An early year’s specialist, Mrs J Healey, has been awarded an £800,000 pay-out after being unfairly treated and dismissed by Lancashire County Council. Mrs Healey, who was diagnosed with cancer in 2014, was absent from work for long periods due to treatment. The council’s restructuring of its early years team in 2018 affected her role, leading to Mrs Healey’s belief of unfair treatment and discrimination. The employment tribunal panel ruled that Mrs Healey had been unfairly dismissed and discriminated against, as the council required her to reapply and compete for a role she had already been performing since 2012. The panel found that the interview process amounted to unfavourable treatment due to her disability. Mrs Healey was awarded compensation of £800,713.59, including loss of earnings and pension. The council has not yet commented on the ruling.
Our HR comment: Early years specialist awarded £800k pay-out following unfair treatment | Consensus HR | Herts, Beds
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: – “Wow! £800,000. Award for unfavourable treatment due to a disability. This unfortunately is a prime example of when a company, a public Council in this instance does not manage sickness / absence appropriately and in view of the circumstances. At Consensus HR, we always work with our clients to ensure that in all situations, the appropriate investigations take place for all HR scenarios and to identify if there are any mitigating circumstances. This is an interesting case to read and full details can be found by clicking here and reading the outcome of the Employment Tribunal in Manchester. Employers and managers must ensure that they investigate fully in such circumstances or as in this situation and as previously discussed in numerous blogs, this was covered by the Equality Act 2010 (EqA) and unfair dismissal. Claims for discrimination under the EqA can be made from day one of employment and result in uncapped awards.”
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Consensus HR | Does your company wish to not ever be in this situation and work to ensure that all areas of HR are to best practice and the law within the company? If yes, give us a call now for a non-obligatory chat.
Consensus HR | Helping companies take the pain out of employing people whilst preventing people problems.
The Chancellor confirmed plans to clamp down on workshy benefit claimants at the Tory Party conference on Monday, and announced plans to cut the size of the civil service as MPs on the right of the party demand an end to the bloated state. A freeze on civil service recruitment would save £1bn a year, Jeremy Hunt said, as he pledged to hunt down wasteful DEI roles. Mr Hunt also ruled out tax cuts in his Autumn Budget, arguing that they would be inflationary. Asked how the Conservatives can win the next election without slashing taxes, the Chancellor told GB News: “The way you win elections is by making promises that people believe. And we are being very honest with people, there is no shortcut to tax cuts.” Meanwhile, a group of Tory rebels have formed a block to oppose any future increase in the overall tax burden. Former party chairman Sir Jake Berry told an event hosted by the New Conservative Group that the current tax to GDP ratio now stands at 37% and that was too high.
Our HR advice comment: Hunt sets out plan to shrink civil service as pressure mounts to cut taxes | Consensus HR – Herts, Beds
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “With the Conservatives Party Conference going on at present and the Chancellors comments yesterday regarding the clampdown on workshy benefit claimants, we wait to see the way forward and how we can help businesses and their teams to continue to work to best practice and the law for the success of the business and the team’s future careers / health.
A few of our previous blogs on this subject can be found below:
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If you have a team and wish to find out, how best it is to create a HR strategy for the future success of the company and team, contact us now.
The union representing Wilko workers has called on MPs to question Lisa Wilkinson on how her family, which received almost £100m in dividends in the decade before the retailer’s collapse, will plug the company’s multimillion-pound pension fund deficit. Sir Steve Webb said the pensions regulator “will be all over this and looking very closely at what happened.” Wilkinson previously defended the pay-outs and pointed to its £100m worth of assets and a bank balance of £58m at the time. She told the Times that the board had “checked… there was sufficient cash, we went through the right governance, the auditors checked it off,” adding that what the family had taken out “really wouldn’t have made a difference.” Meanwhile, Wilko’s administrators, PwC, said on Tuesday that 111 more stores will close this week.
Our HR comment and advice: – Union calls for answers over Wilko pension deficit | Consensus HR – Herts, Beds
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Since this was first announced in the news, we have followed this situation and a few of our blogs on the subject can be seen below. It is very sad when any business folds and especially when it is such a well know brand as Wilkos. As written throughout, a range of buyers were found but unfortunately for various reasons none were successful, and the business has been broken up and the name sold and now it has been published that there is a pension deficit! My thoughts are with the employees who many worked continually whilst a new buyer was found and who now are going to be made redundant with what I believe in the circumstances will only be statutory redundancy and now questions over their Pension. I wish all of them the best in finding a new role within retail with hopefully ‘The Range’ and other retailers who have already expressed an interest in parts of the business.”
Here are a few of our previous blogs written on the subject:
Wilko administrators urged to consider bids that save jobs | Consensus HR – Herts, Beds
If your business is facing difficult times and believe you may have to make major changes to the structure, then gives us a call now to help you work to best practice and the law.
Almost three-quarters of the youngest workers want their employer to prioritise diversity initiatives, according to a global study by Ernst & Young. The study surveyed 5,000 adults aged between 18 and 26 years old across the US, UK, Germany, Singapore, and India. It revealed that while most baby-boomers don’t consider a company’s focus on diversity, equity, and inclusion (DEI) when applying for jobs, almost three-quarters of Gen Z workers want their employer to prioritise it. The survey highlighted some of the broader concerns about organisational cultures: 94% of employees said that there was some level of inequity within their workplace amid concerns over equitable pay, performance evaluation and work assignments. Karyn Twaronite, global vice chair of diversity, equity, and inclusiveness for EY, emphasized the importance of DE&I in today’s political and economic climate, stating that it remains a key workplace expectation and a competitive advantage for businesses.
Our HR comment:- Young workers prioritise diversity initiatives.
Matthew P Chilcott – FCIPD, ACEL, Owner of Consensus HR comments: “When I read this article today, it was great to see that the report demonstrates that the younger generation are fully considering diversity, equity and inclusion when applying for jobs and the importance they see in it, in today’s organisations / business. We have written many blogs / HR updates on this subject and ensure all our clients are kept up to date at all times of current legislation and cases that have been won and Precedents set and ensure they work to best practice and the law. Some recent examples is the Menopause and Flexible Working and the new legislation that has now gained approval through the Government and soon to be launched. At Consensus HR, we like to be on top of law changes and implement as soon as possible through our Contracts, Employee Handbooks and use of our Partnering IT product, Breathe HR.
Here are just a few of our written blogs on the subject
Leading accountancy firms are reverting to in-person interviews for hiring as they believe it is easier to assess candidates’ characters. KPMG and Deloitte will be returning to traditional in-person interviews this autumn, while EY is looking to follow suit by the end of the year.
Office appeal is needed amid remote work spike | Consensus HR – Herts, Beds
The Sunday Times says that while some companies are looking to bring staff back into the office, the broader trend of working from home is proving far more resilient.
Major changes are on the way for flexible working with the passage into law of the Employment Relations (Flexible Working) Act 2023, which was given Royal Assent on 20 July 2023.
Ensure you are working safely at height | Consensus HR, Herts, Beds
Here is the latest article from the HSE (Health & Safety Executive) in relation to working at Heights which is the most common kind of workplace fatality and a few of the Myths that the HSE have dealt with in the past
Hand-held power tools video | Consensus HR – Herts, Beds
As part of HSE’s Science Review 2023, a video to highlight HSE’s research into noise and vibrations emissions in battery and traditionally powered hand-held power tools was published.
UK employers’ resort to counteroffers to retain staff, survey says | Consensus HR – Herts, Beds
UK employers are increasingly making counteroffers to keep staff who are tempted by higher wages from rival firms, according to a survey of 2,000 employers by the Chartered Institute of Personnel and Development (CIPD) which said human resources executives expected to increase basic pay rates by a median 5% over the coming year – unchanged from the previous two quarters and the joint-highest readings since the survey started in 2012. Pay expectations in the public sector rose to 4%, the highest recorded by the CIPD, from 3.3%.
As part of HSE’s Science Review 2023, a video to highlight HSE’s research into noise and vibrations emissions in battery and traditionally powered hand-held power tools was published.
Fines to increase for employers failing to check for illegal migrants | Consensus HR – Herts, Beds
Robert Jenrick, the immigration minister, has announced plans to increase fines for landlords and employers who fail to check for illegal migrants.
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Here is our latest monthly HR newsletter with just a few of our blogs and if you find any that you have questions about, do not hesitate to contact us.
Wilko has called in administrators, putting more than 12,000 jobs at risk after failing to secure a rescue deal. The family-owned retailer, with about 400 stores, is expected to close dozens of outlets, leaving significant gaps on high streets. Administrators from PricewaterhouseCoopers are expected to continue to seek a buyer for at least part of the business after their appointment. Mark Jackson, the retailer’s chief executive, said: “We left no stone unturned when it came to preserving this incredible business but must concede that with regret, we’ve no choice but to take the difficult decision to enter into administration.” He added: “We’ve all fought hard to keep this incredible business intact but must concede that time has run out and now, we must do what’s best to preserve as many jobs as possible, for as long as is possible, by working with our appointed administrators.”
Our HR Comment: – Wilko collapses into administration
Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is such a shame as it is with any business when it comes to. having to make such a hear decision and in this case having to call in the Administrators due to not finding a secure deal. In these instances, as with any instances that involve employees, needs to be managed professionally, to best practice and the law. It reminds me of when I worked for a short while for a well-known retail company who needed to change the companies Terms & Conditions of Employment and making a range of changes to ensure the success of the business going forward. It is never easy for anyone whether you are an employee or a member of the Management team, everyone is affected in one way or another and I wish the team at Wilko all the best in these difficult times.”
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If you are having to make difficult business decisions such as Redundancy, give us a call for an informal chat | Update from Consensus HR, outsourced HR solutions. Herts, Beds, Cambs.
Give us a call now if you wish to discuss.
Almost one in three female workers in Britain expect to stop working before reaching their retirement age, according to a survey published by the British Standards Institution (BSI). The poll found that 29% of women expected to leave the workforce before retirement, with 42% citing health or well-being concerns and a fifth mentioning the menopause. Caring responsibilities and a lack of work flexibility were also mentioned as barriers to work. Anne Hayes, the BSI’s Director of Sectors, emphasised the need for strategies to address these issues, including support for menopausal workers and flexible working arrangements. The survey highlights the challenge of increasing the number of people in work in the UK, particularly among women aged 50 to 64. The BSI did not survey men to compare their reasons for leaving the labour market. Over half of the women surveyed found it difficult to raise menopause-related issues with their employers, and three-fifths felt uncomfortable discussing health and well-being with male managers.
Our Comment: – Almost one in three UK women expect to stop working before retirement age.
Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is a very interesting article in Reuters and based on a recent survey carried out by the BSI and highlights the importance of employers ensuring that the health and welfare of their teams is of the utmost importance for the continual success of the business. This article is based on statistics for women, but the majority of points raised are relevant to all with the ever-changing employee market and retention of employees.”
If you wish to look at your current recruitment and retention strategy for your company, please give us a call or email now.
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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.
Matthew Pinto-Chilcott, Owner of Consensus HR comments: “As the strikes continual and the various news channels are reporting updates, here is the latest that we have heard and now await the outcome and whether a change in the law will happen., although this will not affect the current planned strikes.”
NEWS ARTICLE – Government unveils anti-strike laws
The UK government has introduced new laws which will allow ministers to set minimum levels of service which must be met during strikes. Under the laws, which are aimed at ensuring the safety of the public and their access to public services, ministers would make regulations determining the minimum number of people required to continue working during strikes. Employers would then be able to draw up a list of their staff who would have to come into work, and if they refused they could be subject to disciplinary action and may be fired. The Strikes (Minimum Service Levels) Bill was originally intended only to apply to the railways, but the new version tabled in Parliament is much broader in scope, applying in principle to anyone working in health, education, transport, fire and rescue, border security or nuclear waste – a total of more than six million of Britain’s 30m workers. Paul Nowak, general secretary of the Trades Union Congress, described the measures as “undemocratic, unworkable and illegal.” He warned that if the proposals became law, the legislation would “prolong disputes and poison industrial relations – leading to more frequent strikes.” Business Secretary Grant Shapps said the proposed legislation was similar to existing laws in other modern European economies and it was not designed to ban strikes.
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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Our latest blog in the world or strikes and planned Employment Law changes.
Matthew, Owner of Consensus HR comments: “Initially, I was not a fan of zero-hour Contracts when they were introduced but they have shown if managed fairly and reasonably that they do suit some businesses and especially where students are involved. However, in this news report shown below in The Guardian it shows from statistics that they are being used extensively for the over 50’s. At Consensus HR and as per the Equality Act 2010, (EQA) age should not be a factor when employing somebody and hence why the past process of some people adding their Date of Birth to their CV is now none existent and if anybody is still doing this, they should be told at interview by the employer that this is not best practice and we as HR professionals advise against it.
If your business wishes to use Zero-hour Contracts, then make sure it is for the right reasons for the worker such as flexibility, Opportunities and Extra Income and not to take advantage of a protected characteristic under the EQA which as previously stated in our blogs, is protected from day one of employment and could result in an unlimited penalty to the business.”
NEWS ARTICLE – Zero-hours contracts among over-50s hit record high.
Analysis of Office of National Statistics data shows that zero-hours contracts among the over-50s have reached their highest level since records began. There are nearly 300,000 people aged 50 and older with zero-hours contracts, the highest number for this age group since records began in 2013. The total has increased from 149,000 between October and December 2013 to 296,000 in July to September 2022. More than a quarter of the total number of zero-hours contracts are held by workers over 50. Stuart Lewis, chief executive of Rest Less, said: “The large rise in the number of people aged 50+ working under zero-hours contracts is worrying.” He added that while many have turned to zero-hours contracts because they were unable to find a more permanent or structured type of work “thanks to age discrimination or a lack of workplace flexibility . . . Others are juggling zero-hours contracts alongside other part-time roles to top up working hours to make ends meet amidst double-digit inflation.” Caroline Abrahams, charity director at Age UK, said that zero-hour contracts are on the rise among older people because, “sadly, it’s often very hard to find a new job in your 50s and beyond, because ageism is rife in the labour market.” Dr Emily Andrews, deputy director for work at the Centre for Ageing Better, said that while zero-hours contracts support many older workers to remain active in the labour market as their circumstances change, “all too often, these contracts mean one-sided flexibility in favour of the employer
Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Unfortunately, this is not the greatest of news just before Christmas 2022 and the New Year 2023 but really does continue to emphasise the difficulties that businesses are continuing to experience to remain in business.
At Consensus HR, we see businesses from all spectrums of the Employee Life Cycle, when the country and economy is booming, recruitment increases and when it is not, redundancies / company restructures take place, and it is in these instances together with employee relations and development of the team that we are called upon for support. If your business is having to consider changes with its team, we highly suggest for the welfare and motivation of the team and customer service / sales that you contact a HR Consultancy to support you and help make an extremely difficult business decision completed to best practice and the law.”
NEWS ARTICLE:
Company insolvencies in November were 21% up on the same month last year and 35% higher than in 2019 – the last pre-pandemic November. The Insolvency Service data show that there were 2,029 registered company insolvencies last month. Of these, 1,595 were creditor voluntary liquidations. The analysis also reveals that there were five times as many compulsory liquidations last month than in November 2021, with a 7% increase on November 2019. The Insolvency Service said compulsory liquidations had increased from historic lows during the pandemic, partly as a result of an increase in winding-up petitions presented by HMRC. Christina Fitzgerald, president of insolvency and restructuring trade body R3, said: “What we’re seeing here is a perfect storm of creditors pursuing unpaid debts and directors choosing to close down their businesses — either before this choice is taken away from them or because they have simply run out of road.” David Kelly, Head of Insolvency at PwC, said: “This is a sobering reminder that rising interest rates, energy costs and supply chain issues are starting to bite as we head into 2023.”
Matthew Pinto-Chilcott, Owner of Consensus HR comments: – PM working on ‘tough’ new anti-strike laws“I do not know what your views are in relation to the current state of the economy and many public sector provisions taking strike action but this latest news that has been broadcasted and written in a number of papers explains what action the Government is aiming to take in the future. The current economy with high inflation and the war in Ukraine and high gas / electricity prices is something very unusual to me, having not experienced it in the past but it highlights the importance of employee relationships and the need for all parties to be reasonable and to take reasonable action. Running a business / service is never easy and having employees / team has complications as well. In these instances, it is easy for us to have our say / point of view but as with all HR and business in general, unless you know the facts and have all the information in front of you, you are not able to claim that your view is correct and reasonable! Also, depending on who’s view you listen to, whether this be the Government or the Unions, you will have your stance but we need to remember negotiation and best practice HR within your company can help to ensure that issues such as these are kept to a minimum and members of the team made to feel part of the business and the decisions that are made and fully understand why they are being made and that their views matter”
NEWS ARTICLE – PM working on ‘tough’ new anti-strike laws:-
Rishi Sunak said on Wednesday that he would bring in “new tough laws” to protect people from strike disruption. He told MPs that if “union leaders continue to be unreasonable, then it is my duty to take action to protect the lives and livelihoods of the British public.” The Prime Minister’s pledge came as the PCS union said Border Force staff would join a wave of strikes this Christmas. A bill has been introduced to Parliament which would ensure minimum service levels on transport networks during strikes, but it is yet to be debated by MPs and peers. Downing Street said the legislation would be extended to other services but would not specify what these would be, and no timescale was given. Meanwhile, the Labour Party has said it will repeal the 2016 Trade Union Act if it comes to power, making it easier for unions to take industrial action. Elsewhere, senior military figures have told the government that Armed Forces personnel should not have to sacrifice their Christmas to cover for striking public sector workers who earn more than them. Bringing in soldiers also risks weakening the “operational capability” of the military to respond to threats, ministers were told.
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