We’ll help you unlock the full potential of your workforces' contracted hours by planning, scheduling and managing efficient shift patterns and rosters.

Over three decades we’ve developed a unique blend of expertise and software that allows you to: 

  • Reduce overtime and agency labour costs
  • Increase workforce flexibility and responsiveness
  • Tackle low morale and high absence rates
  • Support shift worker health, wellbeing and work-life balance
  • Monitor and maintain compliance with Working Time regulations
  • Reduce the administrative burden of managing holidays and shift-swaps

Use this page to explore our Lean Employee Resourcing® (Lean-ER®) approach, which will help you fully optimise your workforce and control Working Time.

Working Time issues 

Many organisations operate legacy shift patterns and rosters that are not designed around the needs of the organisation or its employees. 

‘Traditional’ resourcing approaches often see employees work fixed eight-hour shifts regardless of how busy or quiet it is.

This imbalance in labour supply and demand typically causes a wide range of Working Time issues including:  

  • Low productivity and inefficiency
  • Spiralling temporary labour costs (overtime & agency)
  • Service and quality shortfalls
  • Fatigue-related accidents
  • Health problems
  • Recruitment and retention challenges
  • Working Time Regulation breaches and fines
  • Massive administrative overhead and complex, disparate software systems

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Demand-Led Rostering & Annualised Hours  A demand-led approach to planning and management is central to workforce optimisation and addressing Working Time issues

A demand-led approach to planning and management is central to workforce optimisation and addressing Working Time issues. 

Our WORK Suite® technology and industrial insight allows us to conduct detailed analysis of demand data so you can accurately calculate resourcing needs over any given period. 

These forecasts are used within the software to design shift patterns and rosters which ensure the workforce is always aligned to the workload. 

This allows you to: 

  • Accurately cover any variability in demand (hour-by-hour, day-by-day, or seasonal)
  • Limit overworking, overtime and use of agency labour during times of high demand
  • Ensure employees are fully utilised when they are at work
  • Maximise utilisation of assets
  • Minimise wastage during periods of low demand

To release the full potential of employees’ contracted hours, we help organisations adopt an Annualised Hours approach to resourcing. 

Agreeing the hours an employee works over a year, rather than on a weekly basis, provides the opportunity to create truly responsive resourcing patterns and new ways of working. 

This unlocks a step-change in productivity and efficiency whilst increasing fairness and flexibility for the workforce.



Employee engagement 

Key to the workforce optimisation process is engaging employees in the planning, scheduling and management of shift patterns and rosters.  

Changes to Working Time can be a sensitive area of employee relations, but it can also unlock new ways of working that deliver significant ongoing benefits for your organisation and its workforce.

Engaging and collaborating with employees in the shift pattern design process will help:

  • Communicate the strategic drivers and business case for optimisation
  • Generate additional insight and creativity that enhances project outcomes
  • Create shift patterns and rosters that suit different life-stages and lifestyles
  • Demonstrate transparency and commitment to collaboration
  • Ensure individuals understand the impact of change on their own personal circumstances

Our approach can create a broad range of shift pattern options, making your workforce planning and management more adaptable and responsive to employees’ needs. 

Embedding engagement within the optimisation process can also serve to improve employee relations and help create a workforce that embraces and contributes to change. 



Effective management 

Maintaining a fully optimised workforce requires an approach to shift planning, scheduling and management that responds to change. 

Your Working Time requirements may be affected by a host of influences, from economic, social and demographic issues to pressures created by regulation, competition and new technology. 

How your shift patterns and rosters adapt to these factors is key to harnessing the full productivity and efficiency gains created by Demand-Led Rostering and Annualised Hours. 

To ensure your workforce remains agile and responsive to changing demand, we will help you embed a management approach that:

  • Minimises the administrative burden of managing holidays and shift-swaps
  • Helps anticipate and plan future workforce requirements
  • Supports day-to-day decision making & tactical changes
  • Continuously reviews demand forecasts and models the impact of workforce variables
  • Identifies Working Time risks and helps develop strategies to tackle potential liabilities
  • Supports the rapid creation of efficient and effective responses to emerging issues 

Many non-specialist workforce planning and management systems are overwrought, complex, inadequate or error-prone when it comes to managing Working Time. 

The level of shift planning, scheduling and management required to maintain an optimised workforce cannot be delivered by spreadsheet based systems or Time & Attendance software. 

By creating an effective, streamlined approach to workforce planning and management, we will help ensure your labour supply and demand remains aligned…no matter what changes your organisation faces.



Benefits & ROI

Our proven approach to workforce planning and management is effective in a wide range of industries which employ shift workers. 

The impact on productivity and efficiency is immediate - delivering significant ROI on our WORK Suite® software and specialist services.

Maintaining an optimised workforce over the long-term delivers broad and substantial value across a number of areas.

  • Control labour costs & protect jobs:
    Flexible and efficient use of the core workforce allows you to permanently reduce labour costs. Savings can be delivered whilst protecting valued employees and their vital skills.
  • Eliminate temporary labour costs:
    Effective use of full-time employees’ contracted hours will dramatically improve productivity and remove reliance on expensive overtime or agency staff to meet demand.
  • Increase efficiency:
    Removing inefficiencies in the supply of labour minimises non-productive employee time and avoids duplication such as overlapping shifts. Ensuring the workforce is available to sweat assets intensively also helps to extract maximum value from capex investment.
  • Maintain compliance:
    Identifying and mitigating potential issues minimises operational and reputational risks related to Working Time. This includes Working Time Regulation breaches, fatigue-related incidents, health complaints, supplier audits and changes to legislation.
  • Support shift worker health:
    Effective shift planning, scheduling and management minimises overworking and limits the mental and physical impact of demanding roles. Maintaining adherence to best practice or sector guidelines helps to reduce absence rates and supports the health of employees who work shifts.
  • Improve employee relations:
    Removing an unnecessary systemic or cultural dependence on overtime eliminates 'bad habits' and can increase motivation through satisfaction with personal shift patterns. Removing the need for unplanned overtime reduces the negative impact this can have on work-life balance, goodwill, productivity and absence.
  • Improve work-life balance:
    Designing shift patterns with predictable working hours, more useable leisure time and the flexibility needed to adapt to individual personal circumstances enhances the work-life balance of shift workers.
  • Strengthen recruitment & retention:
    Creating differentiated working patterns that appeal to a wide range of employees and candidates help organisations adapt to changing workforce demographics and a competitive labour market. Shift patterns and rosters that create competitive annual salaries and introduce flexible options for different demographics are highly attractive.

The data-driven nature of our Lean-ER® approach to workforce optimisation enables us to demonstrate the quantitative and qualitative benefits of implementing workforce planning and management. 



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