Category: Ceequel Apps

Responsible Workforce Technology: Better Information Without Losing Employee Trust

Workforce technology gives organisations unprecedented visibility over working time, attendance, access, absence and operational performance. Used correctly, it can improve payroll accuracy, reduce administration, control labour costs and help protect employees. Used without clear safeguards, however, the same technology can create legitimate concerns about privacy, fairness and excessive monitoring.

Responsible workforce technology is not about collecting as much employee information as possible. It is about using the right information, for a clearly defined business purpose, with appropriate security, transparency and human oversight.

This distinction is becoming increasingly important. The UK Government is currently considering how workplace-monitoring technologies should be managed, with a particular focus on clarity, transparency, employee voice and responsible implementation. This is a consultation rather than final legislation, but it gives employers a clear indication of the direction in which expectations are moving. Read the Government’s workplace-monitoring consultation.

Workforce technology should have a clear purpose

Every workforce system should begin with a legitimate operational requirement.

An employer may need to record attendance so employees are paid accurately, manage access to restricted areas, confirm who is present during an emergency, monitor working-time compliance or understand the labour used on a particular job or production process.

These are valid business purposes. Problems arise when information collected for one reason is subsequently used for an unrelated purpose without proper consideration, communication or justification.

Before introducing any workforce technology, an organisation should therefore be able to explain:

  • What information will be collected.
  • Why that information is required.
  • How it will be used.
  • Who will be able to access it.
  • How long it will be retained.
  • Whether it will contribute to any automated decisions.
  • What choices or alternatives are available to employees.

Transparency creates confidence

Employees should not have to guess how workplace technology affects them.

Clear communication helps employees understand that a time-and-attendance system is there to create accurate records, that access control protects people and premises, or that operational data is being used to improve production rather than simply scrutinise individuals.

Where appropriate, employers should consult employees and their representatives before new technology is introduced. This provides an opportunity to explain the business requirement, answer questions and identify legitimate concerns before implementation.

Transparency is particularly important where technology involves location data, biometrics or detailed operational information.

Biometric technology requires additional care

Facial recognition can provide fast, contact-free and highly accurate employee identification. It can reduce forgotten credentials, discourage “buddy clocking” and support secure access control.

However, biometric information used to identify a person is special-category personal data. The Information Commissioner’s Office states that organisations must complete a Data Protection Impact Assessment before processing biometric data to identify workers.

Employers must also establish an appropriate lawful basis, demonstrate that the proposed use is necessary and proportionate, and consider whether a less intrusive alternative could achieve the same objective.

Where consent is being relied upon, employees must have a genuine choice. The ICO gives the example of providing a swipe-card alternative without disadvantaging employees who do not wish to use biometrics. Read the ICO’s guidance on biometric time and access control.

This does not mean that facial recognition cannot be used responsibly. It means that the organisation introducing it must make a considered and properly documented decision.

Collect only what is needed

A responsible system should allow organisations to configure technology around their actual requirements rather than forcing them to collect unnecessary information.

For example, a mobile employee may need to confirm that they have arrived at an authorised work location. That does not automatically mean their movements need to be continuously tracked throughout the working day.

Similarly, operational technology may need to record which employee completed a job or production operation, but this should not become unrestricted personal surveillance.

The principle is straightforward: collect the information needed to achieve the defined purpose—and no more.

Important decisions should remain subject to human oversight

Workforce systems can identify exceptions, highlight patterns and provide managers with better information. They should not remove appropriate management judgement.

An attendance pattern may require investigation, but the system will not necessarily understand the personal or operational circumstances behind it. A productivity variance may identify a problem, but it may have been caused by machine downtime, material shortages, training requirements or an unrealistic production target.

Technology should support fair, consistent and informed decisions. Managers should remain able to review the underlying information, correct errors and consider the wider context before action is taken.

Security must be designed into the solution

Workforce information must be protected throughout its lifecycle.

This includes appropriate access controls, encryption, secure communications, clearly defined administrative permissions, retention policies, audit trails and reliable deletion processes. Remote access should also be controlled, authorised and restricted to the systems and time periods genuinely required.

The organisation using the system remains the data controller and is responsible for determining why and how employee information is processed. The technology provider should support that responsibility through secure design, clear documentation and configurable controls.

The Ceequel® approach

Ceequel® brings together Time & Attendance, HR, Employee Self Service, Access Control, Visitor Management, mobile clocking and Operational Intelligence within one configurable software suite.

This allows organisations to establish consistent controls across workforce processes while maintaining clear distinctions between different types of information and their intended purposes.

Depending on the organisation’s requirements, Ceequel can support:

  • Facial recognition or non-biometric proximity credentials.
  • Defined user roles and administrative permissions.
  • Accurate time, attendance, absence and working-hours records.
  • GPS and geofenced mobile clocking for authorised locations.
  • Controlled access to buildings and restricted areas.
  • Interactive fire and evacuation information.
  • Job, operation, output, downtime and labour-cost analysis.
  • Audit trails supporting management and compliance requirements.
  • Integration with payroll, HR and wider business systems.

The communications software used within Ceequel clocking devices is designed and coded by ELF Productivity Ltd, providing secure, encrypted communication between hardware and the Ceequel software environment.

Crucially, Ceequel provides information to authorised managers; it does not replace their responsibility to make fair, proportionate and properly informed decisions.

Better control and responsible use belong together

Organisations do not have to choose between operational visibility and employee trust.

A well-designed workforce-management system can help employers control labour costs, improve payroll accuracy, manage compliance and make better decisions while still respecting privacy, proportionality and individual rights.

The strongest workforce technology is not simply the technology that collects the most information. It is the technology that gives an organisation the information it genuinely needs, protects that information properly and enables it to be used openly, fairly and responsibly.

To discuss how Ceequel® can support responsible workforce management across your organisation, contact ELF Productivity Ltd or request a demonstration.

Why Corporate Businesses Must Start Preparing for Martyn’s Law

The Terrorism (Protection of Premises) Act 2025—more commonly known as Martyn’s Law—will introduce new legal responsibilities for organisations responsible for certain publicly accessible premises and events.

Named in memory of Martyn Hett, one of the 22 people killed in the Manchester Arena attack, the legislation aims to ensure businesses are better prepared to protect employees, visitors and members of the public in the event of a terrorist incident.

Although Martyn’s Law is not yet in force, the Government has published statutory guidance and confirmed an implementation period of at least 24 months from Royal Assent on 3 April 2025. Organisations likely to fall within its scope should use this time to understand their responsibilities and begin preparing. Government guidance makes clear that businesses may wish to start considering the requirements before the legislation formally commences.

Which organisations will be affected?

Martyn’s Law does not automatically apply to every corporate office or workplace. It principally applies to qualifying premises used for activities listed within the Act, where members of the public may be present.

The legislation establishes two principal tiers:

  • The standard tier applies to qualifying premises where between 200 and 799 people, including employees, may reasonably be expected to be present at the same time.
  • The enhanced tier generally applies where 800 or more people may be present at the same time.

Qualifying public events attended by 800 or more people may also come within the enhanced requirements where entry controls are in place.

Corporate groups operating shops, hotels, leisure facilities, conference venues, healthcare environments, visitor attractions or other publicly accessible locations should therefore assess each site individually. A single organisation may be responsible for several premises, but the risks and necessary procedures may differ from one location to another.

Why businesses should act now

Preparing for Martyn’s Law should not be viewed simply as another compliance exercise. At its heart, the legislation is about ensuring organisations can respond quickly and effectively when lives may be at risk.

Businesses need to consider how they would:

  • Evacuate people away from danger.
  • Move people to a safer area within the premises—known as invacuation.
  • Lock down all or part of a building.
  • Communicate clear and timely information during an incident.

For enhanced-tier premises and qualifying events, organisations will also need to consider appropriate measures to reduce their vulnerability to attack and limit the risk of physical harm.

This requires more than producing a written policy. Businesses must understand who is on their premises, control how different areas are accessed and ensure that accurate information is available to those managing an emergency.

Knowing who is on site

One of the greatest challenges during any emergency is establishing who is actually present.

Employees may work across different locations, while contractors, agency workers and visitors may arrive and leave throughout the day. Paper visitor books and disconnected systems can quickly become inaccurate, particularly across large or multi-building sites.

Ceequel Visitor Management System provides a controlled and auditable process for managing visitors and contractors. Visitors can be pre-registered before arrival, issued with appropriate site information and recorded as they enter and leave.

Contractor documentation—including RAMS, Public Liability Insurance and other compliance records—can also be managed within the system, helping organisations strengthen their wider site-control processes.

Controlling access across the organisation

Ceequel Access Control allows businesses to manage who can enter particular buildings, rooms and controlled areas.

Access permissions can be defined by person, department, role, location or time of day. Lost cards and fobs can be cancelled immediately, temporary permissions can expire automatically, and facial recognition templates can be removed from connected devices centrally.

For organisations with multiple locations, access policies can be managed from a central point while still allowing authorised local administration. This helps create consistency across a corporate estate without ignoring the individual operational requirements of each site.

When planning for Martyn’s Law, access control can also form part of a wider strategy for evacuation, invacuation and lockdown. Depending upon the organisation’s agreed procedures and system configuration, doors and controlled areas can be managed to help direct people away from danger or prevent access to higher-risk areas.

Providing accurate emergency attendance information

Ceequel Fire Register brings employee, visitor and contractor attendance information together to provide an accurate, real-time view of who is believed to be on site.

The system can identify which building or area an individual last entered and provide emergency information to authorised personnel. Photographs can also assist with identification, while mobile access allows information to remain available away from a fixed reception desk or computer.

Although originally designed to support fire evacuation, accurate attendance information can form an important part of broader emergency preparedness. Knowing who may still be inside a building, who has arrived as a visitor and where people were last recorded can support a more informed response.

Bringing systems and procedures together

No single piece of software can make an organisation compliant with Martyn’s Law. Legal responsibility remains with the organisation or individual responsible for the qualifying premises or event.

Technology can, however, provide the visibility, control and evidence needed to support well-designed procedures.

By integrating Ceequel Access Control, Ceequel Visitor Management System and Ceequel Fire Register, organisations can create a more joined-up approach to:

  • Managing employees, visitors and contractors.
  • Controlling access to buildings and restricted areas.
  • Maintaining real-time attendance information.
  • Supporting evacuation, invacuation and lockdown procedures.
  • Managing multiple locations through a central system.
  • Demonstrating that security and emergency processes have been properly considered.

Preparation should begin before the deadline

Martyn’s Law represents an important change in how organisations approach public protection. Those that begin preparing now will have time to assess their premises, identify weaknesses, review responsibilities and test their procedures properly.

The objective should not be to do the minimum necessary to satisfy legislation. It should be to create an environment in which employees, visitors, contractors and members of the public are better protected—and where those responsible for managing an emergency have accurate information when every second matters.

Ceequel can assist organisations on that journey by bringing access control, visitor management and real-time emergency attendance information together within one integrated platform.

Replacing Mitrefinch TMS: A Practical Guide for UK Employers

As workforce management requirements continue to evolve, many organisations are reviewing whether their existing Time & Attendance solution remains aligned with their operational, payroll, compliance, and workforce management objectives.

If your organisation currently uses Mitrefinch TMS and is considering its future options, this guide provides a practical framework for assessing whether your current solution continues to meet your needs and, if not, what should be considered when evaluating alternative platforms.

This article is intended as an impartial guide to help employers make informed decisions based on their own business requirements.

Why Organisations Review Their Time & Attendance System

Time & Attendance systems are a critical component of workforce management. As organisations grow, diversify, or modernise their operations, requirements often change.

Common reasons for reviewing an existing solution include:

  • Increasing payroll administration and manual intervention.
  • Expansion across multiple sites or locations.
  • Greater use of remote, mobile, or field-based employees.
  • A requirement to integrate Time & Attendance with HR, Payroll, ERP, Access Control, or Visitor Management systems.
  • The need for improved management visibility and reporting.
  • Changes in working practices, legislation, or compliance requirements.
  • Hardware refresh programmes or software renewal cycles.
  • Business acquisitions, mergers, or organisational restructuring.

A system review does not necessarily mean a replacement is required. However, it provides an opportunity to assess whether the current solution continues to deliver the functionality, efficiency, and return on investment expected by the business.

What a Modern Workforce Management Solution Should Deliver

A Time & Attendance solution should do more than simply record employee attendance. It should provide accurate workforce data that supports operational decision-making, payroll accuracy, compliance, and employee engagement.

When evaluating any solution, organisations should expect:

Accurate Workforce Data

  • Real-time attendance monitoring.
  • Automated calculation of working hours.
  • Accurate overtime and absence management.
  • Reduction in manual payroll adjustments.

Improved Management Visibility

  • Real-time workforce dashboards.
  • Exception reporting.
  • Attendance trend analysis.
  • Labour cost visibility.

Streamlined Payroll Processing

  • Automated payroll preparation.
  • Clear audit trails.
  • Reduced payroll queries.
  • Reliable integration with payroll systems.

Workforce Compliance

  • Working Time Regulations monitoring.
  • Absence tracking.
  • Audit and reporting capabilities.
  • Accurate records for compliance purposes.

Enhanced Employee and Manager Self-Service

  • Electronic holiday requests.
  • Manager approvals.
  • Employee access to attendance records.
  • Mobile workforce capabilities where required.

Key Questions to Ask During a System Review

Whether reviewing your current supplier or considering alternative providers, consistency is essential. Every supplier should be evaluated against the same criteria.

Payroll Management

  • How are exceptions and anomalies identified and managed?
  • How are audit trails maintained?
  • How does the system reduce payroll administration?

Business Rules

  • Can the solution accommodate existing working rules and agreements?
  • How flexible is the configuration?
  • Can future changes be implemented without development work?

Hardware and Data Collection

  • What clocking methods are available?
  • Can existing hardware be retained?
  • What options exist for mobile or remote workers?

Integration

  • What integrations are available with Payroll, HR, ERP, Access Control, and Visitor Management systems?
  • Are integrations proven and supported?

Security and Hosting (for cloud based systems)

  • Where is data hosted?
  • What security standards are maintained?
  • What service levels and support arrangements are provided?

Implementation

  • What does the migration process involve?
  • How is data transferred and validated?
  • What support is available during and after implementation?

Commercial Considerations

  • What are the initial implementation costs?
  • What ongoing support and maintenance costs apply?
  • Are there any additional licensing or usage-based charges?

The Importance of a Structured Migration Process

For most organisations, the greatest risk during a replacement project is not the installation of new software. The primary challenge is ensuring that existing workforce rules, pay calculations, attendance policies, and operational processes are accurately replicated or improved.

A successful migration project should include:

  • Detailed Scope of Works.
  • Documentation of existing rules and processes.
  • Configuration review and approval.
  • Data migration planning – if available.
  • Payroll validation and parallel testing.
  • User and manager training.
  • Post-implementation support.

Organisations should seek clear documentation outlining how each stage of the migration will be managed.

Evaluating Long-Term Value

While software functionality remains important, organisations should also consider the broader value delivered by a workforce management solution.

Areas worth evaluating include:

  • Reduction in payroll administration.
  • Removal of manual calculations.
  • Improved labour cost control.
  • Enhanced workforce visibility.
  • Reduced manual processes.
  • Improved compliance reporting.
  • Increased management efficiency.
  • Scalability for future growth.

A workforce management platform should support operational objectives not only today, but also as the organisation evolves over the coming years.

Making an Informed Decision

Every organisation’s requirements are unique. The most effective procurement decisions are based on clearly documented business objectives, operational requirements, implementation considerations, support arrangements, and long-term value (ROI).

A structured review process allows organisations to assess whether their existing solution remains the best fit or whether alternative platforms may offer additional benefits more aligned with future business goals.

By taking a measured and evidence-based approach, organisations can ensure that any investment in workforce management technology delivers meaningful improvements in productivity, efficiency, accuracy, and visibility.

About Ceequel®

Ceequel® is a UK-developed workforce management platform designed to help organisations manage attendance, absence, labour costs, employee self-service, manager approvals, access control, visitor management, and workforce reporting through a single integrated solution.

Supporting organisations across manufacturing, logistics, food production, distribution, healthcare, engineering, and other sectors, Ceequel® provides flexible deployment options and configurable workforce management capabilities designed to meet the operational requirements of modern UK employers.

For organisations reviewing their current Time & Attendance solution, a structured demonstration and discovery process can help determine whether Ceequel® is aligned with their operational and workforce management objectives.

 

This article is intended for informational purposes only and does not make any representations regarding the performance, functionality, support, commercial arrangements, or future direction of any third-party software product or supplier. Organisations should undertake their own evaluation based on their individual business requirements and procurement processes.

Replacing Legacy Kronos Systems: A Practical Guide for UK Employers

Many organisations have relied on Kronos workforce management solutions for years, benefiting from robust time recording, scheduling, and workforce management capabilities. However, as technology, workforce expectations, and business requirements evolve, many employers are taking the opportunity to review whether their existing system continues to meet their operational needs and future objectives.

If your organisation is currently using a legacy Kronos solution and is considering its long-term strategy, this guide outlines the key factors that should be considered when evaluating your existing platform and assessing potential alternatives.

This article is intended as an educational resource to support informed decision-making and procurement best practice.

Why Organisations Review Legacy Workforce Management Systems

Workforce management systems often remain in place for many years. During that time, businesses can undergo significant changes that place new demands on technology and operational processes.

Common reasons organisations review their existing workforce management platform include:

  • Changes to payroll processes and compliance requirements.
  • Business growth, acquisitions, or multi-site expansion.
  • Increasing use of mobile, remote, or hybrid working.
  • A desire to improve management visibility and workforce analytics.
  • The need for greater automation and reduced administration.
  • Wider digital transformation programmes.
  • ERP, HR, or payroll system replacement projects.
  • Hardware refresh cycles or infrastructure modernisation initiatives.
  • Evolving employee expectations around self-service and accessibility.

A system review provides an opportunity to assess whether the existing platform remains aligned with current business objectives and future workforce management requirements.

What Modern Workforce Management Should Deliver

Today’s workforce management systems are expected to do far more than simply record attendance.

A modern solution should support strategic decision-making while improving operational efficiency across the organisation.

Accurate Time Recording

Organisations should expect:

  • Real-time attendance visibility.
  • Automated working time calculations.
  • Accurate overtime management.
  • Comprehensive absence monitoring.
  • Clear audit trails for payroll processing.

Improved Operational Visibility

Managers should have access to:

  • Live workforce dashboards.
  • Attendance exception reporting.
  • Labour utilisation data.
  • Departmental and site-level analytics.
  • Real-time workforce status information.

Payroll Efficiency

Effective workforce management should help organisations:

  • Reduce manual payroll administration.
  • Minimise payroll queries and adjustments.
  • Improve payroll accuracy.
  • Streamline payroll preparation processes.
  • Provide clear reporting and audit capabilities.

Employee and Manager Self-Service

Modern solutions increasingly support:

  • Holiday and absence requests.
  • Electronic approvals.
  • Mobile workforce access.
  • Employee attendance visibility.
  • Manager workflow automation.

Workforce Compliance

Employers should be able to monitor and report on:

  • Working Time Regulations.
  • Attendance policies.
  • Absence management.
  • Audit requirements.
  • Workforce governance procedures.

Key Areas to Assess During a System Review

When reviewing any workforce management platform, organisations should evaluate suppliers using consistent criteria.

Workforce Management Functionality

Consider whether the solution supports:

  • Complex shift patterns.
  • Overtime rules.
  • Attendance management.
  • Absence management.
  • Flexible working arrangements.
  • Multi-site operations.

Payroll Integration

Questions to consider include:

  • How is payroll data prepared and transferred?
  • What validation processes exist?
  • How are exceptions managed?
  • What audit capabilities are available?

Data Collection Methods

Review the available options for:

  • Biometric clocking.
  • Facial recognition.
  • Proximity cards and fobs.
  • Mobile workforce applications.
  • Web-based attendance recording.

Integration Capabilities

Organisations should understand how the platform shares data with:

  • Payroll systems.
  • HR software.
  • ERP platforms.
  • Access Control systems.
  • Visitor Management solutions.
  • Business intelligence and reporting tools.

Security and Infrastructure

Areas to evaluate include:

  • Data hosting arrangements.
  • Security standards and certifications.
  • Business continuity provisions.
  • Support and service level agreements.
  • Disaster recovery procedures.

Scalability

A workforce management platform should support:

  • Organisational growth.
  • Additional sites.
  • New departments.
  • Future technology requirements.
  • Evolving workforce practices.

Planning a Successful Migration

Any workforce management replacement project should be approached as a business transformation initiative rather than simply a software installation.

Successful projects typically include:

Discovery and Analysis

  • Review of existing workforce rules.
  • Documentation of attendance policies.
  • Identification of payroll requirements.
  • Review of reporting needs.

Configuration and Validation

  • Comprehensive Scope of Works.
  • Operational validation.
  • Payroll validation.
  • Rule verification.

Data Migration

  • Historical data requirements.
  • Employee information transfer.
  • Validation procedures.

Training and Adoption

  • Manager training.
  • Employee communication.
  • User documentation.
  • Ongoing support arrangements.

Go-Live and Post-Implementation Support

  • Controlled deployment.
  • Parallel payroll testing where appropriate.
  • Dedicated support during transition.
  • Performance monitoring.

Looking Beyond Features

When reviewing any workforce management solution, organisations should consider the wider business outcomes it can deliver.

These may include:

  • Reduced labour administration.
  • Improved payroll accuracy – no payroll leakage.
  • Greater workforce visibility.
  • Better labour cost control.
  • Improved operational efficiency.
  • Enhanced compliance reporting.
  • Increased employee engagement.
  • Better management decision-making.

The objective should be to identify a solution that supports both immediate operational needs and long-term organisational goals.

Future-Proofing Workforce Management

As workforce management technology continues to evolve, organisations increasingly seek platforms that can support a wider range of operational requirements from a single environment.

Areas commonly considered during strategic reviews include:

Bringing these functions together can help reduce administration, improve data accuracy, and provide a more unified view of the workforce.

About Ceequel®

Ceequel® is a UK-developed workforce management platform designed to help organisations manage attendance, absence, labour costs, employee self-service, manager approvals, access control, visitor management, and workforce reporting through a single integrated solution.

Used across manufacturing, food production, logistics, engineering, healthcare, distribution, and other sectors, Ceequel® provides organisations with configurable workforce management capabilities that can be tailored to specific operational requirements.

For organisations reviewing legacy workforce management platforms, a structured discovery and demonstration process can help determine whether Ceequel® aligns with their current and future workforce management objectives.

 

This article is provided for informational purposes only and does not make any representations regarding the performance, functionality, support arrangements, commercial terms, product lifecycle, or future direction of any third-party software product or supplier. Organisations should undertake their own independent evaluation based on their specific operational requirements, procurement processes, and business objectives.

A Message To You…..

Over the course of the month, inspiring commercials produced by a well-known high street bank have started to appear on TV, titled “A message to myself in 6 months’ time.”

The commercials are essentially video messages created by members of the public, currently in lockdown, with the intention of sending a motivational memo to themselves for 6 months’ time.

They range from people being thankful for family and friends, to a couple sharing their isolation wedding arrangements for when they eventually tie the knot later in the year; you get the general idea.

During this unfamiliar and surreal time, is it still ok to plan? Can we prepare for the future during a period of severe restrictions, with the country locked down to such a degree that there is no definite ‘end date’ in sight?

Where do you see yourself in 6 months, a year or 5 years’ time is a question normally reserved for job interviews. The answers range from the usual run-of-the-mill, “Hopefully working here” to the eye-opening “I’ll be sat in your chair!”

So, considering the recent adverts, we have a message for you, “Where do you see not only yourself but your business in a year’s time? When restrictions are finally relaxed and lifted will your business still be operating in the same way?

More importantly, do you want it to be?”

At the start of 2020, nobody could possibly have envisioned the situation we all currently find ourselves in. For business across the UK, it is without question a testing time. However, will you look back at this moment with regret or will you be thankful that you had chosen this time to consider real investment for your company?

If this period is causing you to focus on a much needed and long overdue overhaul of your company’s processes, then ELF Productivity Ltd has the answer.

ELF Productivity Ltd’s Ceequel® software suite encompasses Biometric Time and Attendance with Human Resources, Access Control, Shop Floor Data Capture and mobile-clocking Apps for both I-Phone and Android, along with hardware that incorporates both facial recognition and proximity terminals.

Clear and precise Real-Time information as it is processed through your business.

We have no tangible idea of what the coming months hold or when we will see some degree of normality return, but one thing is clear, do not stop planning for the future. Make certain that you can pinpoint this moment as a pivotal time when you made the key decision, that once able, you were proficient enough to move your business forward.

Ensure that the message you send to your ‘future-self’ today is one that you will be happy to receive in a year’s time.

For a closer look at ELF Productivity Ltd’s Biometric Time Management system, contact us today on 01257 256000 for a free, no obligation demonstration and quotation of Ceequel® software suite.

Or alternatively, please feel free to download our brochure catalogue here.

When Harry Met…….Megxit

In any workplace, despite knowing that the time is right to step away from a senior position, making that move can still prove to be challenging. Whilst no one is predominately enthralled, there’s just no escaping the latest ‘Royal’ step-down.

Harry and Meghan’s imminent departure from the House of Windsor or ‘Megxit’ as it’s become known, has been publicised all over the world.

A manipulative, calculating social climber; terms that have been coined to describe the Duchess of Sussex. Snowflake and ‘under the thumb’ are just two that depict the nation’s favourite Prince.

But are all these labels true or unjust?

When you decide the time is right to step away from something and forge your own path, not everyone will be happy for you.

Obviously, we are not saying that the Monarchy is wrong, quite the opposite. The Queen and the senior Royals do an amazing job but not everybody is cut out for a repetitive and regimented lifestyle.

The Monarchy, a well-oiled machine that has been running for over 1000 years and is still ‘in business’ depicts that something is clearly right. The House of Windsor has to some degree, adapted and changed with the times. To stay ahead of the game, you have no choice.

Leaders are not born they are made and whilst being born into a specific role is considered an advantage, it doesn’t mean that you will a) be any good at it or b) want to work at it your whole life.

As within every ‘Firm’ one size does not fit all. Different methods and ways of working suit different companies as not every person is looking to adopt the traditional, organised 9-5 lifestyle. The laid-back remote and flexible way of working now appeals to a vast majority of employed people.

A lifestyle that can be attained, deployed and enjoyed anywhere in the world.

Remote/flexible working, TOIL, mobile clocking, are all terms coined for the modern business. Different personalities and skills, along with a difference in opinion all come into play in the workplace but when put together with the ‘right solution’, everything ‘just works’.

We shouldn’t be too harsh on Harry and Meghan as they depart from their ‘workplace’. They clearly feel that as working parents, they are now better suited to a more relaxed and less restrictive way of working.

If you are looking for a Biometric Time and Attendance Management system to suit your ENTIRE workforce, take a look at Ceequel® software suite today and realise all that can be achieved in your workplace.

If you would like to take advantage of a free, no obligation quotation and demonstration of Ceequel® software, contact ELF Productivity Ltd or alternatively, our brochure catalogue can be downloaded here.

Send Her Victorious, Happy and Glorious

As anniversaries go, two hundred is quite remarkable.

This week the United Kingdom marks a very special day; the 200th Anniversary of the birth of one of its greatest monarchs, HM Queen Victoria.

Alexandrina Victoria was born at Kensington Palace on the 24th May 1819.

After what can only be described as an unconventional and solitary childhood, Victoria ascended to the throne upon the death of her paternal uncle, King William IV.

Victoria was just 18 years of age.

The new teenage Queen wasted no time in heading to her new ‘office’ and after dispatching her mother to the remotest wing she could possibly find, took up residence at the unfinished Buckingham Palace.

Following her Coronation and ensuing marriage to Prince Albert and with the fortitude that would eventually see her clock up 63 years on the throne, Victoria established her reign.

The ‘Grandmother of Europe’ the ‘Empress of India’ as she would eventually become known as, had arrived.

That’s not to say Victoria wasn’t without her testing times or critics. With cholera, death and assassination attempts, Victoria would emerge ‘victorious’ from the numerous challenges that arose during her time on the throne.

The Victorian era is perhaps attributed to be one of the greatest times for the United Kingdom and much of today’s successes and traditions were birthed during Victoria and Albert’s reign.

In 1829, George Stephenson’s steam locomotive, ‘Rocket’ was unveiled. This feat of engineering became the blueprint for modern design for the next 150 years.

Ada Lovelace, the remarkable mathematician who Prince Albert admired greatly, emerged during Victoria’s early reign due to her work on Charles Babbage’s Analytical Engine.

Ada is considered perhaps to be, the first female computer programmer.

But what do we know about her Prince Charming, Albert?

Albert, a serious, dependable, logical thinker was at the forefront when it came to public health. Working alongside the Royal Society, Albert improved the hygiene and sanitation conditions for not only Buckingham Palace but the City of London as a whole. The Palace became one of the first ‘shop floors’ to provide ‘facilities’ for their staff.

With forward thinking, Albert achieved an even greater height with his vision of a ‘grand exhibition’.

The Grand Exhibition of Works and Industry in 1851 became a huge success and was showcased in a vast, flexible, glass construction that was essentially a conservatory.

Albert named the building Crystal Palace.

Victoria and Albert were at the forefront of change and modernisation, the effects of which the United Kingdom can still feel today.

So, all that remains for us to say is ‘Happy Birthday’ your Majesty!

ELF Productivity Ltd and Ceequel® not only Made in the UK but like V&A, progressive, dependable and reliable.

If you are interested in Biometric Time and Attendance software for your business, contact us today for a free, no obligation quotation and demonstration of Ceequel® software.

Explore ELF Productivity Ltd’s Time and Attendance software suite in more detail by downloading the brochure catalogue here.

Human Resources, Shop Floor Data Capture, Employee Self Service, Ceequel® Apps and E-Manager all fall under the Ceequel® umbrella.

School’s Out

You know the scenario, childcare is all booked when suddenly, without warning and usually via text or email as is the normal notification method these days, the deal is off!

It’s awkward enough when it’s a professional organisation reneging on the arrangement but when family bail, it can cause undue frustration.

Now I’m not saying that grandparents don’t love their little darlings but often the thought of having a VERY hyper and over-excited little one racing around their normally calm and ‘zen’ like home interrupting their daily fix of Judge Rinder and Movies-for-Men, can be too much to bear.

In case you didn’t realise, the first half-term of 2019 is here, or almost, depending on your location. And for the motorists that are child-free, the clearest roads all year so far but that’s another story!

What is it about school holidays that takes planning to the extreme, the likes of which are only ever seen and reserved for military exercises?

Easter, summer, Christmas, the planning list is never-ending, and it usually involves reverting to a back-up plan B. Throw in sickness and illness, you get the picture, and this is just the parents!

It goes without question that working parents undertake an intense juggling act, especially when their brood consists of more than the usual 2.4 children, some of whom are not necessarily of school age.

Workplace and childcare, unless you have the luxury of an in-house creche, they don’t usually go together.

Unless you are an employer that walks around blinkered, you will have realised long ago that with holiday prices forever increasing around this time, employees begrudge taking their holiday leave if they suddenly find they have no available childcare.

At the other end of the scale, employees who would prefer to be at home with their family during this time rather than pay for extra childcare, can find themselves stuck in a regimented working shift pattern, with no room for change.

So, what is the solution, what can be done to modify a way of working that both suits and benefits everyone?

Say the words ‘remote’ and ‘flexible’ out loud and management shrink back in horror! Believe it or not, these working options are now not only leading the way for Human Resources current recruitment drive but are by far and away the most popular.

So, is it time for your company to make a change?

ELF Productivity Ltd can help and assist in restructuring your Time and Attendance processes in a way that you never thought possible.

Employee Self Service, CEEQUEL® clocking applications and E-Manager, just three of the CEEQUEL® Human Resource Management tools that can help with such a transition.

Remote clocking, flexible working and working from home, not only a possibility for your business but a reality.

With CEEQUEL® software, rescheduling emergency childcare situations within your business will be relegated where they belong; the past.

If you would like to take know more about the unrivalled software suite that is CEEQUEL® contact us today and take advantage of a free, no obligation quotation and demonstration.

Alternatively, please feel free to download our brochure catalogue here.

LOVE IS …….

“When I fall in love, it will be forever”

“Fairy-tales can come true if you’re young at heart”

The velvety smooth voices of legendary crooners Nat King Cole and Ol’ Blue Eyes himself, classy, iconic and instantly recognisable.

Just in case you hadn’t realised it, “Love Is All Around” February 14th is just around the corner.  Once again offices and shop floors across the nation, will be ‘saying it with flowers’ to their “Perfect” sweetheart.

But what is it about this time of year that makes us all go just a little bit bonkers?

Shops are bulging with Valentine cards as big as a small semi, flowers and chocolates suddenly double in price!  Somehow Valentine’s Day always seems to bring with it a very large receipt, not that you can put a price on true love of course, or can you?

Let’s take a closer look at that little four-letter word L.O.V.E as sung by Nat himself.

L is for the way you look at me
O is the only one I see
V is very, very extraordinary
E is even more than anyone that you adore

With an ‘end of term’ atmosphere now fast approaching, what if you looked at that little word differently?

What if L.O.V.E took on an entirely different meaning for your company this week?

L is for Logic
O is for Outstanding
V is for Value
E is for Exceptional

Same letters, different words. Words attributed to the Biometric Time and Attendance Management software suite that is CEEQUEL®.

CEEQUEL® a software suite that Human Resource departments ‘heart’ all year round, not just once a year.

A collection of outstanding modules established by our exceptional in-house team of highly-skilled developers.   Providing your rules have logic, ELF Productivity can facilitate ALL your Time and Attendance requirements at a cost that is “Truly” value for money.

A range of modules including Shop Floor Data Capture, Mobile Clocking Applications and Access Control, CEEQUEL® is “The One That You Want” this Valentine’s Day.

Take some time out this week and get to know and love a Biometric Time and Attendance Management company that along with Longevity, is Optimal has Velocity and is highly Esteemed.

Or as the legendary Peanuts cartoonist Charles Schultz put simply;

Love is………

Employee
Logistics
Facilitator

ELF Productivity Ltd and CEEQUEL® software suite, classy, iconic and very very extraordinary.

If you are interested in learning more about the incomparable software suite that is CEEQUEL®, contact us today.

Alternatively, please feel free to download our brochure catalogue here and learn how to “Love the One You’re With” this Valentine’s Day.

A Growing Mature Workforce and What to Do About It

The BBC reported recently on the RSPCA receiving an official warning from the Charity Commission.  The warning was issued after interim CEO Michael Ward received a 6 figure sum as a payoff; allegedly the result of challenging the recruitment process.

Michael Ward was appointed interim Chief Executive in June 2017; however he claimed he was a victim of age discrimination when a younger candidate was appointed to the role permanently.  He stated that he did not get the permanent post due to his age and the RSPCA subsequently paid out a sum well over his £150,000 salary.

How old is Michael Ward?

Michael is 57 years old.

Every day there appears to be something else reported in the media, whether that is social or economic, regarding an ever present, growing, ageing workforce.

Surely workers shouldn’t be made to feel that they have nothing else to offer within the workplace, once they have reached 50 and beyond?

Sadly, discrimination on the shop-floor and indeed the office isn’t new.  Workers from all sides of the social spectrum have experienced it.

From part-time workers, to new parents returning to work and finding their position isn’t the one they left behind when they embarked on their maternity/paternity leave.  Inexperienced adolescents on training schemes, or mature workers considered “too long in the tooth” for a real shot at promotion or leadership.

How times have changed.

Thirty years ago, had you decided to carry on working after the ages of 60 and 65 respectively, you would’ve been looked at incredulously.

Sadly in today’s economic climate that is not the case and unfortunately for the majority, it is not a choice.

Today the country has a serious issue right under its nose; a very real mature workforce and it is G R O W I N G!

The retirement age in the UK has risen considerably.  From next year the State Pension Age will increase again for both men and women, rising to 66 by October 2020.  Another increase by the Government is planned between 2026 and 2028, where it will then rise from 66 to 67 years.

State pensions saved hard for retirement, now not accessible until the worker is almost 70!

The pride and joy that is our NHS has certainly done its job well over the last 70 years but at the same time, it probably hasn’t helped.  With better and more accessible healthcare, the NHS has become a victim of its own success.

With improved standards of living and better employment rights, people are now quite easily reaching 90 and 100 years old, however, with no real structure in place to provide for this ageing population, the mature workforce has little or no option but to carry on working.

Workers in their 70’s or even 80’s are being reported as to still be “clocking in” via the national and local media.

So, what do we do about it and what methods are you putting into place to take care of the “Baby Boomer” and subsequent “Generation X” age groups?

With the onset of AI, you as an employer not only have a duty of care but a responsibility to re-train your mature workforce.  With remote and flexible working now becoming more and more mainstream, this is the most obvious option available, for ALL your employees.

With a more generational workforce in place, companies will have the benefit of both worlds; youth and vitality vs experience and wisdom.

With that information on board, if you haven’t looked at the options out there to cater for your employees, isn’t it time that you did?

ELF Productivity Ltd is at the forefront when it comes to managing your workforce successfully, effectively and efficiently.

CEEQUEL® Biometric Time and Attendance software suite is developed in-house by our team of highly skilled and experienced developers.  With software modules available for every possibility and a solution for EVERY Human Resource department issue, CEEQUEL® is the essential daily “tool “that your business needs.

Whether that need is the company incorporating a training matrix for an apprenticeship placement, performing a return to work interview for maternity/paternity leave or granting flexible working shift patterns and remote working, CEEQUEL® is THE collaborator that your company necessitates.

CEEQUEL® software is at the cutting edge in terms of originality, innovation and uniqueness.

Where others follow, CEEQUEL® leads.

If you are interested in implementing a real change in your company’s Time and Attendance processes, a change that benefits your ENTIRE workforce, download the brochure portfolio and contact the sales department today on 01257 256000, for a free no obligation quotation and demonstration of CEEQUEL® software.