Glossary
A
Absence rate: Absence metrics for reporting on employee absenteeism. Days off work can be recorded via percentages in four main ways. These are: lost time rate, frequency rate, individual frequency rate, and the Bradford factor (calculated as S² × D where S is the number of absences and D is the total number of days absent).
Absence trigger points: These are automatic triggers as part of an employee’s absence record. If there’s a sick day, a trigger will prompt a formal review by a manager to evaluate the day off against a business sickness policy.
ACAS Code of Practice: Offers a framework of fairness an employer should aim to follow. ACAS (Advisory, Conciliation, and Arbitration Service) offers guidelines to cover employment law, grievances, disciplinary procedures, and employment tribunals.
B
Behavioural competency: Determines how well an employee performs their job, based on how they undertake their duties. The emphasis is on soft skill competencies such as communication, teamwork, culture fit, problem-solving, performance, and attitude.
Blended learning: A hybrid e-learning model with some place-based classroom teaching methods. Opportunities for staff training through an LMS (learning management system) can be completed online and face-to-face.
C
Candidate experience: The perception a job candidate has after the hiring process of an employer’s brand. A positive hiring experience will include clear communication, respect, and transparency. A negative one will include poor communication and limited transparency. Positive experiences help to improve brand reputation, encourage top talent applications, and improve retention rates.
Candidate Relationship Management (CRM): A CRM offers a talent pipeline for sourcing and managing long-term relationships with employees (past, present, and future). With a CRM a business can attract and engage professionals, nurturing them through a hiring process.
D
Data Protection Impact Assessment (DPIA): Outlines the findings of an assessment into personal information management. A DPIA helps a business to comply with UK regulations, mitigate potential data breaches, and meet GDPR privacy expectations.
DBS check: Professional background checks as completed by the Disclosure and Barring Service (DBS). Such a check is a way of safeguarding your business and employees, with a compliance-based approach that assesses criminal records for workplace suitability.
E
Employee Lifetime Value (ELTV): The net value a member of staff brings to a business during their time working there (from hire to resignation). This ROI metric measures their financial and strategic value, providing a long-term view of employee productivity and impact.
Employee handbook: A new starter onboarding tactic. With an official handbook, you can summarise company policies in one document so new members of staff can quickly understand procedures and workplace expectations.
F
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
G
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
H
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
I
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
J
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
K
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
L
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
M
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
N
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
O
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
P
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
Q
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
R
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
S
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
T
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
U
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
V
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
W
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
X
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
Y
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.
Z
Family-friendly rights: Eligibility-based, leave focussed rights to support families and includes maternity, paternity, parental leave, shared parental leave, and redundancy protection (during pregnancy, after childbirth, and adoption). Also supported are flexible working requests and part-time work.
Flexible working request: Where an employee makes a formal request, in writing, to the employer for a change in working hours, patterns, or locations. This may be for hybrid work or flexible working start times. New laws in April 2024 mean employees have the right to make two requests within any 12-month period.