HSE has launched a new campaign to remind people working in construction trades to manage the risks associated with asbestos.
Despite it being banned in the building industry since 1999, figures show that 5,000 people a year still die from asbestos-related diseases. It didn’t disappear when it was banned in the UK and we know that asbestos remains in millions of homes and buildings.
Those carrying out repairs or refurbishment work are at a higher risk of disturbing asbestos, especially when working in houses. Builders, carpenters, electricians, joiners, plasterers, plumbers and roofers are just some of the trades being urged to take the risks of asbestos seriously.
The campaign particularly wants to reach those who started their careers from the year 2000, after the use of asbestos was banned, so they know the risk still remains.
Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Violence and aggression in the workplace and world in general seems to be on the increase with the Health & Safety Executive (HSE) saying that in 2019-2020 there were 688,000 reported incidents of violence at work. As part of our Employee Handbook and the HR Policies and Procedures we ensure a detailed section if written that provides clear and practical guidelines to businesses and their team on how to manage correctly, to best practice and the law. Nobody comes to work to experience bullying, violence or aggression and should this occur companies and their teams should ensure that s comprehensive process of action and recording is put in place for all member of the team. The HSE gives some excellent examples of this in the information shown in the HSE article above.”
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Matthew Pinto-Chilcott, Owner of Consensus HR comments: “When I seen this article today in The Times, I was not surprised to see their statistics in relation to long-term sick leave of members of the team due to mental health. At Consensus HR over the past three years since the Pandemic we have seen a vast increase in us having to ask for medical reports from GP’s and Consultants for members of our client’s teams as previously discussed in some of our blogs. Managing sickness within business has never been more of an issue and it is important that businesses do this correctly and have the right systems in place to support the team member, team and business or it can have severe repercussions.
We help business to manage this and be proactive rather than reactive whilst preventing people problems and ensure all areas of the Employee life cycle are covered from Recruitment, Employee Relations, Training & Development, Rewards and benefits. We take the pain away!”
NEWS ARTICLE: Poor mental health is the main cause of long-term absence, say employers
A poll by PwC for the Times Health Commission suggests that mental illness is the main cause of long-term sickness in the UK workforce. The survey saw two-fifths of employers say they have seen an increase in employees taking long-term sick leave because of mental ill health. More than half of the 150 employers polled said the mental health of staff had worsened since the pandemic, while 53% said the cost-of-living crisis had damaged the wellbeing of their employees. Almost two-thirds (64%) of firms said there has been an increase in the number of staff asking for counselling. More than 40% of employers have seen an increase in changes to working patterns due to ill health since the pandemic and almost half have had an increase in employees requesting flexible working patterns. Anthony Bruce, chairman of health industries at PwC, said: “Helping employees to stay productive in work not only benefits organisations, it promotes the employee’s mental wellbeing and financial security at a time when stress and economic hardship are a worry for many.”
Did you know, that his week is Embracing Neurodiversity Celebration Week? runs from 13 – 19 March 2023
Neurodiversity Celebration Week is a worldwide initiative that challenges stereotypes and misconceptions about neurological differences. It aims to transform how neurodivergent individuals are perceived and supported by providing schools, universities, and organisations with the opportunity to recognise the many talents and advantages of being neurodivergent, while creating more inclusive and equitable cultures that celebrate differences and empower every individual.
Neurodiversity Celebration Week, which runs from 13 – 19 March 2023, is a worldwide initiative that challenges stereotypes and misconceptions about neurological differences. It aims to transform perceptions of neurodivergent individuals, encouraging organisations to recognise the talents and advantages of being neurodivergent, while creating more inclusive and equitable workplace cultures that celebrate differences and empower individuals.
‘Neurodiversity’, ‘neurodivergent’ and ‘neurodivergence’ are words which relate to the concept that certain individuals’ brains work and interpret information in a different way to those who are deemed ‘neurotypical’ (ie those who interpret information in the way that is expected). Neurodivergence is commonly recognised where individuals have been diagnosed with neurological conditions such as: autism, dyslexia, dyspraxia, Attention Deficit Hyperactivity Disorder (ADHD) and others.
Employers who fully understand and value the talents of neurodiverse minds in their organisation will reap the benefits. Neurodivergent employees can bring significant strengths, such as having higher levels of attention to detail and innovation, creative thinking and problem-solving skills. Embracing neurodiversity in the workplace can give employers a competitive edge, widening the talent pool and bringing new ideas and perspectives.
However, research from the City & Guilds Foundation and Do-IT has revealed that employers need to do more to support neurodiverse employees, with 32% saying they have not been able to disclose their condition in the workplace, and 40% feeling they are impacted most days by it. 10% of respondents with a neurodiverse condition said they had been met with a poor response if they have disclosed. In addition, just under half of respondents reported family dependents who are neurodiverse and 3 in 10 parents of neurodivergent children said this had an impact on their work.
As well as capturing an understanding from employees, the research found that less than a quarter of HR professionals have had specific training to support neurodiverse employees and only 29% of senior leaders have had neurodiversity training, although 49% of organisations surveyed have neurodiversity champions or mentors.
Professor Amanda Kirby, CEO of Do-IT Solutions, said “the challenge remains in society that there is still a low level of appreciation of differences and the talents and skills we can gain if we ensure a more inclusive approach to both education and employment.”
The research highlights the need for employers to pro-actively review their recruitment and employment practices to raise awareness and educate staff about neurodiversity in the workplace and ensure that tailored support is available for neurodiverse employees and those with neurodiverse dependents.
Here are some of our other blogs written on the subject:
Matthew, Pinto-Chilcott, Owner of Consensus HR comments: “Hunt to ‘nudge’ the long-term sick back to work – This is a great idea as long as it is managed correctly, and businesses given the right tools and support to implement. At Consensus HR we work with our clients to manage their team’s sickness correctly and to the law and best practice and by ensuring the teams welfare is at the forefront of the business. This can be achieved through, good, user friendly Policies & Procedures and ensuring sickness is managed appropriately and the correct action taken should it be needed such as writing to their GP or Consultant and gaining their professional advice on any reasonable adjustments that the business can make. We also ensure that the management of the individual is managed and if needed a plan put into place to help the member of the team with any personal conditions they may be currently experiencing. This can take time and is definitely not easy but the benefits to the organisation and the member of the team out way this.”
NEWS ARTICLE: Hunt to ‘nudge’ the long-term sick back to work.
Chancellor Jeremy Hunt is set to reveal the findings of a major workforce review designed to ease the UK labour market by “nudging” hundreds of thousands of people back into work. The review will include the introduction of new ‘conditionality’ requirements for an estimated 2.5m people classed as long-term sick. Those with long-term conditions such as mental health issues and stress will be offered extra support to help them to get back to work but in return, they will be required to look for a job if they want to continue claiming benefits. Mr Hunt is also expected to announce funding for older workers to get annual health checks. It is hoped that this will help identify problems earlier and reduce the number of people leaving the workforce because of ill health.
Smoking increases the chance of getting dementia, as well as lung and heart diseases. Ahead of No Smoking Day on 8 March 2023, Thames Valley Cancer Alliance (TVCA) is encouraging smokers to pledge to quit and take back your health.
If you’re a smoker, now is the perfect time to give quitting a go and feel the benefits – from better lung, heart, and brain health, to saving money. Around 5.4 million adults in England still smoke, and it remains the leading preventable cause of premature death.
There are so many reasons to quit – even if you’ve smoked for many years. Not everybody manages to quit first time, but each time you try is a stepping stone to success. It’s never too late to quit.
HISTORY OF No Smoking Day
No Smoking Day is an annual health awareness day in the United Kingdom which is intended to help smokers who want to quit smoking. The first No Smoking Day was on Ash Wednesday in 1984, and it now takes place on the second Wednesday in March.
Each year, the campaign is promoted with a theme in the form of a short phrase. An example of previous year’s themes has been “Break free”, encouraging smokers to break free from the chains of cigarettes and quit on No Smoking Day and “Time to quit?”. Research conducted by GfK NOP following the 2009 campaign found that 1 in 10 smokers quit on No Smoking Day.
The campaign was run by a charity of the same name, based in London with four full-time staff, until this was merged with the British Heart Foundation in 2011. It is funded by a coalition of governmental and voluntary sector organisations with an interest in health. No Smoking Day’s most recent President was entrepreneur, TV personality, and anti-tobacco campaigner Duncan Bannatyne OBE. Bannatyne is an ex-smoker who publicly took on British American Tobacco at its AGM in April 2008.
Matthew Pinto-Chilcott, Owner of Consensus HR comments: “The Guardian – Long-term sick responsible for growth in economic inactivity amongst other papers have written more about the sick and getting them back to work with this report stating that the number of long-term sick has risen by more than 350,000 since the start of the Pandemic. As a HR Consultant / former Operations Manager, managing employee sickness is never easy can if not careful be put on the back burner and never managed / ignored. All people unfortunately get sick at one time or another but by having the correct Policies & Procedures in place and managing appropriately with tools such as the Bradford Index, companies can ensure that the member of the team gets any support that is needed, the correct medical advice is sourced and the employee gets back to work when appropriate for the benefit of the business and member of the team.”
NEWS ARTICLE: Long-term sick responsible for growth in economic inactivity
Experts say Government efforts to get early retirees back to work to boost the economy are misguided and ministers should be focussed instead on tackling long-term sickness to reduce economic inactivity. “There is a real risk of the government barking up the wrong tree when it comes to the growth in economic inactivity,” a report from the consultancy LCP says. The Chancellor, Jeremy Hunt, previously urged the over-50s to get off the golf course while the Work and Pensions Secretary, Mel Stride, is preparing an urgent review of options to boost workforce participation. Sir Steve Webb, the former pensions minister who co-authored the LCP report, said rising long-term sickness and NHS waiting lists were much more significant than early retirement. “We were gobsmacked by what we found,” Webb said. “It turns out there are fewer earlier retired today than at the start of the pandemic.” However, the number of “long-term sick” has risen by more than 350,000 since the start of the pandemic, accounting for more than half of the growth in inactivity over that period.
Matthew Pinto-Chilcott, Owner or Consensus HR comments: “Well, another death reported by the Health & Safety Executive (HSE) due to an employee working at Heights and not having the correct equipment for the job and falling to his death. In this situation the HSE stated that the company had not planned for getting the rope access equipment on to and off the roof safely, and provided no instructions to the operatives. The HSE provides excellent guidance on roof work which can be found on their website or by clicking here.”
A company has been fined £120,000 after a dad died following a fall from the roof of a building site.
Father-of-one Dennis Vincent, 36, and another worker were using ropes to install a lightning protection system to the front of a Warrington office block being converted into flats.
Mr Vincent, who was from Stoke-on-Trent, Staffordshire, was lowering the access equipment from the roof, using a rope attached to a frame at roof level and a handrail at ground level. As he did so, both he and the frame fell from the roof to the ground.
The incident happened on 24 February 2021 at Palmyra House, Palmyra Square in Warrington.
Palmyra House, Palmyra Square
An investigation by the Health and Safety Executive (HSE) found Mr Vincent’s employer, PTSG Electrical Services Limited, failed to adequately assess the risks associated with this work, giving little consideration to the work at height hierarchy of control and opting for personal protection measures over more suitable collective protection measures, such as scaffolding or a mobile elevating work platform (MEWP).
In addition to this, the company had not planned for getting the rope access equipment on to and off the roof safely, providing no instructions to the operatives.
PTSG Electrical Services Limited, of Flemming Court, Whistler Drive, Castleford, West Yorkshire, pleaded guilty to breaching Section 2(1) of the Health and Safety at Work etc. Act 1974. The company was fined £120,000 and ordered to pay £5448.51 in costs at Wirral Magistrates’ Court on 9 February 2023.
HSE inspector Sara Andrews said: “Our thoughts today are with the family of Dennis Vincent, a young dad and husband who did not return home on 24 February 2021 because of the failings of his employer.
“This incident could easily have been avoided by better planning of the work to ensure adequate controls were in place to prevent falls from the roof. Whilst rope access techniques are appropriate in some circumstances, they should only be used if more appropriate measures, such as fixed scaffolding, cannot be.
“Companies should be aware that HSE will not hesitate to take appropriate enforcement action against those that fall below the required standards.”
A further two companies will appear at Liverpool Crown Court later this year in relation to the incident, after pleading not guilty at an earlier hearing.
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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.”
Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Another interesting Health & Safety fact from the Health & Safety Executive. 29 fatal injuries occurred in 21/22 due to falls. The HSE and Ladder Association have created a very informative guidance document. This updated guidance now highlights the importance of training and offers expanded guidance on different types of portable ladders, such as telescopic ladders and combination (or multi-purpose) ladders and is available by clicking on the link within the article. This is just one of the many areas within Health & Safety that employers need to ensure are managed correctly and the appropriate development for the team taken and correct Health & Safety Policies and Procedures in place to avoid such fatal injuries.”
Falls when working at height remain the most common kind of workplace fatality.
HSE’s annual fatality statistics reported that there were 29 fatal injuries caused by falling from height in 2021/22.
Ladders and stepladders are not banned under health and safety law. They can be a sensible and practical option for low-risk, short-duration tasks, although they should not automatically be your first choice.
To help you make sure you use the right type of ladder, and that you know how to use it safely, our website has guidance on staying safe when using ladders at work. It includes:
more detail on competency, and what that means for ladder users and those managing ladder use on site
key safety advice for using telescopic ladders
practical tips for using combination and multi-purpose ladders
good practice for securing ladders
You can also download the guidance document Safe use of ladders and stepladders, which was jointly produced by HSE and the Ladder Association.
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.
Here is our latest HR Blog Newsletter – January 2023 with a range of our HR updates and stories for the month including, Benefits of Outsourcing HR, Guidance for employers on what to do in the cold weather and the fastest wage growth in 20 years, to name a few.
Happy reading and please remember if we can help your company with its HR, do not hesitate to contact us.
Sunak tries to head off rebels with pledge on EU law repeal
Rishi Sunak has pledged not to use a review of European Union laws to water down protections on workers’ rights and the environment, in an effort to head off a rebellion.
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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If you wish to always keep up with the changes in Employment Law and ensure your business is working to best practice and the law, give us a call now.
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