The 2020's have seen a rise (so far) in employees absences for reasons of exhaustion, fatigue, low mood, as well as depression, stress and other mental health issues.  What we're seeing is that employees are "burning out" - and it's happening across all industries.

Burnout comes from the emotional, mental and physical toll associated with constant stress and pressure.  Now, stress and pressure aren't exclusive to the workplace, but unfortunately it's very difficult for an individual to separate their personal concerns when they enter the workplace.

So what can employers do? 

In April this year we saw a fairly dramatic enhancement to flexibility requests – making them a Day One right, allowing employees the opportunity to apply twice in one year and ensuring that employers had a meeting with employees to discuss their request (especially in cases where the flexibility could not be accommodated).
 
The Day One right has the most significant impact as it essentially allows employees to accept a full time role with an employer, and then on the first day of their employment submit a request for flexible working – and it would have to be considered.  The argument that “well you applied for a full time role” is moot point. 
 
Brace yourselves as another change is on the horizon. 

A zero-hour contract is a type of employment contract between an employer and an employee whereby the employer is not obliged to provide any minimum number of working hours to the employee; and where the employee is not obliged to accept any offered hours from the employer. This particular contract type offers flexibility for both parties. It is a way of managing cost for the employer, and it is a way for employees to fit working hours around their lifestyle.
 
It is not anticipated that is 0 hours contract be used if an employee is going to work regular fixed hours.  So what are your options going forward?

Day One rights i.e. rights available to the employee from the first day of employment, are subject to the probationary period. Can you say, when looking at your current process that the probationary period is taken as seriously as that?
 
Going forward how we manage the probationary period will be critical in deciding whether an employee is suitable or unsuitable for your business. Let's not forget the probation period not only monitors performance but also conduct. So, how do you make better use out of those 3 to 6 months?