Recruitment

29 04 2025

The Majority of Employees Have Their Eyes on Their Next Move | Consensus HR in Herts & Beds

Matthew Chilcott Absence Management, Blog, General, Recruitment #consensushr, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

The Majority of Employees Have Their Eyes on Their Next Move: What Employers Need to Know

Consensus HR – Company News
Written by Matthew Chilcott – FCIPD, ACEL, Owner of Consensus HR

In today’s competitive employment market, new research reveals that the majority of employees are already thinking about their next career move. With workplace trends shifting and employee expectations higher than ever, it is crucial that businesses pay close attention to employee engagement, retention strategies, and talent management.

At Consensus HR, we work closely with businesses of all sizes to help them create effective human resource management strategies that not only attract but also retain top talent. In an environment where job security, flexible working, employee wellbeing, career development, and effective leadership are major deciding factors, employers must be proactive.

Key Findings:

Recent surveys indicate that:

74% of employees are open to new job opportunities.
56% actively look for roles that offer better career progression and work-life balance.
45% are prioritising businesses that invest in learning and development initiatives.
38% cite poor management and lack of communication as reasons for leaving.

These trends highlight the need for strong performance management, regular appraisals, clear HR policies, and consistent employee engagement strategies.

Expert Comment from Matthew Chilcott – FCIPD, ACEL, Owner of Consensus HR:

“Businesses that ignore the ambitions and wellbeing of their teams risk high turnover and loss of critical skills. Effective HR practices such as regular performance reviews, clear career pathways, and a focus on mental health at work are not optional — they are essential for business success.
At Consensus HR, we support our clients to implement practical, legally compliant, and people-focused solutions that help build strong, resilient teams. In a market where employees have choices, investing in your workforce through proactive human resource management is key to long-term success.”

What Should Employers Do Next?

Review Employee Engagement Strategies: Conduct regular surveys and act on feedback.
Offer Career Development Opportunities: Implement training programs and clear promotion pathways.
Focus on Wellbeing: Introduce initiatives to support mental health and flexible working.
Improve Internal Communication: Ensure management teams are trained in effective leadership and conflict resolution.
Conduct Regular Performance Appraisals: Use structured performance management to guide employee development.

At Consensus HR, we offer tailored HR consultancy services to help businesses stay ahead in a changing employment landscape. Our team supports you with everything from employment law compliance to management training, ensuring you create a workplace where people want to stay and grow.

🌟 Follow Consensus HR for more HR tips and business updates:

Tags: #HumanResources #EmployeeEngagement #TalentManagement #PerformanceManagement #EmployeeRetention #WellbeingAtWork #LeadershipDevelopment #ConsensusHR #MatthewChilcott

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

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18 02 2025

Tackling Illegal Working | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Recruitment @sg1businessclub, #consensus hr, #consensushr, #illegalworking, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Recruitment, Small Business, SME, SME's

DALL·E 2025-02-17 10.19.02 - A UK business setting addressing illegal working compliance. A professional HR manager is training a team on right-to-work checks, with legal document

Tackling Illegal Working: Key Updates for Employers in 2025

The Home Office’s Immigration Enforcement teams have recently reported their most successful January in over half a decade, making significant strides in tackling illegal working across the UK. This marks a major part of the Government’s ongoing efforts to restore order to the immigration system through their “Plan for Change.”

Record-Breaking Enforcement Activity:

During January 2025, Immigration Enforcement teams visited 828 premises, a 48% increase in enforcement activity compared to the same month in 2024. These premises included a range of businesses, such as nail bars, convenience stores, restaurants, and car washes. In total, 609 arrests were made—an alarming 73% rise from the 352 arrests made in January 2024.

This surge in activity reflects the Home Office’s growing commitment to stamping out illegal working and exploitation. Home Secretary Yvette Cooper reinforced this message, stating, “The immigration rules must be respected and enforced. For far too long, employers have been able to take on and exploit illegal migrants, and too many people have been able to arrive and work illegally with no enforcement action ever taken… That’s why, as part of our Plan for Change, we are boosting enforcement to record levels.”

Since the Government took office in July 2024, the number of illegal working visits and arrests has risen by approximately 38% when compared to the same period in the previous year. The Home Office also issued 1,090 civil penalty notices, holding employers accountable for employing individuals who do not have the right to work.

DALL·E 2025-02-17 10.19.57 - A UK business compliance meeting on illegal working prevention. Employees in a corporate boardroom reviewing employment verification documents, with a

The Importance of Right to Work Checks:

In light of these developments, employers must be more diligent than ever about ensuring their staff have the legal right to work in the UK. In the latest update from the Government, the Home Office has clarified some key points related to right to work checks:

Cancelled Passports: A clipped British or Irish passport is now considered a cancelled document and, therefore, is no longer an acceptable proof of right to work.
Birth Certificates: Both short and long birth certificates are acceptable as proof of identity, provided they are accompanied by official evidence of the individual’s name and National Insurance number, which can be issued by a government agency or a previous employer.

Matthew Chilcott, Owner of Consensus HR, on the Impact for Employers:

Matthew Chilcott, Owner of Consensus HR, comments on these developments:

“With the Government’s increased focus on tackling illegal working, it’s more important than ever for businesses to stay ahead of compliance requirements. The surge in enforcement activity signals a clear message that employers must take their responsibilities seriously. Simple oversights in right to work checks can lead to significant fines and reputational damage.

At Consensus HR, we help employers navigate these complexities by offering guidance on right to work checks, ensuring you have the right processes in place to avoid costly mistakes. We also work with businesses to ensure ongoing compliance, especially with updated legislation like the recent changes to acceptable documents. “

What This Means for Your Business:

For employers, this increase in enforcement activity underscores the critical need for thorough and consistent right to work checks. Failing to comply with immigration regulations can lead to hefty penalties and even criminal charges. As enforcement rises, the risks for non-compliance become even more significant.

Review Your Right to Work Checks: Ensure your team is familiar with the latest guidance on acceptable documents.
Keep Accurate Records: Document every check you perform to prove compliance in the event of an audit.
Stay Informed: As immigration policies continue to evolve, staying up to date with changes is essential for avoiding mistakes.

By proactively managing your right to work processes, you can reduce the risk of enforcement action and avoid the severe penalties associated with employing individuals without the right to work in the UK.

DALL·E 2025-02-17 10.23.26 - A UK business seminar on tackling illegal employment. A professional trainer is explaining UK immigration laws and employment verification procedures

Conclusion:

The Home Office’s increased focus on illegal working will continue to have significant implications for employers across the UK. By making sure you’re fully compliant with right to work checks, you protect your business from fines and potential legal action. For more information and guidance, the team at Consensus HR is here to help you ensure you’re meeting all legal requirements in your hiring practices.

Connect with Consensus HR for Ongoing Support: Stay up to date on workplace compliance and HR best practices:

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Would you like more tailored advice on compliance or best practices for right to work checks in your business? Let us know!

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05 02 2025

Week 11: Building a Future-Ready Workforce | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Recruitment, Rewards & Benefits, Training & Development #consensushr, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Week 6: Supporting Mental Health and Well-being | Consensus HR in Herts

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 11:

At Consensus HR, we know that effective HR management is key to creating a productive, compliant, and supportive workplace. Over the next 12 weeks, we’re providing business owners and managers with practical insights into different aspects of HR—from recruitment and onboarding to performance management, mental health support, and legal compliance.

Each weekly blog offers actionable advice to help you strengthen your HR practices, minimise risks, and support your team’s growth and well-being. Join us on this journey as we explore how thoughtful HR can positively impact your business and create a thriving, engaged team.

Week Eleven of Twelve

Week 11: Building a Future-Ready Workforce through Training and Development

Overview:

Continuous training helps employees adapt to changes in the industry and improves overall team competency and satisfaction.

Key Points:

Identifying Skill Gaps: Assess team strengths and development needs to tailor development programs to your workforce’s needs.
Types of Training: Offer various types of training, from technical skills to leadership development, to ensure a well-rounded team.
Fostering a Learning Culture: Encourage lifelong learning by supporting employees’ educational pursuits and in-house training programs.

Here are our previous weeks blogs:

Week 10: Why Outsource Your HR?
Week 9: Understanding Employment Law Changes and Their Impact
Week 8: Managing Workplace Conflict Effectively
Week 7: HR Policies and Compliance: What Every Business Needs
Week 6: Supporting Mental Health and Well-being
Week 5 – Employee Performance Management: Best Practices
Week 4 – Developing a Positive Company Culture
Week 3 – Onboarding New Hires
Week 2 – Effective Recruitment Strategies
Week 1 – Welcome to our 12 week HR Essentials

At Consensus HR, We’re Here to Help:

Managing HR can feel complex, but you don’t have to navigate it alone. If you have questions about this week’s topic or need tailored HR support for your business, our team is ready to help you create a productive, compliant, and supportive workplace. For more information, visit our website at www.consensushr.com or get in touch with us directly. Let’s work together to make HR a strong asset for your business.

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Week 5: Employee Performance Management | Consensus HR in Herts

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04 12 2024

Week 4: Developing a Positive Company Culture | Consensus HR in Herts

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Recruitment, Rewards & Benefits, Training & Development @sg1businessclub, #bedfordbusiness, #consensushr, #hertfordshirebusinesses, #PositiveCompany, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 4:

Week Four of Twelve

Week 4: Developing a Positive Company Culture:

Overview:

Company culture shapes employees’ day-to-day experiences and is a key factor in retention and engagement. A strong, positive culture encourages commitment and aligns employees with business goals.

Key Points:

Define Core Values: Establish and communicate the core values that guide decision-making and set expectations for behaviour within the company.
Encourage Inclusivity: Foster a workplace where everyone feels valued and respected, regardless of their background or role.
Recognise Contributions: Regularly acknowledge and celebrate employees’ achievements, both individually and as a team, to promote a positive environment.
Leadership’s Role: Ensure leaders embody and reinforce the company culture through their actions, setting an example for the rest of the team.

Here are our previous blogs:

Week 3 – Onboarding New Hires
Week 2 – Effective Recruitment Strategies
Week 1 – Welcome to our 12 week HR Essentials

At Consensus HR, We’re Here to Help:

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

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26 11 2024

Week 3 – Onboarding New Hires: Setting Up for Success | Consensus HR

Matthew Chilcott Blog, General, Recruitment #12weekHRblog, #bedfordshirebusiness, #Herfordshire, #outsourcedemploymentlaw, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 3:

Week Three of Twelve

Week 3: Onboarding New Hires: Setting Up for Success.

Overview:

A strong onboarding process sets new hires up for success by ensuring they feel welcomed, informed, and equipped to contribute to the team from day one.

Key Points:

Welcome & Orientation: Introduce new hires to the company’s mission, values, and team members. A welcome email, introductory meeting, and tour can make a big difference.
Ensure all Administration is complete: Ensure you have prepared, sent, got agreed and signed all legal and best practiced paperwork.
Role-Specific Training: Provide training tailored to the role, allowing new hires to understand their responsibilities, tools, and performance expectations.
Assign a Mentor: Pairing new hires with a mentor eases their integration and helps them get quick answers to common questions.
Check-Ins: Schedule regular check-ins during the first few months to assess how the new hire is adjusting and address any issues proactively.

Previous of our 12 week blogs:

Week 1: Understanding the Role of HR in Business Success
Week 2: Effective Recruitment Strategies to Attract Top Talent

At Consensus HR, We’re Here to Help:

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

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

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13 11 2024

What is HR? | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Health & Safety, Investigations, Performance Management, Recruitment, Redundancy, Rewards & Benefits, Training & Development

What is HR? Unpacking the Value of Human Resources for Your Business:

As business owners, managers, or employees, you may have heard the term “HR” (Human Resources) thrown around, but have you ever wondered what HR really is and what it does? At Consensus HR, we often find that many people don’t fully realise the scope of HR or how crucial it is to running a successful business. Here, we’ll break down what HR is, what it can do for your business, and how we can help companies of all sizes and sectors prevent people problems.

What is HR?

HR, short for Human Resources, is the department within a company that handles everything related to people – your most valuable asset. This can range from recruitment and training to dealing with legal issues, employee benefits, workplace culture, and more. HR isn’t just about hiring and firing; it’s about managing and developing your team to ensure they work efficiently and in compliance with employment law.

Whether you’re a small business with a few employees or a larger organisation with hundreds, HR plays a pivotal role in making sure your team functions effectively, remains engaged, and that you meet your legal responsibilities as an employer.

What Does HR Do?

Here are some of the key areas HR covers:

Recruitment & Onboarding: HR helps you find the right people for your business and ensures that new employees integrate smoothly into the team.
Performance Management: Ensuring your team is performing at its best is a critical function of HR. This includes conducting appraisals, setting performance goals, and providing feedback.
Training & Development: HR ensures your team is equipped with the right skills, offering development opportunities to grow within their roles.
Employee Relations: Handling conflicts, grievances, and disciplinary issues fairly and legally is vital to maintaining a healthy workplace.
Compliance & Legal Issues: Employment laws are complex and constantly changing. HR ensures that your business stays compliant with laws like the Equality Act 2010, and handles contracts, policies, and procedures to protect your business from legal risks.
Workplace Culture & Well-being: HR plays a critical role in shaping your company’s culture, ensuring a positive working environment, and promoting employee well-being.

How Can Consensus HR Help Your Business?

Many businesses, especially SMEs, don’t have a dedicated HR team, but that’s where we come in. At Consensus HR, we offer outsourced HR solutions to support businesses of all sizes and industries. Whether you’re in retail, hospitality, manufacturing, or a professional services firm, we provide the expertise and guidance you need to manage your team effectively and prevent common people problems.

We’re here to help you:

Develop comprehensive HR policies tailored to your business needs.
Resolve employee disputes before they escalate into legal issues.
Ensure your business is compliant with the latest employment laws.
Manage recruitment and onboarding so you hire the right talent.
Create a performance management system that drives success.

Preventing People Problems:

People problems can have a significant impact on your business if not managed properly. From high staff turnover to poor productivity and even legal challenges, the costs of neglecting HR can add up quickly. Our retained HR services at Consensus HR are designed to help you prevent these issues before they arise, providing you with ongoing support, advice, and solutions to manage your workforce effectively.

In conclusion, HR is a vital function that can make or break your business. At Consensus HR, we understand the challenges employers face and offer practical, personalised HR support that takes the stress out of managing your team. Let us help you prevent people problems and create a productive, compliant, and happy workplace.

Movember UK | Consensus HR in Herts & Beds

If you’re ready to explore how Consensus HR can support your business, visit our website www.consensushr.com or contact us for a consultation. Let’s work together to ensure your business and your team thrive.

Get Involved in Movember 2024:

Whether by growing a moustache, participating in a fitness challenge, or hosting a mental health workshop, there are many ways to get involved with Movember this year. Every little bit helps in raising awareness and funds for crucial men’s health issues.

For more information on how you and your organisation can support Movember UK, visit the official Movember website.

Matthew Chilcott
Owner, Consensus HR

Disclaimer: This article provides general information on the Movember campaign. For specific health concerns or advice, always consult with a healthcare professional.

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12 11 2024

Welcome to Our 12-Week HR Essentials | Consensus HR in Herts

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Performance Management, Recruitment, Training & Development @sg1businessclub, #consensushr, #HR Herts, #hr newsletter, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers:

Week One of Twelve

Week 1: Understanding the Role of HR in Business Success:

Overview:
HR is essential for every business, providing the backbone of employee relations, compliance, and a productive work environment. HR professionals ensure that businesses manage people effectively while remaining compliant with employment laws, making HR vital for growth and stability.

Key Points:

Recruitment & Onboarding: HR handles job postings, interviews, and onboarding processes to ensure new hires are aligned with the company’s values and prepared for their roles.
Employee Relations: HR manages interpersonal relationships, conflict resolution, and communication strategies, which are essential for maintaining a healthy workplace.
Compliance & Policies: HR professionals ensure that businesses comply with employment laws, reducing the risk of legal issues.
Performance Management: HR structures regular reviews, feedback systems, and career development pathways to improve productivity and employee engagement.

At Consensus HR, We’re Here to Help:

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

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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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17 09 2024

Tesco ‘Fire and Rehire’ Case: A Major Win for Workers’ Rights | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Recruitment, Redundancy @sg1businessclub, #consensus hr, #consensushr, #fireandrehire, #networkinbeds, #tesco, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Introduction:

Recently, a significant ruling by the UK Employment Tribunal (ET) has captured the attention of businesses, unions, and employees alike: Tesco has lost a critical case concerning the controversial practice of ‘fire and rehire’. This decision is a monumental win for workers’ rights, sending a strong message to employers about the limitations of using such practices as a negotiating tool. At Consensus HR, we believe it’s essential to keep our clients and the wider business community informed about these legal developments, particularly when they directly impact employee relations and management practices.

Background of the Case:

The practice of ‘fire and rehire’ involves dismissing employees and then rehiring them on new, often less favourable, terms and conditions. Tesco, one of the UK’s largest supermarket chains, recently found itself at the centre of a legal battle when it attempted to implement this strategy. The case was brought forward by the Union of Shop, Distributive and Allied Workers (Usdaw), which represented the affected employees.

The core of the dispute revolved around Tesco’s attempt to change the terms of employment for a group of warehouse workers, aiming to remove a specific benefit that the company had previously committed to as a “permanent” part of their employment package. This commitment was described as having no end date and was a significant factor in the employees’ decision to stay with the company.

AI in the Workplace| Consensus HR in Herts & Beds

The Tribunal’s Decision

The ET ruled in favour of the union and the employees, stating that Tesco’s actions were not only unjustified but also constituted a breach of trust and confidence between the employer and the employees. The Tribunal emphasised that Tesco’s promise of a “permanent” benefit was binding and could not be unilaterally withdrawn without significant justification and proper consultation.

This case highlights the critical importance of clear and honest communication between employers and employees, particularly regarding contractual commitments. The Tribunal’s decision sends a clear warning to employers that ‘fire and rehire’ should not be used as a tool to undermine agreed terms and conditions of employment.

Implications for Employers

Reinforce the Need for Fair Consultation: Employers must ensure that any changes to employment terms are negotiated fairly and involve thorough consultation with the affected employees. Attempting to bypass these steps can lead to legal challenges and damage employee relations.
Review Contractual Commitments Carefully: The Tesco case underscores the importance of understanding the nature of contractual promises. Employers should be cautious when making statements about permanent or ongoing benefits, as these can be legally binding.
Consider Alternative Approaches: Before resorting to ‘fire and rehire’, employers should explore alternative methods of negotiation, such as offering voluntary changes or additional incentives for employees to accept new terms.
Seek Professional Guidance: Engaging with HR professionals or legal experts can help employers navigate complex employee relations issues and avoid the pitfalls seen in this case.

Impact on Employee Relations:

For employees, this ruling is a reminder of the protection that UK employment law offers against unfair changes to employment terms. It empowers workers to challenge practices they believe to be unjust and encourages greater transparency from employers. However, it’s also essential for employees to engage constructively in any consultation process and seek professional advice if unsure about their rights.

Conclusion:

The Tesco ‘fire and rehire’ case is a landmark ruling with far-reaching implications for both employers and employees across the UK. At Consensus HR, we encourage businesses to take proactive steps in managing employee relations and to seek guidance when navigating changes to employment terms. Ensuring fair and transparent practices not only upholds the law but also fosters a positive working environment that benefits everyone involved.

If you have any questions or need advice on managing changes within your team, please do not hesitate to contact us at Consensus HR. Our team is here to help you navigate the complexities of employment law and maintain a productive, compliant workplace.

Contact Us

For further guidance on employee relations and HR management, reach out to Consensus HR. We are dedicated to supporting businesses through the challenges of modern employment.

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Tesco 'Fire and Rehire' Case: A Major Win for Workers' Rights | Consensus HR in Herts & Beds

22 07 2024

Liz Kendall, Work and Pensions Secretary sets out details of Back to Work Plan | Consensus HR in Herts, Beds.

Matthew Chilcott Blog, Employment Law, General, Performance Management, Recruitment @sg1businessclub, #backtowork, #backtoworkplan, #bedfordshirebusinesses, #consensus hr, #consensushr, #hertfordshirebusinesses, #networkinbeds, #returntowork, #sickness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The UK government recently unveiled details of its “Back to Work Plan” aimed at reducing long-term unemployment and supporting those with disabilities or long-term health conditions. The plan, announced by the Work and Pensions Secretary, includes several key initiatives to help people get off benefits, stay healthy, and secure employment.

Key components of the plan include:

Enhanced Employment Support: The government is expanding programs like NHS Talking Therapies and Individual Placement and Support (IPS) to provide more comprehensive support for those seeking work (Recruiter) (Express.co.uk).
Reform of Work Capability Assessments: Changes are being made to the Work Capability Assessment process to better evaluate and support individuals with disabilities or health conditions. This aims to ensure more accurate assessments of individuals’ abilities to work and to provide appropriate support (RNIB).
Intensive Job Coaching and Training: Unemployed claimants will receive regular support from work coaches. If they remain unemployed, they will be referred to the Restart scheme, which offers 12 months of intensive training. Persistent unemployment may lead to mandatory work placements or other activities designed to improve employability (RNIB).
Youth Employment Guarantee: The plan includes a guarantee for young people aged 18 to 21, providing opportunities for training, apprenticeships, or job placements (Express.co.uk).
Integration of Services: The plan aims to merge Jobcentre Plus and National Careers Services to create a more streamlined and effective support system for job seekers (Express.co.uk).

(Recruiter) (Express.co.uk).

Our HR comment:

Our HR Comment: – Labour to hold bad employers accountable, says TUC chief | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “We have written a couple of blogs pre- and post-Election and many of the points raised in this article are what we have written about and highlights what we have always said at Consensus HR, businesses have nothing to worry about if they are working to best practice and the law and that is what we do with our clients.”

Here are our previous blogs on the subject:

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

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

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

02 07 2024

Checking an employee’s right to work within the UK. |Consensus HR in Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Recruitment @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, #righttoworkuk, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME, SME's, stevenage

Our Latest blog: Is all your team, all legally entitled to work within the UK?

A key part of any companies Recruiting Strategy should be the checking of an employee’s right to work within the UK and assumptions should never be made. Consensus HR firmly emphasisis to all clients to ensure that they obtain the required document as shown within this blog and a copy kept for future use, if needed. When Matthew Chilcott, our business owner worked for a well-known Hospitality company, he went through the process of getting the companies HR files up to date and asked all members of the team to provide a relevant document that proved their right to work in the UK. Even though this was an inconvenience to many, the team all ensured the relevant document was provided so that a copy could be taken. This process identified a member of the team who was NOT authorised to work within the UK and could have resulted in a hefty fine for the company.

So, In the UK, what are employers required to check that all employees have the right to work in the country. We have produced a step-by-step guide on how to check right to work documents:

1. Obtain the Documents

Ensure you have one of the following sets of documents from the employee:

List A: Documents that show the holder is a British citizen or a citizen of the UK and Commonwealth having the right of abode in the UK, or other types of settled status.
List B: Documents that show the holder has a time-limited right to work in the UK.

2. Verify the Documents

Physically check the original documents in the presence of the holder.
Check for authenticity: Make sure that the documents appear genuine, are not expired, and belong to the person presenting them. This involves:
- Checking photographs and dates of birth for consistency across documents and with the person’s appearance.
- Ensuring the expiry dates of any limited leave to enter or remain in the UK have not passed.
- Checking any work restrictions.
- Ensuring the documents are genuine and have not been tampered with.
- Checking the reasons for any different names across documents (e.g., marriage certificate or divorce decree).

Checking an employee’s right to work within the UK. |Consensus HR in Herts, Beds

3. Make Copies and Record the Date

Make a clear copy of each document in a format which cannot later be altered (e.g., a photocopy or a PDF scan).
Record the date on which the check was made.
For passports, copy any page with the document expiry date, the holder’s nationality, date of birth, and photograph, and any page showing immigration endorsements.
For all other documents, make a complete copy.

4. Online Right to Work Check (Optional)

If the employee has an immigration status that can be checked online (such as settled or pre-settled status under the EU Settlement Scheme, or a biometric residence permit/card), you can use the Home Office online service:

The employee will need to provide you with a “share code” which they can obtain from the UK government website.
Use the share code along with the employee’s date of birth to check their right to work online.
Download or print a copy of the online check result and store it.

5. Follow-Up Checks

If the employee has a time-limited right to work, conduct follow-up checks before their right to work expires.
Set reminders to perform these follow-up checks.

6. Use the Employer Checking Service

If the employee cannot provide the necessary documents and you have a reason to believe they have the right to work, you can contact the Home Office Employer Checking Service.

Documents Accepted for Right to Work Check:

List A (permanent right to work):
- UK passport.
- Biometric Residence Permit indicating indefinite leave to remain.
- Passport or national identity card from a European Economic Area (EEA) country or Switzerland.
- Birth or adoption certificate from the UK, Channel Islands, Isle of Man, or Ireland.
List B (temporary right to work):
- Biometric Residence Permit with a time-limited period.
- Passport endorsed to show the holder can stay in the UK and is allowed to work.
- A positive verification notice from the Home Office Employer Checking Service.

My HR Comment: Are all of your team legally entitled to work within the UK?

Matthew Chilcott, Owner of Consensus HR comments: “By following these steps, you can ensure compliance with UK immigration laws and avoid penalties for employing individuals who do not have the right to work in the UK.”

Consensus HR encourages clients to have a policy in place that covers all areas including:

How robust is your Recruitment Strategy? Talk to Matthew at Consensus HR and find out!”

Further information on my past experience can be found on my LinkedIn profile.

Do you need help with your HR and Employment Law?

If you find it hard to keep on top of HR and Employment Law changes and manage a team, give us a call / email now to talk about how we can help you Prevent People Problems. Consensus HR | Your Outsourced Human Resources & Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems.” – 01438 576750.

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

At Consensus HR, we ensure that our clients do not make assumptions when it comes to the performance / abilities of team members and that if identified, we seek the member of teams consent to write to a relevant medical professional to obtain support and advice and any reasonable adjustments needed to ensure what is possible is provided. If you manage a team / business and find it hard to keep on top of changing Employment Law and best practice and wish you could outsource it to a HR Charity for a small monthly investment, give us a call now for a non-obligatory conversation. 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.

11 06 2024

The new “Fire and Re-hire” Code of Practice | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Recruitment #bedfordshirebusinesses, #consensus hr, #consensushr, #fireandrehire, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Latest blog: Fire and Re-hire

DRAFT CODE OF PRACTICE Issued by the Secretary of State under section 203 of the Trade Union and Labour Relations (Consolidation) Act 1992 On dismissal and re-engagement

The new “Fire and Re-hire” Code of Practice, formalised by the Code of Practice (Dismissal and Re-engagement) Order 2024 (SI 2024/708), aims to safeguard workers’ rights against certain dismissal practices. Prompted by the controversial P&O sackings in early 2022, the government introduced this statutory Code to improve industrial relations and provide practical guidance for employers considering changes to employment contracts.

Key points of the Code include:

Effective Date: The Code will take effect on 18 July 2024.
Scope: The Code applies to any situation where an employer is contemplating altering one or more employees’ contracts and might resort to dismissal and re-engagement if mutual agreement on changes cannot be reached.
Exceptions: The Code does not apply to cases where dismissal and re-engagement discussions began before 18 July 2024, or where the dismissal is solely due to redundancy as defined under the Employment Rights Act 1996.
Coverage: It is applicable regardless of the number of employees affected by the proposed changes.

This legal framework is designed to ensure fair treatment in dismissal and re-engagement scenarios, aiming to enhance transparency and promote constructive industrial relations.

Click Here to view the code

The introduction of the “Fire and Re-hire” Code of Practice in the UK comes with both potential benefits and repercussions for various stakeholders. Here’s an overview:

Benefits:

Improved Employee Protection:
- The Code provides clearer guidelines for employers, ensuring that the process of changing employment terms is fair and transparent.
- Employees gain better protection from arbitrary or sudden changes to their employment conditions without proper consultation or justification.
Enhanced Industrial Relations:
- By promoting fair practices, the Code aims to improve trust and cooperation between employers and employees.
- Better industrial relations can lead to a more harmonious and productive workplace.
Clear Framework for Employers:
- Employers receive a structured approach to making necessary changes to contracts, which can help avoid legal pitfalls and disputes.
- The guidance encourages employers to explore all possible alternatives before resorting to dismissal and re-engagement.
Legal Compliance:
- The Code helps ensure that employers comply with legal standards, potentially reducing the risk of costly litigation and reputational damage.

Repercussions:

Administrative and Operational Burden:
- The implementation of the Code might require additional administrative efforts from employers to ensure compliance.
- Smaller businesses might find the process resource-intensive, impacting their operations.
Potential for Increased Disputes:
- While the Code aims to reduce unfair practices, the formalisation of processes could lead to more disputes if employees feel their rights are not being fully respected.
- Employers may face challenges in negotiating changes, potentially leading to industrial action or legal challenges.
Reduced Flexibility for Employers:
- The need to follow a detailed procedure may limit employers’ ability to quickly adapt to changing market conditions.
- Employers might find it more difficult to implement necessary changes to employment terms, potentially affecting business agility.
Impact on Employment Decisions:
- The stricter regulations might lead some employers to be more cautious in hiring, knowing that changing employment terms later could be more complicated.
- There could be an impact on the willingness of employers to offer long-term contracts if they foresee potential difficulties in adjusting terms.

Here are a few of our blogs written on the subject:

The new "Fire and Re-hire" Code of Practice | Consensus HR in Herts & Beds

Our HR comment: Conclusion.

Matthew Chilcott, Owner of Consensus HR comments: “The “Fire and Re-hire” Code of Practice seeks to balance the interests of both employers and employees by ensuring fair treatment and clear procedures. While it brings significant benefits in terms of protection and industrial relations, it also introduces challenges that require careful management. Employers will need to navigate the new landscape thoughtfully to ensure compliance while maintaining operational flexibility with their team and should seek professional HR advice prior to actioning.”

Do you need help with your HR and Employment Law?

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

The Importance of Transparency in HR | Consensus HR in Herts & Beds

03 06 2024

Social Media and the Recruitment Process | Consensus HR, Herts, Beds

Matthew Chilcott Blog, General, Recruitment #consensus hr, #consensushr, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcedhumanresources, #socialmedia, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Our Latest blog: The Impact of Party Animal Posts

91% of employers use social media as part of their hiring process.

73% of companies have successfully hired a candidate through social media.

These research findings demonstrate the enormous impact of social media on the recruitment process. In addition, 28% of hiring employers are not likely to hire someone without an online presence. (Sources: Glassdoor, CareerBuilder, YouGov.)

All social media is usually researched and accounts are often easily visible unless settings are proactively changed to ‘private’. LinkedIn is the platform most employers use to check candidates’ online presence. It’s also a valuable source of applicants with 45% of recruiters posting content on social media to engage with candidates (StandOutCV).

It’s incredibly important to be socially aware and considerate when posting on social media platforms. This advice is backed up by sobering research findings (YouGov):

28% of employers at large organisations have rejected a candidate during the recruitment process due to their online activity.
16% of people aged 18 – 24 have been rejected for a role at least once due to their social media posts.
32% of Britons support social media checks becoming a standard part of the job application process.

Matthew Chilcott of Consensus HR says: “The job market is so competitive these days. Employers are being very specific about what they want in relation to qualifications and competencies and are only taking on the best applicants. That means your social media presence, whether it be Facebook, LinkedIn, Twitter, Instagram, etc., must be absolutely spotless. The Facebook trawl is becoming standard practice in recruiting and something we use as part of the recruitment process.”

A Positive Impact

Social media profiles can have a favourable impact too. A research participant said: “One candidate’s application wasn’t so great, but her Facebook backed up all the voluntary work she claimed she did. We took her on, and she’s been one of our finest investments.”

Should Social Media Posts Matter?

“A candidate’s qualifications and experience should be an employer’s main focus,” explains Matthew. “However, character and how people portray themselves online are very important too.”

Social media posts can have a negative impact if they involve:

Aggressive or offensive language (75%)
References to drug use (71%)
Bad spelling and grammar (56%)
Drunken pictures (47%)
Political views and activity (29%)
Vanity (26%)

To summarise, while social media content may not be the deciding factor within the recruitment process it is hugely influential and should be managed carefully.

To discuss how social media can help your recruitment process, contact the Consensus HR team for an initial discussion.

Social Media and the Recruitment Process | Consensus HR, Herts, Beds

To Summarise:

While social media content may not be the deciding factor within the recruitment process it is hugely influential and should be managed carefully.

To discuss how social media can help your recruitment process, contact the Consensus HR team for an initial discussion.

Do you need help with your HR and Employment Law?

Click Here

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

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