Absence Management

15 02 2023

Doctors told to sign off fewer patients

Matthew Chilcott Absence Management, Blog, Employment Law, General, Health & Safety #GP, #outsourcedhumanresources, #sickness, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: – “Admittedly it can be very difficult nowadays to get a GP Medical report as previously stated in order to get an employee back into the workplace, but is this the answer? currently when requesting a report, we must ensure there is a clause within an employee’s contract whilst also gaining their Consent under GDPR ensuring the member of the team is fully aware of their legal rights. They do not have to give consent if they do not wish but it must be emphasised to the member of the team that failure does not allow us to manage and support their health and could mean us having to make decisions with only what we know. My question would be what support they are able to offer the employee to return to work and what / if any further information would be needed from the company / HR as we currently provide a copy of their Job Description? This in principle is a very good idea but how it will be managed, should it be introduced we wait to see.”

NEWS ARTICLE: Doctors told to sign off fewer patients to get more people back into work

Doctors are to be told to sign fewer people off work with sick notes and instead help them to remain in employment under proposals being considered for next month’s Budget to reinvigorate the economy. A new approach to how doctors decide whether people are too sick to work is one idea under consideration as the Treasury and the Department for Work and Pensions (DWP) examine how to reverse a marked increase in the number of people off work with long-term sickness in the wake of the pandemic, The Telegraph reports. Doctors are to be encouraged to focus on ways people with long-term illnesses can continue to work with support rather than signing sick notes that enable them to drop out of the labour market altogether. A government source said: “The mental health benefits of work are well established. We want to do all we can to encourage as many people as possible to stay in work with the relevant support in place to help them do so, including signposting them to that support at the earliest possible opportunity.”

The Daily Telegraph

The Human Times

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

Young workers' safety highlighted during National Apprentice Week

13 02 2023

The Importance of Human Resources in Business

Matthew Chilcott Absence Management, Blog, Disciplinary & Grievance, Employment Law, General, Handbook, Health & Safety, Investigations, Newsletter, Payrol, Performance Management, Recruitment, Redundancy, Rewards & Benefits, Training & Development #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The Importance of Human Resources in Business – Human resources (HR) is a vital function within any successful business. Its primary purpose is to attract, retain, and develop talent, which is crucial for growth and competitiveness in today’s ever-evolving business environment. In this article, we’ll delve into the significance of HR in business and examine the many roles it plays in driving organisational performance.

To begin with, HR is responsible for attracting and retaining top talent. In today’s job market, with increased competition and a limited pool of available employees, it’s essential for companies to stand out and appeal to the best candidates. HR plays a crucial role in this regard by creating effective recruitment strategies that attract top talent to the organisation. This may involve utilising a variety of methods, including career fairs, social media, and employee referral programs, to reach potential candidates and showcase the company’s values, culture, and opportunities.

Once the top talent is on board, HR must then ensure that they are properly trained, developed, and integrated into the company culture. The success of a business is directly tied to the performance of its employees, and HR must make sure that employees have the necessary skills, knowledge, and support to excel in their roles. HR can do this by providing job training and development programs, implementing performance management systems, and conducting employee engagement surveys. These initiatives not only help employees perform better but also increase their job satisfaction, motivation, and overall engagement.

In addition to talent acquisition and development, HR also plays a critical role in ensuring that the company operates within the legal and ethical framework. This includes compliance with labour laws and regulations, as well as addressing workplace conflicts and disputes. HR must also be proactive in promoting a culture of diversity, equity, and inclusion, and ensure that the company operates in a manner that aligns with its values and ethical principles.

One of the significant benefits of having a strong HR function is that it helps to create and maintain a positive and productive workplace culture. A healthy work environment fosters employee engagement and motivation, leading to higher levels of productivity and overall performance. HR plays a key role in shaping and maintaining the company culture by creating a welcoming and inclusive work environment, promoting open communication, and recognizing and rewarding employees for their contributions. By doing so, HR helps to reduce employee turnover and increase employee satisfaction, leading to improved business results.

Another crucial role that HR plays in business is employee relations. This involves managing employee benefits and compensation, addressing employee concerns, and resolving disputes. HR must ensure that employees are paid fairly and receive adequate benefits, such as health insurance and retirement plans. They must also be knowledgeable about the company’s policies and procedures and be able to communicate them effectively to employees. Additionally, HR must be available to listen to employee concerns and provide guidance and support when necessary. By fostering a positive and productive work environment, HR helps employees feel valued and appreciated, leading to higher levels of employee engagement and satisfaction.

Finally, HR is responsible for supporting the overall strategic objectives of the organisation. This involves aligning HR initiatives and policies with the company’s goals and objectives and working with other departments to ensure that the company operates as effectively and efficiently as possible. For example, HR may work with the marketing department to develop and implement employee branding and recruitment initiatives that align with the company’s marketing strategy. Additionally, HR may partner with the finance department to develop and implement compensation and benefits programs that support the company’s financial objectives.

In conclusion, the importance of HR in business cannot be overstated. From attracting and retaining top talent, to creating a positive workplace culture, and supporting the overall strategic objectives of the organisation, HR plays a critical role in driving organisational performance and success. Companies that invest in their HR function will reap the rewards of improved employee engagement, higher productivity, and a more effective and efficient business operation. Investing in HR programs and initiatives, such as leadership development, diversity and inclusion, and employee engagement, will ensure that the organisation remains competitive in today’s fast-paced business environment and attracts and retains the best talent.

In addition to the tangible benefits of a strong HR function, there are also intangible benefits that are equally important. A company with a positive workplace culture and engaged employees is more likely to have a good reputation, which can lead to increased brand recognition and a positive image in the eyes of customers and stakeholders. This, in turn, can lead to increased customer loyalty and a more stable customer base, which is critical for long-term success.

It’s also worth mentioning that HR is not just about managing employees, but it’s also about managing the company’s most significant asset: its people. By providing support, guidance, and development opportunities, HR helps employees reach their full potential and contribute to the success of the organisation. Additionally, by fostering a positive and inclusive workplace culture, HR can help to create a workplace that employees are proud to be a part of, which in turn leads to higher levels of employee satisfaction, motivation, and performance.

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If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

30 01 2023

Reporting accidents and illness at work

Matthew Chilcott Absence Management, General, Handbook, Health & Safety #employeesickness, #outsourcedhumanresources, #sickness, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: Reporting accidents and illness at work “Throughout my career this is one Health & Safety Form / process that I have not had to complete that often, but it is vital as an employer that you are fully aware the procedure and when to use and who to inform. RIDDOR, is the Reporting Injuries, Diseases, Dangerous, Occurrence Regulations 2013 and our current blog is from the Health & Safety Executive with some key useful information and tools for all employers and businesses to use as needed.”

Make sure you submit a RIDDOR report for a workplace accident or illness where necessary.

RIDDOR puts duties on employers, the self-employed and people in control of work premises to report certain serious workplace accidents, occupational diseases and specified dangerous occurrences.

Visit our website to find out:

Our publication Reporting accidents and incidents at work explains what is required from employers and provides information about RIDDOR.

HSE’s Accident Book can be used to record details of all work-related accidents including injuries that employers must report under RIDDOR.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Full HR & H&S Support

Consensus HR realises that many UK based SMEs understand the importance of Human Resources (HR) and Health & Safety (H&S) but cannot justify the cost of a full time HR person / team within their business, whilst knowing that when running a business of any size (from one employee to 250) that there will be a time when they will have to deal with a range of HR and H&S issues and employee problems. Consensus HR can be your organisation’s HR department providing everything you would expect to find in a big company but in a more cost-effective way. We provide our clients access to unlimited HR advice and employment law which is accredited by leading professional bodies, including the Solicitors Regulation Authority and the Bar Standards Board.

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When it comes to Health & Safety there are many forms and procedures you must follow but what is RIDDOR? and when should you use it?

12 12 2022

Workers stressed over cost of living crisis

Matthew Chilcott Absence Management, Employment Law, General #Mental health, absence, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: – Workers stressed over cost-of-living crisis. With this latest news article within The Guardian, it can hardly be surprising for business owners and managers during these very difficult times that the cost of living is affecting the team’s performance when at work. Unfortunately, this is an economical problem that does not seem to have an end in the foreseeable future and really emphasises the need for productive, best practice, HR, and Line Management. We all need to ensure that we work to our companies HR Policies & Procedures and maintain a consistent, legal, and reasonable approach to all matters of concern such as sick leave, stress, and anxiety to name a few. As discussed in one of our previous blogs, we have seen a huge increase in the requests for advice on sickness and medical reports and we are not the medical professionals and hence must seek their advice / support for the best outcome for the business and employee.

NEWS ARTICLE – Workers stressed over cost of living crisis:

A survey by the Chartered Management Institute (CMI) has found that workers in the UK are becoming so anxious about the cost-of-living crisis that it is affecting their performance at work, with two-thirds of managers reporting issues such as rising absenteeism and lack of engagement among stressed-out staff. The survey of more than 1,000 managers and team leaders revealed that 71% had seen evidence of the crisis increasing stress and anxiety for their teams. Some 41% of the respondents highlighted “more distraction, less focus and attention to detail,” 33% noted increased sick leave of absence and 31% observed a reluctance to take on extra work. “We were very surprised at the extent to which there were these very visible knock-on effects,” said the CMI’s director of policy, Anthony Painter. “There seems to be a sort of bandwidth issue, where people are facing extreme money worries, and that’s narrowing their field of vision, their ability to do their work well.”

The Guardian

The Human Times

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With the economy like it is currently, there has never been more of a time when the health of the team and support offered is of utmost importance. Contact us now to see how we can help.

17 11 2022

FIFA WORLD CUP – “Come on………”

Matthew Chilcott Absence Management, Blog, Disciplinary & Grievance, Employment Law, General #FIFA, #outsourcedhumanresources, #qatarworldcup, #Worldcup, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

FIFA WORLD CUP – “Come on………”

Matthew Pinto-Chilcott – Owner of Consensus HR comments: “If you are a football fan, you will be looking forward to the FIFA world cup starting in Qatar on Sunday 20^th November 22 despite the various news articles in relation to Equality and the welfare of the staff who have built the stadiums. However, as a business owner or Manager of a team, these events can cause problems with the business and team if not managed correctly. We need to ensure that every member of the team is aware of the companies Policy in relation to such events and how these are managed to ensure all the team, the business, our customers are looked after so as to prevent bad moral, poor productivity and unacceptable customer service. With the help of our Chartered Institute – CIPD, we have put some key questions and answers below:”

Avoiding absences during the World Cup

With many employees wanting to watch the World Cup and the likelihood that matches will be played during their typical working hours, it is crucial employers are prepared and systems are in place to minimise unplanned absences. A major Sporting Events Policy should be used that outlines:

Requests for time off
Changing normal working hours
Authorised absence
Following the event at work
Internet and mobile phone usage
Alcohol and drugs
Harassment and bullying

Here are a few key questions and answers:

What is a sporting events policy?

A sporting events policy explains the company’s approach to major sporting events, like the Olympics or World Cup. It outlines working and performance expectations, as well as how requests for time-off work and flexible working during this time will be managed.

It is your choice whether to have one or not. But a policy is helpful in clearly outlining the rules and requirements surrounding big sporting events.

Do I have to let staff put the World Cup on at work?

No, you don’t need to let staff watch sports at work if you don’t want to. However, it can help employee relations to allow either matches to be shown, or have updates provided: either live or a roundup of the action.

Whilst productivity may fall if employees are to watch matches during work, where possible break times could be re-arranged to allow at least part of the match to be seen, or extended breaks could be taken, with the agreement that the time be made up later that day, week or month.

Can I stop employees checking their phones during the world cup?

Yes, although it may be necessary to put in place means for the employee to be contacted in an emergency, such as when a school needs to contact a working parent if their child falls ill or is injured at school.

Including the use of mobile phones and other technology in a sporting events policy would be beneficial in making this rule clear. Alternatively, including this in a mobile phone usage policy is a possibility.

Can I restrict access to sites on the internet that will allow my employees to watch or listen to matches during the world cup?

As long as they are not needed for work purposes, there is no reason why this cannot be done. It is however wise to include this in an internet usage policy and warn employees that it is happening to avoid them spending time trying to access these sites.

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If you are worried about forthcoming major sporting events and how this may affect your business and team, contact us now to discuss, how we can help

20 10 2022

Mental Health in the workplace

Matthew Chilcott Absence Management, Employment Law, General #Mental health, #worldmentalhealthday, Business Owners, HR, HR Consultant, HR Consultants, HR Support, Small Business, SME

On the 7th October we wrote a blog in relation to World Mental Health Day and the theme for this year set by the World Federation for Mental Health, was ‘making mental health and wellbeing for all a global priority’.

Our Chartered Institute (CIPD) recently published a more detail article as shown below:

Since 1992, 10 October has been marked around the globe as ‘World Mental Health Day’. This day is aimed at raising awareness and is led by the World Federation for Mental Health and the World Health Organisation (WHO). Now it is that time again, employers should take this as a reminder to assess the measures within their organisation to support their people

Legal position

By law, employers have a “duty of care” to do all they reasonably can to support employee health, safety and wellbeing. This includes: making sure the working environment is safe; protecting staff from discrimination; and carrying out risk assessments.

Tips for dealing with mental health discrimination in the workplace:

Mental health discrimination

Discrimination due to mental health can be a little difficult to define because, while mental health isn’t directly a protected characteristic, disability is.

The Equality Act 2010 defines a disabled person as someone with a physical or mental injury. It must be substantial or long term (likely to last more than 12 months) and affect their ability to conduct day-to-day activities.

So for discrimination based on mental health to be unlawful, the mental health issue needs to fit the definition of a disability. The employer also must know — or be reasonably expected to know — about the disability.

Mental health support at work

In its guidance on mental health support at work, ACAS (The Advisory, Conciliation and Arbitration Service) outlines that if employees have mental health issues, employers must take them seriously, and be ready to talk about what is wrong and how they can help.

Below are some further tips for avoiding disability discrimination at work:

Re-evaluate all policies to ensure no groups are discriminated against or lose out unfairly.
Managers and supervisors to be trained to recognise discrimination, know how to assess changes to ensure that discrimination does not occur and know what steps to take if it is reported.
Implement or review a harassment policy and ensure it is communicated.
Consider if anything needs to be done to improve work, so that employees feel able to discuss mental health issues in a supportive environment.

Failure to make reasonable adjustments

The Equality Act 2010 requires employers and service providers to make reasonable adjustments if an employee is at a substantial disadvantage compared to other people who do not have a mental health problem. The adjustments — for example, counselling, flexible working hours, a change in duties — should aim to remove any disadvantage suffered but should be realistic in balancing cost, effectiveness and practicality.

Adjustments should be made in consultation with the employee and be specific to their needs. It might be worth getting an occupational health assessment for advice if you have the resources.

Creating a safe environment for communication

For small businesses, creating a workplace culture that includes regular wellbeing conversations with employees can boost productivity and increase staff retention.

The stigma of mental health can be an elephant in the room, particularly when workers are not sure how their employers will react, whether they will be “judged” or if they will be treated differently.

Some 30% of employees report not feeling comfortable about talking to their bosses about mental health issues, let alone asking for advice or guidance. It is important that they do not suffer in silence. On the other hand, some staff prefer anonymity and digital surveys can help the more introverted to make their feelings known.

Situations most conducive to open discussions are where: mental and physical health are treated as equally important; employees have regular one-to-one meetings with their managers to talk about problems; and positive mental health is encouraged, for example through mental health awareness training or the appointment of mental health “champions”.

Takeaways

Poor mental health is a major problem as both employees and companies struggle with personal, financial and work-related issues driven by soaring costs, debt and employment security worries, unstable world politics and spiralling energy prices.

Matthew Pinto-Chilcott – Owner of Consensus HR comments: “Employers, Line Managers and members of the team in general all need to play their part in relation to mental health and Health in Safety in general as outlined in the Health and Safety at Work Act 1974. All members of the team should ensure that the correct action is taken, should they be concerned for an individual, whether this is by personally speaking to them or highlighting it to a member of management. Extra care should be taken to ensure that the individual concerned is not made to feel that they are being spoken about or treated differently but communicated with passionately and offered any support if needed and the correct professional medical advice sought.”

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If you are concerned about mental health within your workplace of HR and Health and Safety in general, contact us now to discuss.

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05 08 2022

Seven HR – Back to basics

Matthew Chilcott Absence Management, Blog, Disciplinary & Grievance, Employment Law, General, Handbook, Performance Management, Recruitment, Rewards & Benefits, Training & Development Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Anti-Slavery Day | Consensus HR in Herts & Beds.

Our company mission statement is “Helping companies take the pain out of managing people, whilst preventing people problems” but what does this actually mean? We can help you and your Company put in place the ‘Seven HR – Back to basics’.

Continually, throughout industry and with the current climate, high inflation and the end of Pandemic support measures, such as Furlough. What the ‘Back to Basics’ are we are hearing about when out talking to clients and businesses in general? What can you do or put in place to ensure you are proactive, working to best practice and an employer of choice?

Getting your companies Seven HR – Back to basics and ‘Foundations (previous blog)’ in place is vital for the success of your business and helping you to prevent people problems. Whilst creating a company where people wish to work, which leads to an increase in the bottom line and productivity. Where there are no concerns for demotivating the team or threats of Employment Tribunal (ET) claims, plus bad working atmosphere.

Seven HR – Back to basics for business owners / managers:

1. Recruitment and Selection:

When making the decision to recruit, business owners need to ensure that a set company Policy and Procedure is in place that ensures you work to best practice, the law and maintain consistency throughout, when recruiting members of the team.

As part of the Seven HR – Back to basics; Companies need to be able to demonstrate why somebody got the job rather than another candidate.

Was it their qualifications?
Was it their experience?
Their Competence when answering questions?
Why?

Failure could result in somebody claiming they were discriminated against for one of the protected Characteristics under the Equality Act 2010 such as age, sex and disability.

Further information on how we can help and what is included, can be found here. Plus, details on what is included overall in ensuring you recruit successfully can be found here.

Therapy sessions start for long-term sick | Consensus HR – Herts

2. Employment Contract:

Since the change in the law in April 2020, employees are entitled to an Employment Contract from day one of employment when previously it was within 3 months. We are still finding that many companies do not provide this on day one of employment, but this should be produced when the decision to employ the person has been made and signed, dated and sent to them for their viewing, with the agreement signed and dated.

It is important that your employee contract includes specific legal clauses and others which need to be adapted to suit your business and service/product you offer, such as the clause for deduction of wages. Unauthorised deduction from an employee’s wages can result in an employee, current or past making a claim to an Employment Tribunal regardless of length of service. Although this should make no difference, as companies need to work to best practice and the law or face the possible consequences that could occur, such as an award of £2,100.

We work with clients to draft a company specific Contract of Employment such as full-time, part-time, self employed, home working etc and by getting to know their business ensure clauses are adapted to ensure maximum usefulness for the employee and business.

As previously mentioned, failure to provide an Employment Contract from day one can result in a claim to an Employment Tribunal, claims for an authorised deduction of wages due to money being subtracted from an employees pay, and the company not contractually permitted to do so, even after consultation with the member of the team.

Areas which should be covered in an Employment Contract can be found by clicking here.

3. Employment checks: References and Right To Work in the UK

All employers within the UK have a responsibility to prevent illegal working. Since Brexit, there are additional needs for employers to check the legality of employees right to work in the UK and the correct checks must be made. We advise every client, to obtain copies of employees Passports and/or Visa’s and keep this securely on an IT system with the employees’ consent.

The Government now has a system that allows employers to check somebody’s legality to work in the UK and can be obtained by a job applicant giving you their ‘Share Code’. By visiting https://www.gov.uk/check-job-applicant-right-to-work and checking that the documents they have provided allows them to work in the UK.

Failure to ensure this is completed correctly can result in an employer being sent to jail for 5 years and pay an unlimited fine, if their found guilty of employing someone who they knew or had ‘reasonable cause to believe’ did not have the right to work in the UK.

This includes, for example, if you had any reason to believe that:

they did not have leave (permission) to enter or remain in the UK
their leave had expired
they were not allowed to do certain types of work
their papers were incorrect or false

Check your employees eligibility to work correctly:

You can also be penalised if you employ someone who does not have the right to work and you did not do the correct checks, or you did not do them properly.

If this happens, you might get a ‘referral notice’ to let you know your case is being considered and that you might have to pay a civil penalty (fine) of up to £20,000 for each illegal worker.

You’ll be sent a ‘civil penalty notice’ if you’re found liable and you’ll have 28 days to respond.

The notice will tell you how to pay, what to do next, and how to object to the decision.

Your business’s details may be published by Immigration Enforcement as a warning to other businesses not to employ illegal workers.

Read more about illegal working penalties.

4. Not following procedures and the law:

HR is covered under Civil Law and the ‘Balance of Probabilities’ and not Criminal Law and ‘Beyond Reasonable Doubt’. There are set procedures to follow which are outlined in the Acas Code of Practice which gives clear instructions on how to deal with employee issues within a business.

Failure to follow the Acas Code of Practice can result in claims for unfair dismissal, unauthorised deduction of wages as well as many other areas such as Age Discrimination, Sex, Gender, Race and all other protected Characteristics under the Equality Act 2010 where awards to an employee can be unlimited in certain circumstances.

Employers have to be able to demonstrate that they acted reasonably in dealing with an issue and followed the correct procedure of investigating the incident, holding the appropriate meeting and an offer to appeal should a penalty be place on an employee. It is up to the manager who is Chairing the meeting and making the decision to be able justify why the action they took is reasonable and what a reasonable employer would do and not HR. Questions to consider include:

What Policies and Procedures are in place?
Was the member of the team adequately informed and giving the appropriate development?
Are the right tools provided?

5. Failure to take an employee’s concerns/moans seriously:

As managers of a team, we all know that team members can raise a number of concerns that affect them and their motivation to do their job, which can result in certain people occasionally being ignored or seen as moaners.

However, managers need to ensure that they take the necessary action, as needed, as failure could result in the employee raising a grievance.

Grievances should initially be dealt with informally, if possible, but should this not resolve the matter, then the Acas/Company Grievance procedure should be followed as soon as possible. Managers should never just ignore it, as a mole hill could turn into a mountain and result in awards being adjusted by up to 25% by an Employment Tribunal (ET).

Employee, Worker or Self-Employed … What’s the Difference

6. Not managing Performance of a team member:

Business owners and managers need to ensure that they have an adequate Performance Management Process in place to make sure that each employee is clear about what is expected from them in their job, whilst also understanding what they are doing well, to identify what the manager can do to support and coach the employee to work differently or better. Working towards the same company SMART goals ensures success for the business, as well as individuals working within it.

Each person should prepare for their Performance Management Meeting by reviewing their job description and any set objectives. These may be what were agreed during or since the last review meeting and completing a preparation form. Any discussions and comments for the previous year should be written down and discussed; with objectives agreed for the coming six months, using the job description relevant to the role and the company.

All members of the team should be working towards the same company goals whilst also having personal SMART goals to ensure success for the business, as well as individuals working within it.

We know that having a suitable performance review process in place helps to facilitate effective performance management – of your teams and your business. These steps allow for individual SMART objectives to be written and rewarded appropriately if achieved, development identified or corrective action taken.

Six-monthly structured one-to-one performance management meetings (appraisals) are recommended. These allow the individual and company management representative to sit down in a friendly environment and set SMART objectives. Both company and personal goals are agreed for the team member to achieve. Feedback should be sought throughout the year. Plus, everyone is fully aware of initial actions and steps of last resort.

SMART – Specific, Measurable, Accountable, Realistic, Time Based. Failure to manage a team members performance effectively can result in a range of issues for a company from demotivation, loss of sales, poor customer service, Employment Tribunals and high turnover in employees.

7. Employee Handbook:

Employee Handbooks are one of the key HR foundations for any business. They ensure that all your team members know what is expected from them. This includes holidays and hours to how poor misconduct may be dealt with in line with employment law. They set out the rules for ensuring that everybody within the team knows what action can be taken by the company, should expectations not be met. Two examples are Disciplinaries and Grievances; initial actions and steps of last resort, would be included.

Our Handbooks are legally written by the Chartered Institute of Personnel and Development (CIPD) and our HR business professional. We consider all your specific business areas, ensuring legal adherence.

An Employee Handbook puts all the key information and rules in one easy place and allows them to access the information as and when required without needing to ask a member of staff which, during the first few days of a role, can sometimes be quite daunting. We encourage these to be easily accessible and available online through the use of our Breathe HR IT system

As part of the Seven HR – Back to basics; a Company Employee Handbook allows the team to gain an understanding of what is expected from them and the company with areas such as pay, hours of work and benefits to communication and team events to name a few. We also ensure that important company policies are included such as disciplinary & grievance, equality and sickness.

We work with our clients to ensure that the handbook is tailored to the business, reflecting the organisation’s values/vision, and on occasion, a welcome letter from the management team.

Failure to provide an Employee Handbook may result in members of the team claiming they were not aware of a Policy or where to find out about that Policy and can help managers manage more effectively as they can direct team members to the handbook for information thus allowing them to manage more effectively. We also suggest that all Policies and Procedures, Company Handbook, a member of the teams Contract of Employment and Job Description are easily accessible to them via a user-friendly IT system such as Breathe HR.

Are all your HR basics in place? If not and you need some help and guidance, contact us now by clicking here.

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