Good ?

You may think you have good employee standards!

What is your operational risk?

You need all of the facts both good and bad because as the employer you are the duty holder and held LIABLE for your employees welfare!

Good or bad you cannot use a poor contractors performance as an excuse; so your independent audit is crucial in reducing your vulnerability as an employer.

It is a fact; your welfare related suppliers including caterers, in-house or contracted have a vested interest and will not highlight anything that risks their catering contract. This is unacceptable from a compliance and due diligence point of view.

Having your site independently benchmarked reduces your vulnerability because you have the required data and paper trail.

You are held liable for your employees welfare... So what is your statistical benchmark?

How do you control employee welfare management, how are standards currently measured? If you believe standards are good what does that mean? Is that 50%, 75% or 80% of where your employees welfare should be from a compliance and due diligence point of view?

To organise your free site survey click here.

An independent statistical benchmarking of your site ensures you uncover the facts.

Define good employee welfare standards...

Do you have good employee welfare standards based on what your suppliers are telling you?
How questionable is that? If allowed to arrange their own auditing; whether you have in-house caterers, vending operators or contract caterers they all understandably have a vested interest so would not publish any results that could jeopardise the catering contract.

Do you have good employee welfare standards based on what your employees are telling you?
If so this is certainly a case where familiarity can cloud judgment, there can be ulterior motives.

Do you have good employee welfare standards based on personal experiences i.e. compared to previous suppliers?
Your previous suppliers could have been very poor indeed.

From a due diligence and compliance point of view; in reality good employee welfare based on any of the above statements is entirely subjective and unquantifiable!

If you can not provide statistical data you are vulnerable.

What are the main benefits for you?

Once correctly measured you can control all welfare related costs, site risk and of course clearly prove welfare quality standards for employees without the need for expensive employee welfare consultants.
With data you are able to give direction. All dialogue with your catering and vending suppliers/ contractors will be specific, meaningful and have purpose; giving you the best possible chance of improving existing services.
It's only with assessment recommendations that you can easily target resource resolving minor issues before they become major problems.

It's important to underline; an employee welfare assessment is about establishing best practice...

Not the best and most expensive equipment.

So this is NOT about being told you must change your vending, contract catering supplier or investing in new facilities even if employees welfare turns out to be not that good after all!!

Will auditing employee welfare improve my site's standards?

Some of the highest site percentage benchmark scores are achieved by sites where the employer has tight control; what makes the site special is the caterer then has to apply best practice, working to set predetermined benchmark guidelines.
Even with good employee welfare standards you need to establish your employee welfare statistical benchmark score.

Please complete the form on the Contact us page to arrange your free site survey or Tel: 0151-929 3273.