspired CVs, we can provide you with a professional CV, as well as one to one consultations to help you progress your career. You can order here or contact us to find out more about our career services.

When you are looking to start or progress your career, it might feel like temporary employment is a waste of time. After all, how do you build any kind of security with a temp job? While it might not be your ideal choice, there are many reasons to consider temporary employment, as you search for a more permanent option.

Benefits of Temp Work

If you are in the market to find a new job, it is important to be open minded about opportunities, even if the role is not quite what you are looking for long-term. For instance, if you have just finished a degree in accounting and a temp job arises for an office junior in an accountancy firm - it is important not to overlook it. Working for a company that offers your desired career path can give you priority access to relevant vacancies before they are advertised externally. 

These are some of the benefits of temporary jobs.

Work Experience

Temp work can give you some work experience, even if it is not the kind of role you want on a permanent basis. The skills you acquire with work experience include, working with others, being able to work on your own initiative and improving your network. These can help you progress within your career, when you do find the right role.

Higher Rate

Temporary work is often paid at a higher hourly rate than permanent roles. Although you don’t get the security, you can earn more and it is better than sitting around the house waiting for the perfect role to turn up. It is quite often the case that when you are waiting for something to happen- it never does, but when you are busy, opportunities tend to arise.

Flexibility

You can have more flexibility with a temporary job than you would with a permanent role. For instance, your employer knows that you may be looking for a permanent role so they will often be more flexible about giving you time off for interviews etc.

Improve CV

The last thing you want is to have gaps all over your CV, which is why temporary work is a good idea. You can fill the gaps with employment, while gaining important skills that can help for future, permanent jobs.

At Inspired CV’s, we can provide you with a professional CV to help you find the right job to suit your qualifications and experience. We also offer one to one career consultations to set you off on the right track and help you to secure a role. Contact us today, or order via our online store.