Employment Law

30 10 2025

International Stress Awareness Week 2025 – How HR Can Support Mental Wellbeing at Work

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General, Health & Safety #Health&Safety, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

International Stress Awareness Week – 4th to 8th November: Supporting Mental Wellbeing at Work

International Stress Awareness Week (4th–8th November 2025) is a key opportunity for employers to focus on workplace wellbeing and reducing stress-related illness.

According to the Health and Safety Executive (HSE), stress, depression, and anxiety accounted for 51% of all work-related ill health cases in 2024/25. Managing stress effectively isn’t just about wellbeing — it’s a legal duty under the Health and Safety at Work Act 1974.

Practical ways employers can support mental health include:

Conducting stress risk assessments
Offering Employee Assistance Programmes (EAPs)
Training managers to spot early warning signs
Encouraging open conversations and flexibility

At Consensus HR, we help businesses create supportive environments where wellbeing and productivity thrive hand-in-hand.

Comment from Matthew Chilcott – Owner:
“Stress at work affects performance, morale, and health. Employers who take proactive steps to support wellbeing build stronger, more engaged teams — and meet their legal responsibilities.”

👉 Learn how Consensus HR can help build a mentally healthy workplace: www.consensushr.com

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Important Health & Safety Update | Consensus HR in Herts & Beds

Em[loyers must keep written employment contracts

29 10 2025

Did You Know? UK Employers Must Provide Written Employment Contracts from Day One

Matthew Chilcott Blog, Employment Contracts, Employment Law, General #consensus hr, Business, Business Owners, employment law, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

💡 Wednesday Blog – Did You Know – HR

Did You Know? Employers Must Keep Written Employment Contracts

Content:
Since April 2020, UK employers are legally required to provide written terms of employment (known as a Section 1 Statement) from day one of employment.

This applies to both employees and workers, and must include details such as:

Job title and duties
Pay rate and frequency
Working hours and location
Holiday entitlement and benefits
Notice periods
Probationary period and conditions

Failure to provide a written contract can result in compensation awards of up to four weeks’ pay at an Employment Tribunal.

At Consensus HR, we draft and update legally compliant employment contracts tailored to your business, ensuring both clarity and protection.

Comment from Matthew Chilcott – Owner:
“A clear contract sets the foundation for a professional working relationship. It protects your business and ensures every employee understands their rights and responsibilities from day one.”

👉 Protect your business with professional HR support: www.consensushr.com

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28 10 2025

HR Fact: Managing Annual Leave Carry Over – Key Rules Every UK Employer Should Know

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Handbook, Health & Safety #consensushr, #employmentlaw, #HRDept, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

HR Fact: Managing Annual Leave Carry Over – What Employers Must Know

Content:
Under UK law, all employees are entitled to a minimum of 5.6 weeks’ paid annual leave per year, as outlined in the Working Time Regulations 1998.

While most employers encourage employees to use their full entitlement, there are occasions where leave can be carried over to the next holiday year. The rules depend on the reason for the carry-over:

✅ Standard holiday policy: Employers may allow limited carry-over (typically up to 1.6 weeks) by agreement.
✅ Sickness absence: Employees unable to take leave due to sickness can carry over up to four weeks for 18 months.
✅ Maternity or parental leave: Leave missed due to family-related absence can also be carried forward.

Failing to manage holiday correctly can lead to breaches of employment law and potential tribunal claims.

At Consensus HR, we help SMEs create clear, legally compliant annual leave policies that protect both the business and employees while encouraging a healthy work-life balance.

Comment from Matthew Chilcott – Owner:
“Annual leave management might seem straightforward, but the rules around carry-over can catch employers out. Having the right policy in place keeps your business compliant and your team motivated.”

👉 Learn more about HR compliance: www.consensushr.com

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Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750

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22 10 2025

Did You Know? Employers Must Prevent Unauthorised Deductions from Wages

Matthew Chilcott Blog, Employment Contracts, Employment Law, General #HRblog, #HRDept, #unauthoriseddeductionofwages, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

💡 Wednesday Blog – Did You Know – HR

Did You Know? Employers Must Record Employees’ Working Hours

Content:
Following European Court of Justice rulings (and supported by UK case law), all UK employers must keep accurate daily records of working hours — even for salaried staff — to prove compliance with the Working Time Regulations 1998.

This includes ensuring:

Staff do not work more than 48 hours per week on average (unless they’ve opted out)
Workers receive minimum daily and weekly rest periods
Accurate timesheets or system records are maintained

💡 Digital HR systems like Breathe HR, offered through Consensus HR, make this simple — allowing automatic tracking and easy reporting for compliance audits.

Comment from Matthew Chilcott – Owner:
“Accurate working time records aren’t just a legal requirement — they’re a great way to improve productivity and protect your business from potential disputes.”

👉 Find out more about Breathe HR and how it supports compliance: www.consensushr.com

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21 10 2025

HR Fact: Statutory Redundancy Pay in the UK – Employer Obligations & Employee Rights

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Redundancy #HRDept, #redundancy, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

📌 Tuesday Blog – HR Fact

HR Fact: Statutory Redundancy Pay in the UK

Content:
When it comes to redundancy, many employers are unaware of their legal obligations. In the UK, employees with two years’ continuous service are entitled to Statutory Redundancy Pay.

The calculation is based on:

Age of the employee
Length of service (capped at 20 years)
Weekly pay (capped at £700 from April 2024)

Failing to follow redundancy law correctly can result in costly Employment Tribunal claims.

👉 At Consensus HR, we ensure your redundancy processes are fair, transparent, and legally compliant, protecting your business and supporting your team through difficult transitions.

Comment from Matthew Chilcott – Owner:
“Redundancy can be one of the most difficult decisions for a business. Getting it wrong isn’t just financially risky, it can damage your reputation. We help SMEs manage redundancy correctly while safeguarding both business and employee interests.”

🔗 Learn more: www.consensushr.com

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Are you concerned about keeping your business up to date with Employment Law changes?

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16 10 2025

National Work Life Week 2025: How HR Can Help Businesses Balance Success and Wellbeing

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General, Handbook, Health & Safety, Newsletter #bedfordbusiness, #consensus hr, #Health&Safety, #Hertfordshirebusiness, #wellbeing, #worklifebalance, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

🌍 National Work Life Week – 21st to 25th October: Balancing Success and Wellbeing

National Work Life Week (21st–25th October 2025), organised by the Working Families charity, is an annual campaign designed to help businesses and employees focus on achieving a healthy balance between work and personal life.

In today’s fast-paced environment, striking that balance is more important than ever. Long hours, stress, and blurred boundaries between home and work life can harm employee wellbeing, productivity, and engagement. For employers, this can mean higher absenteeism, lower morale, and an increased risk of staff turnover.

🧩 Why Work-Life Balance Matters

When employees feel supported and trusted to manage their time effectively, both productivity and loyalty increase. A flexible and balanced work culture leads to:

Reduced stress and burnout
Improved staff retention
Higher motivation and performance
A stronger employer brand

Work-life balance isn’t just a wellbeing initiative — it’s a business performance strategy.

💼 What Employers Can Do

As part of National Work Life Week, employers are encouraged to review their HR policies and consider initiatives that promote a healthy balance, such as:

Flexible working arrangements (hybrid, remote, or compressed hours)
Encouraging regular breaks and holidays
Promoting mental health support and open conversations
Setting clear boundaries on out-of-hours communication
Leading by example — senior managers should model balance themselves

🧭 How Consensus HR Can Help

At Consensus HR, we work with SMEs across all sectors to build practical HR strategies that promote wellbeing, engagement, and compliance. Our retained HR support ensures that all policies — from flexible working to mental health — are up to date, legally compliant, and genuinely effective.

Comment from Matthew Chilcott – Owner:
“National Work Life Week is an excellent opportunity for employers to stop and reflect on how they support their teams. Businesses that value wellbeing and balance create happier, more productive workplaces — and ultimately achieve better results.”

👉 Learn how Consensus HR can help your business build a positive workplace culture: www.consensushr.com

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15 10 2025

Wednesday Blog – Did You Know? Employers Must Record Employees’ Working Hours:

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General, Health & Safety, Recruitment #consensus hr, #DidyourknowHRFact, #workingtimedirective, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

💡 Wednesday Blog – Did You Know – HR

Did You Know? Employers Must Record Employees’ Working Hours

This includes ensuring:

Staff do not work more than 48 hours per week on average (unless they’ve opted out)
Workers receive minimum daily and weekly rest periods
Accurate timesheets or system records are maintained

💡 Digital HR systems like Breathe HR, offered through Consensus HR, make this simple — allowing automatic tracking and easy reporting for compliance audits.

👉 Find out more about Breathe HR and how it supports compliance: www.consensushr.com

📲 Follow Consensus HR:

Your Outsourced Human Resources (HR) Department.

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

14 10 2025

Statutory Notice Periods in UK Employment Law: Employer Responsibilities Explained

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Health & Safety, Newsletter #consensus hr, #employmentlaw, #HRDept, #Noticeperiod, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

📘 Tuesday Blog – HR Fact

HR Fact: Statutory Notice Periods – What Employers Must Know

Did you know that under UK Employment Law, all employees are entitled to a minimum statutory notice period when their employment ends — whether they resign or are dismissed?

📋 Statutory minimum notice periods:

1 week if employed between 1 month and 2 years
1 week per full year of service (up to a maximum of 12 weeks) if employed for 2+ years

Employers must also check employee contracts for contractual notice periods, which may be longer but can never be less than the statutory minimum.

✅ Ensuring correct notice periods are followed protects your business from unfair dismissal or wrongful dismissal claims.

Comment from Matthew Chilcott – Owner:
“Notice periods are often overlooked, yet they’re one of the simplest ways to ensure compliance. At Consensus HR, we help businesses apply clear, consistent processes that protect both employer and employee rights.”

👉 Learn more about HR compliance and employment law: www.consensushr.com

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Are you concerned about keeping your business up to date with Employment Law changes?

Your Outsourced Human Resources (HR) Department.

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08 10 2025

Did You Know? Day-One Flexible Working Rights Now a Legal Requirement for UK Employers

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Health & Safety, Newsletter, Training & Development #consensus hr, #flexibleworking, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

📌 Wednesday Blog – Did You Know – HR

Did You Know? Employers Must Offer Day-One Flexible Working Rights

From 6th April 2024, UK employment law made flexible working requests a day-one right. This means employees no longer need 26 weeks’ service to request changes to their working patterns.

Employers must:

Respond within two months
Give fair consideration to requests
Provide a valid reason if refusing

📌 For SMEs, this is a major change in workplace management. Having clear policies and training managers to handle requests correctly is vital to staying compliant.

Comment from Matthew Chilcott – Owner:
“Flexible working is no longer just a benefit; it’s a legal right. Businesses that handle requests fairly not only stay compliant but also improve staff retention and morale.”

👉 Need help updating your HR policies? Contact us today at www.consensushr.com.

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07 10 2025

Monthly HR blog Newsletter – September 2025 | Consensus HR, Herts, Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Handbook, Newsletter #consensushr, #employmentlaw, #HRDept, #Newsletter, bedfordshire, Business, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, SME, SME's, stevenage

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our September 2025 blogs. Here’s a selection of topics we covered:

Did You Know? | Flexible Working in 2025 – Day-One Right, Employment Law Updates & HR Support:
Take the Pain Out of People Management: Why SMEs Without HR Should Turn to Consensus HR:
Did You Know HR UK? NDA Ban, Staff Retention Risks & Key Employment Law Updates:
Did You Know? Statutory Redundancy Pay in the UK:
Disability Discrimination Claims on the Rise: Why SMEs Must Strengthen HR Policies:

Thank you for joining us for this month’s recap. We hope these discussions provide valuable insights and actionable strategies for your HR practices. Stay tuned for more informative blogs in the coming months!

Did You Know? | Flexible Working in 2025 – Day-One Right, Employment Law Updates & HR Support:

📌 Did you know…

Since 6 April 2024, all employees in the UK now have a day-one right to request flexible working.
Employers must now respond to flexible working requests within two months (previously three months).
Employees can make two requests per year, instead of just one.
CIPD research (2025) found that 1.1 million employees left a job last year due to a lack of flexible working options.
Nearly 80% of over-50s in employment say they want more flexible working arrangements.
Studies show flexible working can reduce absenteeism and improve retention, especially for parents, carers, and older workers.

To read our article in full,

CLICK HERE

Take the Pain Out of People Management: Why SMEs Without HR Should Turn to Consensus HR:

For SMEs navigating the complex world of employment regulations, contracts, performance issues, and people management—without any dedicated HR support—it can feel overwhelming. That’s where Consensus HR steps in as your trusted local partner, delivering expert, outsourced HR and employment law services tailored to your business’s size and needs.

What Consensus HR Offers You

Based in Stevenage and serving Hertfordshire, Bedfordshire, Cambridge, Luton, Milton Keynes, and beyond, Consensus HR provides:

Fully outsourced HR support, or small-scale solutions as needed
Employment contracts, handbooks, and compliant HR policies
Guidance on performance, disciplinary, grievance, absence, and mental health management
Employment law advice aligned with the latest UK legislation
A local, personal approach, not a distant call centre

👉 Learn more at www.consensushr.com

To read our latest post in full:

CLICK HERE

Did You Know HR UK? NDA Ban, Staff Retention Risks & Key Employment Law Updates:

Did You Know HR? 🚀

Latest UK HR insights for business leaders & managers

What’s New in UK HR

1. NDA Ban for Harassment & Discrimination
The UK government has announced that non-disclosure agreements (NDAs) used to silence victims of harassment or discrimination will soon be made void under changes to the Employment Rights Bill. Confidentiality clauses in settlement agreements that prevent employees from speaking about workplace misconduct will no longer be enforceable.
👉 Read more at The Guardian

To read our latest article in full:

CLICK HERE

International Week of Happiness at Work – Why It Matters for SMEs:

HR Awareness Day

From 23rd – 27th September 2025, organisations around the world celebrate the International Week of Happiness at Work. This initiative encourages businesses to create positive, healthy, and engaging workplaces.

Why does this matter for SMEs?

Happier employees are more productive.
Reduced absence and turnover save businesses money.
Stronger workplace culture supports recruitment and retention.

To read our article in full:

CLICK HERE

Did You Know? Statutory Redundancy Pay in the UK:

Did You Know? – HR Fact

When it comes to redundancy, many business owners are unaware of the exact legal requirements.
Under UK law, statutory redundancy pay is calculated based on age, length of service, and weekly pay (capped at £700 from 6 April 2024). Employees must have at least two years’ continuous service to qualify.

This means:

1.5 weeks’ pay for each year of service over age 41.
1 week’s pay for each year between ages 22 and 40.
0.5 week’s pay for each year under age 22.

📌 Employers should ensure they calculate redundancy entitlements correctly to avoid legal disputes.

To read our article in full:

CLICK HERE

Disability Discrimination Claims on the Rise: Why SMEs Must Strengthen HR Policies:

HR Fact: Discrimination Claims

📊 Did You Know?
Employment Tribunal claims for disability discrimination remain one of the highest in the UK. This highlights the need for fair processes and robust HR policies.

💬 Matthew Chilcott – Owner, Consensus HR – comments:
“Prevention is always better than cure when it comes to Employment Law. Having the right contracts, policies and procedures in place is essential to protecting both your people and your business.”

🔗 See how we can help: Employment Law – Consensus HR

To read the article in full:

CLICK HERE

To view more about our range of HR & Employment Law Services

Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

Your Outsourced Human Resources (HR) Department.

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

30 09 2025

Preparing for Employment Law Changes: Why SMEs Need Proactive HR Support

Matthew Chilcott Blog, Employment Law, General #employmentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

✅ HR Article

Preparing for Employment Law Changes: Why SMEs Need Proactive HR Support

Employment law in the UK continues to evolve, with recent updates such as the Employment Rights Bill 2025, which introduces day-one unfair dismissal protection, extended bereavement leave, and changes to flexible working. For SMEs, these changes bring new obligations and highlight the importance of keeping employee handbooks, contracts, and policies up to date.

At Consensus HR, we ensure all retained clients are fully prepared for these updates. From reviewing contracts to training managers, our proactive approach helps businesses avoid costly mistakes and tribunal claims.

Matthew Chilcott, FCIPD, ACEL, BA (Hons), Owner of Consensus HR, comments:
“Too often, SMEs only address employment law changes when problems arise. By working with Consensus HR, our clients remain compliant, confident, and focused on running their business, not fighting legal battles.”

👉 Learn more about our Outsourced HR Services
👉 Keep up to date with our Latest HR News

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Are you concerned about keeping your business up to date with Employment Law changes?

Your Outsourced Human Resources (HR) Department.

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25 09 2025

Did You Know HR UK? NDA Ban, Staff Retention Risks & Key Employment Law Updates | Consensus HR Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Handbook, Newsletter #HRDept, Business, Business Owners, HR, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Did You Know HR? 🚀

Latest UK HR insights for business leaders & managers

What’s New in UK HR

2. Over Half of UK SMB Employees Are Considering Quitting
A recent Personio survey revealed that 54% of employees in small and medium businesses across the UK are thinking of leaving their roles. Main reasons include:

Unsatisfactory pay (33%)
Stressful work environments (29%)
Poor work-life balance (29%)
Lack of career progression (27%)

Flexibility also remains a deal-breaker, especially for younger workers, who are far more likely to leave if required to be in the office more than three days a week.
👉 Read more at TechRadar

3. Employment Law & Case Law Updates

Leicester City Council v Parmar [2025] EWCA Civ 952 – The Court of Appeal confirmed direct race discrimination, emphasising correct application of comparators and burden of proof.
HMRC v Taylors Services Ltd – Ruled that travel time for zero-hours workers does not always count as “working time” for National Minimum Wage purposes.
Holiday Pay Reforms – New rules on holiday pay calculation for irregular and part-year workers are in development.
👉 Read case updates

What This Means for Employers

Review NDAs & settlement agreements to ensure compliance with new legislation.
Re-evaluate retention strategies — addressing pay, wellbeing, flexibility, and career development to keep your best talent.
Check contracts & policies for zero-hours and irregular workers to avoid tribunal risk.
Stay ahead of upcoming law changes like the Employment Rights Bill.

Matthew Chilcott, Consensus HR

“The legal landscape in UK HR is changing fast. Practices that once seemed safe — like NDAs or rigid office policies — are under review. Employers who act now to adapt policies, build transparency, and prioritise people will not just remain compliant but gain a real business advantage.”
— Matthew Chilcott, Owner, Consensus HR

Stay Connected

For more insights, support, and tailored HR solutions, visit us here:
🌐 www.consensushr.com

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