Category: Recent Blogs


EU Settlement Scheme

Whilst the ongoing uncertainty surrounding Brexit and the extension of Article 50 until 31st October 2019 can make workforce planning difficult, employers should use this time judiciously. Organisations cannot only undertake contingency planning, but begin discussing EU Settlement applications with employees who are EU Nationals. By doing so, this will give your business and your employees the best chance at successfully navigating through Brexit and beyond.

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Gravitate HR Falkirk

It is a really exciting time for Gravitate HR as we have now launched our bespoke HR support and solutions to SMEs and businesses across Falkirk and Central Scotland.

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Should Your Organisation have a More Flexible Approach to Working Hours?

Should Your Organisation have a More Flexible Approach to Working Hours?

Most offices will work the standard 9-5 business hours which is considered the norm but with employees looking for a better work life balance, is there not another way?

Not all organisations stick to a 9-5 working day but they have a more relaxed, open-minded approach to how many hours their employees work every week.

Tech firm Kisi have released a report on Cities for the Best Work-Life Balance 2019 (See full report here) and the top 5 are:

  1. Helsinki
  2. Munich
  3. Oslo
  4. Hamburg
  5. Stockholm

The top 5 overworked cities are:

  1. Tokyo
  2. Singapore
  3. Washington
  4. Kuala Lumpur
  5. Houston

So how do we compare in Scotland?

Scotland’s overall performance in work-life balance and flexible working is below par compared with other UK nations and regions, according to the CIPD Scotland practice briefing.

  • Despite being the most widespread and desired flexible working option around the UK, access to flexitime (the ability to choose starting and finishing times) in Scotland is second lowest after Wales (29% have used the option compared with 34% in the UK as a whole).
  • Flexible working is seen as more career limiting, with only 10% saying it had a positive impact compared with a 16% national average.
  • Workers have more difficulty taking time off to deal with family matters than elsewhere in the UK (26% in Scotland found it difficult compared with 22% across the UK).

A marketing company in Glasgow, Pursuit Marketing, that switched 120 people to four days in late 2016 claims it has been instrumental in a 30% increase in productivity.

While this has had a lot of positive effects, there have also been some negative ones too – Some companies have found that shortening their working week has seen a rise in workplace stress due to the pressure and demand of work intensifying, resulting in an unpleasant working environment.

So maybe you can’t commit to switching to a 4-day week, what else can you do to ensure employees have a good work life balance?

  • Offer additional annual leave allowance above the statutory minimum entitlement.
  • Have a flexible working policy which is actively promoted.
  • Allow flexi-time and homeworking.
  • Consider introducing wellness days.
  • Promote a culture of ‘working smarter, not harder’.
  • Train managers to spot signs of stress and a poor work-life balance.
  • Allow staff to attend counselling and support services during working hours as they would for other medical appointments.
  • Encourage activities that promote good mental health, for example lunchtime exercise or relaxation classes.

The advice and guidance of Gravitate HR can help to facilitate this flexible approach in your organisation, and you can contact a member of our team for a further discussion.


Inside or Outside of IR35? HR can help

The concept of a ‘disguised employee’ continues to be a source of discussion in all kinds of circles: accounting and taxation; HR and employment law; and indeed politics (when Brexit takes a backseat for just one second!). ‘Disguised employees’ is a term used by HMRC to define workers who are supplying a service to a client on a business-to-business basis, most commonly in the form of a limited company, when they are effectively operating as an employee of that company. The tax avoidance associated with this led to the introduction of IR35.

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DiSC Evaluation – How can it help your organisation?

The Gravitate HR Glasgow team joined the Edinburgh team last week to take part in a DiSC evaluation session with Gravitate’s very own Gillian Steele who is a qualified DiSC Practitioner.

DiSC evaluation provides insight into the different personality types and preferred communication styles that the people in your team possess. This can be a useful tool for; team building, employee communication, conflict management, motivation, employee engagement, productivity and career development.

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Summer 2019 Newsletter

Have a read of our latest Summer 2019 Newsletter. In this edition we cover:

  • Team Updates
  • New Blog Posts
  • Gravitate HR E-Learning
  • Employment Law Round-Up
  • HR Quiz

If you would like to sign up to our mailing list, please email 

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My Second Week at Gravitate HR

Anna, our HR Assistant in the Edinburgh Office, gives us an update on her Second Week at Gravitate HR.
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Why Sleep Matters

In our latest blog, Celine reflects on our latest lunchtime seminar in Glasgow with Strathclyde Sleep Research Unit.

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My First Week at Gravitate

Our newest colleague in Edinburgh, Anna, reflects on her first week at Gravitate.

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My First Week at Gravitate HR

Starting a new job can be daunting at first and I was nervous for my first day at Gravitate HR; however, as soon as I arrived the team couldn’t have been nicer. I was taken aback by the many messages I received from the team wishing me well and letting me know to get in touch should I need anything. I knew right away that this was a close knit-team and my nerves soon disappeared! Read more