This chapter provides an overview of U.K. regulatory requirements and discusses how to:
Meet Working Time Directive requirements.
Run the U.K. regulatory reports.
The PeopleSoft system provides the following U.K. regulatory reports to help you perform equal opportunity monitoring of a U.K. workforce by classifying job applicants, job offers, positions filled, and employees in specific gender and ethnic groups:
Adverse Impact.
Job Group Roster.
Joint Staffing Report.
Northern Ireland Report.
Termination Analysis.
Workforce Analysis.
Before you manage fair employment, equal opportunity, and disability discrimination issues for a U.K. workforce, enter the following employee information:
Gender information on the Modify a Person - Biographical Details page.
Ethnicity codes on the Modify a Person - Regional page.
Disability information on the Disability page.
For the Northern Ireland Fair Employment Monitoring Return, set up additional organization, employee, and applicant data.
You need to:
Identify the locations that are required to submit a Fair Employment Monitoring Return by selecting the Northern Ireland Reportable check box on the Location Profile page.
Assign a Standard Occupational Classification (SOC) code to each of the organization's job codes on the Job Code Profile page.
Assign an employee class on the Job Data - Job Information page.
The PeopleSoft system delivers the codes required on the Fair Employment Monitoring Return.
Record employees' community background on the Modify a Person - Regional page.
Record applicants' community background on the Applicant Eligibility/Identity page.
Warning! By law, Northern Ireland community background data for employees can be seen by a designated monitoring officer only. The PeopleSoft system includes a special role called HR Administrator NI (human resources administrator Northern Ireland) for this purpose.
See Also
(GBR, USA, and USF) Meeting Disability Regulatory Requirements
To set up working time directives, use the Working Time Directive UK (WRK_TIME_PARAM_UK) component.
The European Working Time Directive as legislated in the U.K. restricts employers from requiring employees to work more than an average of 48 hours a week in any 17-week period. The legislation provides an opt-out provision in which employees choosing to work more than the legally allowed hours can do so by notifying the employer of this choice in writing. The directive also makes it illegal to discriminate, in pay or promotion, against employees exercising their right not to work more than 48 hours a week. Finally, the directive requires employers to provide 20 days of paid leave and standard daily break time allowances.
The system provides Working Time Directive components that enable parameters to be set and adjusted, employee work hours per week to be set, and work hours by employee and department to be monitored. The system enables exceptions to be noted for each employee if an employee requests exceptions.
This section discusses how to:
Set up Working Time Directive parameters.
Set standard weekly working hours for employees.
Monitor Working Time Directive compliance.
Page Name |
Definition Name |
Navigation |
Usage |
WRK_TIME_PARAM_UK |
Set Up HRMS, Product Related, Workforce Monitoring, Regulatory Requirements, Working Time Directive UK, Working Time Directive UK |
Set up the Working Time Directive parameters. Although the directive provides guidelines for employers to follow and the system uses these parameters, the directive can change. In that case, the parameters need to be adjusted. |
|
WRK_TIME_EXCEP_UK |
Workforce Monitoring, Meet Regulatory Rqmts UK, Monitor Working Time, Working Time Directive, Working Hours Per Week (Employee) |
Set standard weekly working hours for employees and note exceptions. |
|
WRKTIMEEXC_SEC_UK |
Click the Daily Exceptions link on the Working Hours Per Week (Employee) page. |
Enter exceptions to the expected work schedule. |
|
WRKTIME_DEPTINQ_UK |
Workforce Monitoring, Meet Regulatory Rqmts UK, Monitor Working Time, Review Dept Time Directive, Hours Worked Per Reference Period (Department) |
Monitor Working Time Directive compliance by department. |
|
WRK_TIME_EEINQ_UK |
Workforce Monitoring, Meet Regulatory Rqmts UK, Monitor Working Time, Review Employee Time Directive, Hours Worked Per Reference Period (Employee) |
Review Working Time Directive compliance by employee. |
Access the Working Time Directive UK page (Set Up HRMS, Product Related, Workforce Monitoring, Regulatory Requirements, Working Time Directive UK, Working Time Directive UK).
Statutory Information
Reference Period (weeks) |
The directive requires average hours to be calculated on a reference period of 17 weeks. |
Weekly Threshold (hrs/mins) (weekly threshold [hours/minutes]) |
The directive requires no more than 48 hours worked in a week period. |
Contractual Hours
Use this group box to define standard working hours for the organization if you are not using the Work Schedule component for this purpose. When you enter work schedule information here, the system uses information from this page if working time data is updated; therefore, the employee doesn't have to enter information in the Work Schedule component.
Standard Weekly (hrs/mins) (standard weekly [hours/minutes]) |
Enter the default standard weekly hours for contract employment. |
Standard Daily (hrs/mins) (standard daily [hours/minutes]) |
Enter the default standard daily hours for contract employment. |
Std Daily Break (hrs/mins) (standard daily break [hours/minutes]) |
Enter the standard daily minimum break allowance. |
Access the Working Hours Per Week (Employee) page (Workforce Monitoring, Meet Regulatory Rqmts UK, Monitor Working Time, Working Time Directive, Working Hours Per Week (Employee)).
Enter an employee ID to access the page. If information is entered in the Work Schedule Table component, the system displays the work schedule and holiday schedule as entered on the Work Schedule page in the Assign Work/Holiday Schedules component. If no data is entered in the Work Schedule Table component, these fields do not appear.
Week Beginning |
Click the calendar button to enter a date for the week. |
Total Worked (hrs/mins) (total worked [hours/minutes]) |
Enter the total time worked for the week in hours and minutes. When you refresh the page, the system calculates the total time worked, adjusting for all absences (general, holidays, vacations, parental, and maternity). This calculation can be changed or corrected manually. If daily exceptions were added, the field is display-only. To change totals, you must click the Daily Exceptions link. |
Access the Daily Exceptions - Working Hours Per Week page (click the Daily Exceptions link on the Working Hours Per Week (Employee) page).
Use this page to note exceptions, particularly those provided by the employee in writing. Update the working hours by entering daily exception hours in the Actual Worked and Break fields.
The page displays the expected work schedule as entered in either the Work Schedule Table component or the Contractual Hours group box on the Working Time Directive UK page. It displays absences entered in the Absence component or the Parental or Maternity Leave component.
Access the Hours Worked Per Reference Period (Department) page (Workforce Monitoring, Meet Regulatory Rqmts UK, Monitor Working Time, Review Dept Time Directive, Hours Worked Per Reference Period (Department)).
Select a department to access the page. Enter the beginning date for the reference period. By default, the system calculates an end date based on the 17-week parameter. Although the system applies values by default for the dates and weekly threshold as entered on the Working Time Directive UK page, these can be modified manually. Click the Refresh button to update the page when the fields are complete.
Access the Hours Worked Per Reference Period (Employee) page (Workforce Monitoring, Meet Regulatory Rqmts UK, Monitor Working Time, Review Employee Time Directive, Hours Worked Per Reference Period (Employee)).
The page displays any employees for whom exceptions are entered, indicating that the exceptions may exceed the established working hours. Click the employee name link to view the weekly details for that employee.
If exceptions were entered at the daily level, the Daily Detail link appears on the line corresponding to the week for which the exceptions apply. Click the Daily Detail link to display the daily exceptions for that week.
By default, the system uses the 17-week reference period. You can change the value by entering a begin date for the period and clicking the Refresh button. The system automatically calculates the end date based on the reference period designated.
The system displays a Daily Detail link for the weeks for which daily exceptions were entered.
This section discusses how to run the regulatory reports for the U.K.
Page Name |
Definition Name |
Navigation |
Usage |
RUNCTL_FROMTHRU |
Workforce Monitoring, Meet Regulatory Rqmts UK, Reports, Adverse Impact, Adverse Impact |
Run the Adverse Impact report (APP001UK). This report displays job offers versus applications by UK-specific ethnic groups and by gender. |
|
RUNCTL_FROMTHRU |
Workforce Monitoring, Meet Regulatory Rqmts UK, Reports, Termination Analysis, Termination Analysis |
Run the Termination Analysis report (PER019UK). This report displays the current employee count and the number of terminations. |
|
RUNCTL_PER025UK |
Workforce Monitoring, Meet Regulatory Rqmts UK, Reports, Workforce Analysis, Workforce Analysis |
Run the Workforce Analysis report (PER025UK). This report tracks hiring practices by department, or other organizational units, based on job titles in the department. |
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RUNCTL_PER030UK |
Workforce Monitoring, Meet Regulatory Rqmts UK, Reports, Job Group Roster, Job Group Roster |
Run the Job Group Roster report (PER030UK). This report lists employees by job groups. |
|
RUNCTL_ASOFDATE |
Workforce Monitoring, Meet Regulatory Rqmts UK, Reports, Joint Staffing, Joint Staffing |
Run the Joint Staffing report (PER037UK). This report displays the workforce by job code, gender, and full-time or part-time status. |
|
RUNCTL_UKNI |
Workforce Monitoring, Meet Regulatory Rqmts UK, Reports, NI Fair Employments, NI Fair Employments |
Run the Northern Ireland Fair Employments report (UKNI001). This report indicates the religious composition of the workforce, job applicants, and appointees. This report format emulates the Monitoring return, which is required by organizations operating in Northern Ireland. |
Access the NI Fair Employments page (Workforce Monitoring, Meet Regulatory Rqmts UK, Reports, NI Fair Employments, NI Fair Employments).
EmplID |
Select the employee who is responsible for submitting the Fair Employment Monitoring Return. This is the person who signs the form and whose name appears in Part E of the form. The system uses the selected employee's job data to determine the company for which the report is run. |
As Of |
Select the end date for the report. The system generates the report for the year ending on the date that you enter here. |