Amazon UK has been in the spotlight again this month as reports emerged that a large number of their staff have developed physical and mental illnesses as a result of their working ‘regime’.
Whilst most often we associate stress with high-flying executive level positions, studies have shown that monotonous and repetitive jobs can cause similar levels of exhaustion leading to stress and depression.
Employers should be cautious when dealing with such issues, particularly as these conditions can potentially be classed as a disability. Should these issues be approached incorrectly, employers can fall foul of disability legislation, potentially resulting in discrimination claims being lodged against them.
In addition to the monotonous working conditions, Amazon has also been criticised for implementing performance targets. It is claimed that this too increases the pressure that employees are put under as businesses that implement such targets can discipline staff should they fail to hit them. Performance targets are often frowned upon, but it is important that a business can set targets in order to achieve productivity from their staff, but it’s vital that such targets are achievable.
Implementing Performance Improvement Plans
When employees persistently fail to meet expected targets, employers are then able to implement a Performance Improvement Plan, or a PIP. PIPs can be a very effective tool when used correctly, as if an employee fails to meet set targets, their employer can consider dismissing the worker fairly on the grounds of their capability.
Sometimes when employees are presented with a PIP, they choose to leave immediately rather than engage with the process. It’s for this reason that in these circumstances, some employers will approach employees with an alternative option of entering into a without prejudice conversation to see if an agreement can be reached to mutually terminate employment by way of a settlement agreement.
Here are my top three tips for employers dealing with these situations:
1. Encourage employees to approach you if they have any concerns about meeting targets and ensure that all staff feel supported within the workplace. If a job is repetitive, consider whether it’s possible to mix up each employee’s day, for example working in different areas.
2. If considering implementing a PIP, liaise closely with the employee in question and aim to set targets that are mutually agreeable.
3. Get advice – I strongly recommend seeking advice when handling such situations, particularly due to the risk of falling foul of discrimination laws.
