15 Benefits of SaaS Software as a Service for Small Business UK image

15 Benefits of SaaS Software as a Service for Small Business UK

Staff Squared date icon26th June 2016

Tag iconOperations

Helping You Compete, Grow and Stay in Business

Small business is big news and it’s never been easier to create and launch a new successful business in the UK. This is the wonder of the digital era. New restaurants, building contractors, repair services, consulting, marketing agencies, IT services, tech startups, medical clinics, day care centers, health and wellness shops, financial and investment services, and many more small business enterprises are popping up on a daily basis.

And to control costs, they’re using a myriad of SaaS software solutions ranging from business plans, to marketing automation, to ecommerce, and hr administration. SMB managers are adopting the software to tame the wild beast of tasks and paperwork they must deal with everyday. It’s simple, they’ve realised that streamlining = staying in business.

Some of these new startups will compete for share of market or share of pocketbook with your company. That’s the bad news. The good news perhaps, is that most of them will fail within 5 years. They can coast along when it’s easy but when economic swings and unforeseen circumstances and rising costs rock their bottom line, they unfortunately go belly up.

There are many reasons for business failure, however we’ve outlined that time is the one common denominator that separates successful firms from those that are struggling. Time efficiency allows business owners to focus their expertise, resources, and cash on any problem to solve it.

What’s this SaaS Thing that’s all the Rage?

SaaS stands for Software as a Service. It’s software applications that you “rent” instead of buying or having an IT staff install and manage it. The luxury of using low priced subscription based hr software is no small matter and online software is a godsend for small business people like you who need cost efficiency. It gives you the power of information technology and presents it in a simple to use format. All you need to do is login and begin work. And when you log out, you have more time to spend on your most important business tasks.

There are plenty of UK HR software vendors serving the UK business market, yet they prefer Staff Squared’s SaaS HR solution for its simplicity as well as the helpfulness of our professional customer service staff. The quality of customer service is an intangible, yet who doesn’t appreciate fast, courteous from a software company? Good service isn’t a given. Our many competitors may actually use customer service centers in India to cut costs and outsource something they can’t handle effectively.

Having HR software CSRs right here in the UK eliminates more of stress out of learning any new software and help you get the very best performance out of it.

We know your small business pains and challenges and that you don’t want more. We’ve designed our software especially for SMBs and to make your software experience as painless and efficient as possible.

16 Benefits of Using New SaaS HR Software to run your Business

New online hr software can make worklife much better and power up profitability:

  1. Better control over business processes
  2. Helpful overview of staff activities, performance and attendance.
  3. More time to understand your tough business challenges
  4. More time to strategy and plan key business activities
  5. Provides better focus and direction for staff so they don’t waste their time
  6. Eliminates paper waste and processing activities (e.g. timesheets and vacation forms)
  7. Better communication with staff and thus better customer service
  8. Better awareness of employee problems before you lose them
  9. Better orientation of new employees
  10. Easing employee stress and confusion
  11. Less expensive to finance than purchased and hosted software
  12. Less confusion means you’re more energized, optimistic and less fatigued
  13. Improved employee relationships and happier employees
  14. Better adherence to pressing government regulations and restrictions
  15. More time to improve products/services and your unique value proposition

The features and benefits of SaaS HR solutions for small businesses should ease many of your daily challenges and give you time back to focus on the key challenges of staying competitive and aligning your staff and company goals.

Please visit our small business help center for more tips, strategies, and how to use Staff Squared HR software. Don’t forget to set up a demo so you can see how it works and get your questions answered immediately. No time wasted!

Find out why most businesses fail and discover some great business practices that will keep your business successful. Adopting software for HR is wise and here are some good reasons why HR software saves your time.

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Helping to build a healthier, more consumer-friendly tech ecosystem image

Helping to build a healthier, more consumer-friendly tech ecosystem

Staff Squared date icon1st November 2018

Tag iconTech

Where there is great power there is great responsibility – Winston Churchill, 1906.

Twitter, Facebook et al have succeeded in connecting people all around the world in ways that we could never have imagined only a decade ago.   With just over 2 billion people on Facebook alone, the platform is a central repository of data the likes of which the world has never seen before. Even the much less popular Twitter still boasts 336 million accounts.

While social media companies benefit immensely from this data and generate billions of dollars in revenue from it, they have not taken the steps necessary to secure it.  This is evidenced by the vast number of data breaches reported in recent years, including the infamous Cambridge Analytica scandal.

Staff Squared strongly believes technology companies have a responsibility to balance their business interests with protecting their users’ privacy.    Safeguarding your information while contributing to a healthy, consumer-friendly network is important to us.   For those reasons, we’ve decided to stop engaging on these platforms.  While we can’t give up our pages as another person or company could take them, we will no longer contribute content and advertising on Facebook and Twitter.

We believe social media has plenty of uses for good causes.  We’ll remain hopeful that the promises made to improve privacy settings is taken seriously so that the web and people can continue to benefit from the social good of social media.

You can continue to read our tips and expert knowledge on HR via our blog.  Subscribe to our newsletter for our latest thinking, or drop us a line at customercare@staffsquared.com for enquires and support.  The time we save not propping up these platforms will be invested in driving Staff Squared forward and continuing to deliver the great products and service our customers have come to expect from us.

Written by Simon Swords

Managing Director - Staff Squared

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Are you compliant with work break laws? image

Are you compliant with work break laws?

Staff Squared date icon15th October 2018

Tag iconOperations

Work break laws are overseen by the Working Time Directive and your employee’s contract of employment.  At first glance, they seem relatively simple for your average adult worker, but become increasingly complex as you take a closer look at exceptions and considerations.

As part of our spotlight on Working Time Directive we’ve reviewed the 48 hour maximum and opting-out of the limit.  In this blog we turn our attention to your work break laws and your responsibilities so you can be sure you’re doing what’s legally right.

First, let’s quickly review what counts as work

“Working time” is defined by the Working Time Directive as any period when the worker is working, at the employer’s disposal and carrying out his or her duties.

What counts as work

  • normal duties
  • job-related training
  • job-related travelling time (e.g. as a sales rep)
  • working lunches (e.g. business lunches)
  • time spent working abroad
  • paid and some unpaid overtime
  • time spent on-call at the workplace
  • travel time for mobile employees with no fixed place of work (also called Peripatetic workers)

What doesn’t count as work

  • breaks when no work is done (e.g. lunch breaks)
  • commuting to and from work
  • time when they are on-call away from the workplace
  • unpaid overtime that they have volunteered for (e.g. staying late to finish something off)
  • paid or unpaid holiday

Know your types of breaks

You have a responsibility to make sure that what counts as work does not exceed 48 hours  and that your employees are receiving the correct amount of rest, daily and weekly breaks during their defined working time.

Rest breaks

In general, workers over the age of 18 have the right to 20 minutes rest when working more than 6 hours per day.  A lunch, tea or smoke break can count as a rest break.

The 20 minute rest can’t be split into two 10 minute breaks.  The right to rest after 6 hours is an entitlement to only one block of time unless your employment contract says so.

There’s no statutory right to ‘smoking breaks’.  Employers are not required to give smoking breaks on top of the usual breaks.  Smokers aren’t entitled to more favorable treatment under work break laws.  While it could be an unfavorable stance to not grant them extra time, it might be necessary to avoid hostility amongst employees.

There’s no legislation pertaining to a worker’s right to take religious breaks.  Like smokers, employees have no legal rights to additional religions breaks.  Still, religion is one of the provisions set out in the Equality Act 2010.  Meaning if an employer does refuse a request for religious breaks, they must ensure that they’re not treating them less favourably than employees of another religion.

There is no opt-out permitted.   Whether on an individual basis or by virtue of a collective or workforce agreement.

You can decide when it’s taken… The fact that you’re legally entitled to schedule the break is a hotly contested topic.  There have been cases where the Employment Tribunal ruled against an employer who organised an employee’s work hours so that they break was scheduled at the end of their shift.  You should make arrangements to schedule it somewhere in the middle to avoid

but not where it’s spent. They are entitled to spend the time from their workstation and away from the the premises.

For some special cases of worker, entitlement to breaks does not apply. This class of worker must be allowed:

  • where possible, to take an equivalent period of compensatory rest; or
  • where not possible, offered protection to safeguard their health and safety.
  • This is known as compensatory rest.

Daily breaks

Adult workers have the right to a break of at least 11 hours in each 24 hour period during which they work.  For example, if they finish work at 7pm, they can’t start work again until 6am the following day.

Weekly breaks

Adult workers have the right to 24 hours clear of work each week or 48 hours clear each fortnight.  Put another way, you’re required to grant one weekly rest period at some point during each seven-day period.

Therefore, your employee could work up to 12 consecutive days if the weekly rest periods were granted on the first day of the first seven-day period and the last day of the following seven-day period.

Exclusions and special circumstances to work break laws

As is the case with every Working Time Directive provision, there are a number of exclusions.

  • Workers in an industry with busy peak periods, like agriculture, retail or tourism
  • Workers in industries with 24 hour staffing requirement. For example, those who work in the Armed Forces, security or surveillance-based work, health care services, emergency services or law enforcement.
  • Workers who work with sea, road, or air transport are excluded from the rest break rules. However, there are usually other regulations that apply to these sectors.
  • a job where they freely choose what hours they work (like a managing director) or where the work is not measured (ie no set hours)

Instead of getting normal breaks, these workers are entitled to ‘compensatory rest’. This is rest taken later the same day or the following working day.

Young or adolescent workers

Workers under the age of 18, but over school leaving age (he/she is under school leaving age until the end of summer term of the school year in which you they 16) are classified as a ‘young worker’.

Over 18

Young workers
Rest 

20 minutes for 6 hours

30 minutes for 4.5 hours

Daily  11 hours 12 hours

Weekly 

24 hours

48 hours

Payment

 You’re not obligated to pay for breaks.  Whether or not it is paid will depend on the terms of the employment contract.

Record keeping

There is no requirement under the Working Time Directive for employers to keep records of rest breaks or rest periods.

Nevertheless, a well-rested workforce is happy, engaged and better performing

Technology has given us more flexibility in work than ever.  Workers are increasingly working remotely and aren’t constrained by working hours.  We’re also in an era where retention and staff engagement is critical.  To attract talent and keep staff working effectively and healthy, employers will often promote work-life balance.  Workers however, are then left to their own to set breaks.

Very few will take the full break, or choose to skip it altogether.  This leads to a whole host of mental and physical consequences.  Meanwhile, the benefits of time out are endless – lower stress levels, boost concentration and productivity, reduce sickness absence and healthy weight levels.

So aim to create a culture where taking breaks is the norm.  Encourage them to go outside, stock the kitchen and lead by example.  Your team will be energized and engaged even when work is challenging.  Meanwhile, your business will reap the rewards.

If not for these motivations, do it because of your legal obligations and not doing so can have consequences!

Contact ACAS for more details and exceptions on the Working Time Directive and rest breaks.

Written by Clarisse Levitan

Customer Care Team - Staff Squared

Clarisse works on our Customer Care Team to provide all of our customers to the very best care and guidance when using their HR software.

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