Dec 6, 2023 | IT
The Christmas Bonus – Is It Worth It?
The Christmas Bonus – Is It Worth It?
Christmas bonuses, like so many other phrases, have lost their meaning over the years. Originally, the term “Christmas bonus” was used to describe any financial gifts given to an employee or worker by an employer during the holiday season. Today, it’s increasingly used as a blanket term for bonuses given on an employee’s pay that’s usually associated with the holiday season. It’s also often referred to as a year-end bonus. Despite the amount being paid, or its frequency, Christmas bonuses nowadays are still seen as a reflection of an employer’s gratitude and respect to its workers. But is it actually worth it for you as an employer to give a Christmas bonus?
Benefits of a Christmas Bonus
Although employers may be wary of the financial implications of giving a Christmas bonus, there are several benefits associated with it. Firstly, an employer you could boost the economy with a bonus distribution. Usually, a small bonus of 20 or 30 Pounds to a few hundred Pounds can make a huge difference to low-income earners who could use the extra money to purchase necessities and even non-essential items. This stimulates the local economy and could create a ripple effect in various industries. It also shows appreciation for the employees, which in turn can improve employee satisfaction and loyalty. Moreover, it helps to offset price increases, particularly from the growing cost of living for low-earners.
Arguments Against a Christmas Bonus
Employers’ main concern when it comes to the Christmas bonus is the financial cost. For small businesses especially, these one-time bonuses can be a huge financial strain, one that can easily thwart a company’s plans and goals. Another worry would be the unfairness associated with it. This refers to companies that may give a Christmas bonus skewed towards their higher-earning employees, while their lower-earning counterparts get a far lesser bonus or none at all. Lastly, there’s the issue of lesser motivation. Financial bonuses, while a nice gesture to show appreciation, can lead to employees to become more reliant on the yearly bonus and feel less incentive to work hard during the rest of the year.
Conclusion
In conclusion, there are definite pros and cons employers must assess when it comes to giving Christmas bonuses. On one hand, employers may fear the financial burden and potential unfairness that comes with these once-off bonuses. On the other hand, they can be beneficial to the local economy, show appreciation for employees, and offset price increases for their lower-income employees. Ultimately, employers must weigh up the financial implications of giving a Christmas bonus and factor in the specific needs and circumstances of their employees and company, before deciding whether a Christmas bonus is worth it.
Dec 6, 2023 | IT
3 Things to do Before Recruiting IT staff
Recruiting the best talent to fill a position in your company is a task that requires a great deal of planning and careful consideration. This is especially true for IT positions where the skills needed are highly specialized and more expensive to go out and acquire. As such, it’s best to take the time to do research, examine the salary implications, and get an expert’s opinion before deciding who to bring on board. Here we will discuss three key things you should do before recruiting in the IT space.
- Introduction
Before making the decision to recruit in the IT field, it is important to remember that there is more to selecting and hiring a candidate than just selecting the best applicants. You need to not only ensure that the particular knowledge and skills needed for the position are met, but it is also important to consider salary and other potential factors.
- Consider Salary
Before recruiting, it is important to do research on the average salaries for the given position in the particular area and understand what the best salaries are that you can realistically pay given the skills you need. It’s a good idea to research salaries on job sites like Indeed, Langley James website is the ideal place to go https://www.langleyjames.com/ in order to gain an understanding for how much to pay. Additionally, it is important to identify which skills are necessary for the position, and to pay accordingly. For example, a candidate with a high level of experience with a certain coding language may be able to command a higher salary than someone who has slightly less experience but is still qualified.
III. Are you really looking for like for like or new for old?
Consideration should be given as to whether now, would be the ideal time to restructure the department? Would now be a good time to consider perhaps trailing a contractor? Recruiting a contractor, could give you a better insight into, exactly what you`re looking for. Just because you’ve always had a specific position within your company doesn’t necessarily mean that’s what you still need. Has the nature of the role evolved since you last had to fill it? Another thing to consider, is whether you’d be better recruiting the replacement for this specific role internally. Then using a recruitment company to help recruit, for that position? This could be a more cost and time effect way of addressing the situation.
- Get Expert Advice
When recruiting in the IT field, you should always consult with recruiting agencies and those in the IT industry. You may even want to consult those at the manager level, as these people usually have an eye for spotting the best talent. An experienced recruiter will be able to identify the needs of the job and find candidates that meet those needs. Obtaining the advice of a qualified individual in the field of IT can also help you as you navigate the recruitment process and make smart choices about the type of candidate you are looking for.
In addition to consulting a recruitment agency, it is also wise to find an expert in the IT field you are recruiting for. This individual can provide you with the knowledge on which particular skills and qualifications you should be looking for in candidates, as well as any trends they might be seeing in the tech industry. Such a person can provide invaluable insight into understanding the expectations for a given IT position in your area.
- Conclusion
No matter what the industry, doing adequate research and getting advice from qualified individuals is important when it comes to recruiting the right candidate. Not only does this help ensure a well-rounded search for both the company and the candidate, but it also gives the company the proper information needed to make informed decisions prior to hiring. By doing research, examining salary implications, and getting expert advice, you can help ensure that you make the right hiring decisions when recruiting in IT.
Dec 6, 2023 | IT
The Dangers of the Christmas party alcohol mixed with unsolicited sexual behaviour.
The holiday season is a time of celebration, and for many, the favorite way to celebrate is with a Christmas party. The office Christmas party is a gathering of friends and colleagues, who having worked closely together for the last 12 months, gather at an venue. Perhaps for the only time in the year. Unfortunately, as with any large gathering, there can be some risks associated with attending a Christmas party, particularly when it comes to Christmas party alcohol inhibits people’s inhibitions, which can lead to dire consequences. What seemed like harmless fun at the time, and be anything but, come the sober light of day. These are all things that as an employer you could have to take responsibility for even be held accountable.
The Dangers of Christmas Party Alcohol
Alcohol is commonly associated with Christmas parties, but it is important to recognize the potential hazards that can come from drinking alcohol in an uncontrolled setting. Alcohol, when consumed in large amounts, can have a range of devastating results. At the most basic level, alcohol causes inhibition of judgment and reaction time. This can lead to dangerous activities and decisions, such as attempting to operate a vehicle while intoxicated or engaging in risky sexual behavior. Now there is nothing wrong with consuming a few alcoholic drinks, in a safe environment. All your employees are after all adults, and accountable for the their own actions. But as employers, the buck could potential stop with you, should things go awry. Perhaps consideration for ensuring non-alcoholic drinks, such as water or juice, are available. Having food available, can also reduce people’s intoxication? Finally, be aware of your companions. If you are attending a Christmas party with a group of friends, make sure that everyone is aware of the potential risks of alcohol consumption and is abiding by the same rules.
The Dangers of Sexual behaviour at Christmas Parties
While alcohol can present a range of physical risks, sexual tension at a Christmas party can lead to a number of social risks. Sexual tension is the strong feeling of attraction between two individuals and can be exacerbated at a Christmas party, where people may be feeling more relaxed and likely to indulge in risky behaviour. The consequences of sexual tension can range from simply feeling awkward and embarrassed to a more serious breach of consent. If sexual tension leads to more intimate contact, it is important to ensure that both individuals are comfortable and that they both understand the parameters of the situation. Without clear consent, any sexual activity carries the potential for legal and social repercussions. In order to recognize and manage sexual tension, it is important to be aware of the warning signs. If you find yourself in an uncomfortable situation, it is important to trust your instincts and do your best to remove yourself from the situation. If you see someone else in an uncomfortable situation, it is your responsibility as an employer to check in with them and ensure that they are comfortable and not feeling pressured.Finally, it is important to take steps to reduce the potential for sexual tension at a Christmas party. To do so, it is important to ensure that the atmosphere of the party is professional and that suggestive conversation and behavior is not tolerated. If desired, a “no alcohol” policy can be designated to reduce the potential for overindulgence in alcohol, which can increase the chances of risky sexual behavior.
Conclusion
Christmas parties can be a time of great joy and revelry but, unfortunately, they can also present a range of risks due to alcohol consumption and sexual tension. The best way to reduce the potential for harm is to be aware of the potential risks and to take steps to manage them. This includes drinking in moderation, understanding the signs of sexual tension, and ensuring that any sexual contact is consensual. By following these steps, you can ensure that your Christmas party is a time of joy and merriment and not one filled with regret.
Jul 31, 2020 | IT Salary Guide
Sometimes you just need to know how your salary compares to the competition – whether that be for yourself or your next hire.
New July 2020 Salary Guide Data Just Published – View Now
Below is a selection of the positions we have recently filled and the average salary accepted.
Management – Permanent & Contract
|
Permanent Salary |
% Rate Change |
Contract Rate |
% Rate Change |
Chief Technology Officer (CTO) |
£100,000 |
-9% |
£1050 |
+4% |
|
Chief Information Officer (CIO) |
£84,000 |
+16% |
£973 |
+3% |
|
IT Director |
£100,000 |
-1% |
£710 |
-13% |
|
Head of IT |
£73,500 |
+1% |
£850 |
+6% |
|
IT Manager |
£55,000 |
0% |
£540 |
+1% |
|
Infrastructure Manager |
£60,000 |
-2% |
£530 |
-2% |
|
DevOps Manager |
£85,000 |
0% |
£680 |
+1% |
|
Senior Network Manager |
£65,000 |
-22% |
£630 |
+12.5% |
|
Security Manager |
£65,000 |
-7% |
£650 |
+3% |
|
Senior Service Delivery Manager |
£57,500 |
0% |
£530 |
0% |
|
Service Desk Manager |
£41,500 |
-2% |
£415 |
+17% |
|
Database Manager |
£50,000 |
-11% |
£695 |
-2% |
|
Development Manager |
£72,500 |
-3% |
£650 |
0% |
|
E-Commerce Manager |
£64,000 |
-1% |
£460 |
-8% |
|
Systems Manager |
£50,000 |
0% |
£515 |
-12% |
|
Team – Permanent & Contracts
|
Permanent Salary |
% Rate Change |
Contract Rate |
% Rate Change |
1st Line Support |
£26,000 |
+2% |
£190 |
-1% |
2nd Line Support |
£31,000 |
-4% |
£220 |
-1% |
3rd Line Support |
£39,000 |
0% |
£330 |
-7% |
Mac Engineer |
£35,000 |
+3% |
£225 |
-7% |
Applications Support |
£40,000 |
-20% |
£450 |
-4% |
Business Analyst |
£52,500 |
0% |
£530 |
-10% |
Systems Analyst |
£40,000 |
-3% |
£442 |
-11% |
Database Administrator |
£50,000 |
0% |
£530 |
+1% |
.NET Development Team Leader |
£73,000 |
-14% |
£575 |
-14% |
Service Desk Team Leader |
£36,250 |
+4% |
£300 |
-6% |
Network Engineer |
£50,000 |
0% |
£470 |
0% |
Infrastructure Engineer |
£47,500 |
0% |
£470 |
0% |
Systems Architect |
£72,500 |
0% |
£690 |
-3% |
Project Manager |
£55,000 |
0% |
£560 |
0% |
Linux Administrator |
£44,500 |
-1% |
£570 |
+7% |
Software Architect |
£75,000 |
+7% |
£650 |
0% |
Snr Systems Administrator |
£48,000 |
+3% |
£420 |
0% |
Snr Cisco Network Engineer |
£73,750 |
+28% |
£440 |
-22% |
Network Security Engineer |
£58,750 |
-2% |
£475 |
-5% |
*Contract Rate includes Langley James mark up fee. Which is an 18% mark up with a minimum £50.
As specialist recruiters in the IT market place, we network extensively with people to ensure we can find the top talent when companies are considering recruiting or have particular business issues they may need to address.
We have worked with a wealth of companies across the UK having saved them both time and money when recruiting for key positions in their teams.
If there is anything you would like assistance with, even just advice, or insight on anything recruitment related, please get in touch.
Feb 4, 2020 | Well Being
It’s Sunday night. You’ve spent much of the day in your jim-jams binging box sets, but you’ve just crossed that uneasy 6pm line between the weekend and Monday eve. Thoughts of work creep in and interfere with your chill. Wide-eyed you suddenly remember the work you bailed on in favour of a Friday afternoon wine. Anxiety strikes and you start to fear the coming dawn.
It’s OK, we’ve all been there. But, what now?
First things first, calm down. Sure, it would’ve been better if you’d met your deadlines, but you’ll be a model of focus and self-control with these 5 clever tactics to help you form a fast and highly effective plan for fighting off the dreaded Sunday night fear;
1: Focus
The biggest waste of time right now is panicked, anxious, self-critical thought. Woulda, coulda, shoulda nonsense offers no value or solutions. Take a deep breath and decide right now to focus on an action plan instead of paralysing thought-analysis.
(exhale) Game face time.
2: Get organised
With your newfound focus, list every incomplete task you can remember from last week and prioritise two things:
- Stuff your boss wants asap
- Stuff your whistle-blowing clients or colleagues want asap
This is what you need to do first to avoid the first wave of trouble. Everything else can wait.
3: Prepare some easy wins
Next up, let’s add achievement and progress to the plan for tomorrow. Go back to your list and look at:
- Jobs you’ve nearly finished
- Jobs that’ll take 5/10 minutes to complete
- Bigger jobs that you can start to demonstrate you’re “on it”
With the urgent stuff done, your ‘job complete’ list is about to look pretty impressive. Perhaps better than a normal day! Doesn’t that feel good?
4: Remember your successes
With a solid catch up plan now in place why not add a layer of self-care?
Let go of the ‘what I didn’t do’ worry and recall what went well. We give ourselves such a hard time, it’s important to celebrate the wins too. After all, if challenged you’ll want to run off your wins without hesitation.
This leads us nicely to the final part of your fear battle…
5: Reward yourself
No one will appreciate the effort involved to haul yourself from the brink of calamity so there’s unlikely to be gold at the end of your secret and suspiciously brown rainbow. Instead, bask in the smell of your own glory by rewarding yourself with an unusually elaborate lunch or special treat.
Phew! Panic over. In just five easy steps you’ve calmed down, worked out how you’ll meet deadlines, prioritise tasks and enjoy recent successes. Thinking about your achievements will improve confidence, reduce stress and get you back on track for a good night’s sleep and a productive week. Well done. Now to plan that fancy-ass lunch!
Feb 4, 2020 | HR, Management
With the latest amendment to the IR35 rules, there seems to be a lot of scaremongering going on amongst companies seeking contractor services. We want to reassure you there is nothing to worry about, it’s very straight forward.
On the 6th April 2020 the rules regarding IR35 determination change. From this date, the end client will need to provide a Status Determination Statement for all roles intended for a contractor. This change happened in the Public sector on the 6th April 2017. We implemented the changes at Langley James at that time and to be honest, with the exception of a few contractors initially disliking the decision the clients made, (the client has the final decision) we have experienced no further problems.
It’s not about the contractor, It’s about the role.
Any contractor from the 6th April will need to be given a “Status Determination Statement” which should be prepared when the role is scoped determining whether it is inside or outside of “IR35”. You, the client, will be obliged to present the recruitment agency and the contractor with the Status Determination Statement on each role. The statement is not a blanket company-wide statement, it’s on the specific role, so you will need to produce a new statement for each role. The Statement will clearly outline and explain the reasons behind the decision. so, as long as you show you’ve taken “reasonable care” to come to the decision, and also file the appropriate tax documents, say HMRC, you will avoid being penalised. IR35 isn’t a choice or preference, it’s a determination.
CEST Tool
The easiest way of doing that is by using the government’s own CEST tool, otherwise known as “Check Employment Status for Tax”. As long as you have answered the questions correctly about the role it will give you a determination. Ensure that you save and keep a copy of the determination in the event the case ever questioned in the future, this can be used as the “Status Determination Statement. That’s it, move on and hire.
Outside IR35 – The Contractors Preference
Contractors can choose to work on whatever they want however, as of April, they will be unable to determine the IR35 status of a contract themselves. Instead, they must decide if they want an inside or outside contract and apply accordingly.
A contract role can be deemed as outside of IR35 if a project requires a specialist professional with specific services, skills or equipment. The job must have a clear objective that, once achieved, will signal the end of the contract. Typically, estimated project delivery timescales, cost and equipment requirements will be expected along with contractual service replacement clauses to cover the client should the contractor fail to complete as expected.
You can build in timelines and drip feed the payment if you scoped the project to take 12 weeks you can pay a 12th per week, if it takes longer. In fact, it is similar to getting the builder in where you decide while he’s there to give him another job, on top of what you gave him originally. The contractor should also not be solely reliant on one source of work and ideally have multiple clients. However, to be truly outside IR35 compliant, a contractor undertaking the role needs to be exposed to financial loss if the contract project doesn’t work out.
Instead of fretting about IR35’s finer points, just start treating contractors like the external service providers they are and not as employees. Stop asking them to start work at 9am alongside your staff, try not to give them any equipment unless absolutely necessary and hold regular update meetings instead of trying to manage them.
Inside IR35 – Similar to a Temp
This applies to contractors who would be employees if it weren’t for the intermediary through which they work. To be truly self-employed, and for IR35 not to apply, the end client can not have Supervision Direction or Control over the contractor, so if you do, they will be “Inside IR35”.
If the role is deemed to be inside IR35, and your contractor is up in arms about it, discuss it with the Recruitment Agency (hopefully that’ll be Langley James!) and they will find you someone who will work within IR35. They will generally work with an Umbrella Company accredited by the Freelancer and Contractors Services Association (FCSA) and the recruitment agency should have carried out due diligence on the Umbrella Company.
Why the panic?
A genetically encoded fear of HMRC combined with the stubborn attitudes of contractors who know their roles are not really outside of IR35. Many of them have self-certified their roles outside IR35 and enjoy the tax benefits that come with it, however now it is up to you, the client. If deemed to be inside IR35 the contractor will have to pay tax like any other employee which has a significant impact on their lifestyles.
NB: remember Contractors are paid over and above their permanent counterpart compensating them for being temporary, loss of sickness, holiday pay, pension contributions, and both employee and employer National Insurance contributions as well as any other benefits their permanent counterpart would receive.
Will their rates need to be increased?
In short no. Naturally, they would love them to be but you are not obliged to increase them. Their rate hasn’t changed, instead just their taxation.
Who is being bullied?
You are. Contractors, especially those currently working with you, will pressurise Clients to classify roles as Outside of IR35, it has huge tax-saving benefits for them but puts you at risk should the role really be inside of IR35.
The message?
Don’t panic. Take control. Learn how to define your projects/roles and have the confidence to make the right decision. Properly defining the roles will give you the best choice of the right kind of contractors. Both Inside and Outside of IR35 Contractors have their place so, use them appropriately.
Further notes
What is IR35 Tax Legislation
IR35 is the name given to a tax legislation that is aimed at identifying individuals who are avoiding paying the tax that they should be. The IR35 legislation specifically challenges those people who supply their services to clients via their own company, often known as a ‘personal service company’, be it a limited company or a limited liability partnership, who, in the ever-watchful eyes of HMRC, should be classed as ‘disguised employees’. This basically means that HMRC do not recognise the contractor in question as ‘self-employed’ from a taxation perspective and therefore they should be taxed the same way that a permanent employee should be, thus falling insider what is called IR35.
April 2000
Was when the first piece of legislation came into force and is properly known as the Intermediaries Legislation. IR35 takes its name from the original press release published by the then Inland Revenue (now HMRC) announcing its creation
Chapter 8 of ITEPA 2003
The term ‘IR35’ applies to Chapter 8 of ITEPA 2003 (and originally the reference number of the original Inland Revenue press release), in cases where the contractor is in charge of determining his/her employment status.
Chapter 10 of ITEPA 2003
Chapter 10 of ITEPA 2003 provides the legal basis for the engager (‘client’) becoming responsible for determining the employment status of the worker in the public sector (from April 2017) and private sector (from April 2020).
Further reading
IR35: Time for the private sector to get its house in order?
CIPD – Off-payroll working rules from April 2020
Fines
The contractor will be fined, but if the contractor can prove they were put outside IR35 by the client, the client will be responsible for unpaid taxes and the fines below associated with it
- 30% of the unpaid taxes if HMRC finds negligence or carelessness about the IR35 status
- 70% of the unpaid taxes if HMRC finds you knew you they were within IR35 but ignored it
- 100% of your unpaid taxes if the IR35 status has been hidden.
Langley James is one of the UK’s best known IT Recruitment Agencies specialising in IT Support, Infrastructure and Software Development positions for all sectors and levels of seniority anywhere in the UK.
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