For the last three Thursdays, Consensus HR has been tackling some of the excuses businesses give for putting off good HR practice.
We finish our campaign with three areas that demonstrate exactly why our approach to HR is proactive rather than reactive.
Excuse 7: “We’ll Do the Right to Work Check Later”
Our answer: Don’t.
Employers have important legal responsibilities when checking an individual’s Right to Work in the UK. The prescribed check should be carried out before employment begins if the employer wishes to establish the relevant statutory excuse against liability for a civil penalty. It must also be completed and recorded correctly.
What could happen if you don’t? Current Government guidance provides for civil penalties of up to £60,000 per illegal worker in relevant circumstances. More serious consequences can arise in cases involving knowingly employing an illegal worker or having reasonable cause to believe somebody does not have the right to work.
“We’ll do it next week” could be an extraordinarily expensive sentence.
Excuse 8: “We’re Only an Office — Nothing Dangerous Happens Here”
Our answer: Health and safety is not just for factories, warehouses and construction sites.
Employers have responsibilities to assess and manage workplace risks. The nature of those risks will vary according to the organisation. An office is unlikely to have the same risks as a manufacturing plant, but that does not mean there are no risks to consider.
The HSE approach to risk assessment involves identifying hazards, deciding who might be harmed and evaluating what needs to be done to control the risks.
What could happen if you don’t? The question often comes after an incident: “Why wasn’t this risk identified?” That is not when an employer wants to start thinking about risk assessment.
Excuse 9: “We’ll Update the Employee Handbook When We Need To”
Our answer: The time to discover your policies are out of date is not when you are trying to use them.
Employment law changes. Government guidance changes. Your workforce changes. Technology changes. Working practices change. And your business changes.
Employee Handbooks and HR policies therefore need appropriate review. For Consensus HR retained clients with our relevant handbook service, keeping HR documentation under review is an important part of the support we provide.
We also encourage businesses to ensure employees can access current policies and that appropriate records are maintained when significant updates are communicated.
And finally… “Nothing Has Ever Gone Wrong Before”
Our answer: That doesn’t mean nothing will.
Businesses insure their premises before a fire. They back up computer systems before losing data. They manage cash flow before the bank account is empty. HR should be approached in exactly the same way.
Waiting for an Employment Tribunal claim, grievance, discrimination allegation, serious absence issue or major employee dispute before putting appropriate HR processes in place is the definition of reactive HR.
At Consensus HR, we believe in doing the opposite.
Comment from Matthew Chilcott — Owner, Consensus HR
“Throughout this three-week campaign, there has been one common theme behind every excuse — ‘we’ll deal with it when we need to’. My experience throughout my HR career has taught me that this is exactly the wrong way around.
The best HR work often happens quietly in the background: contracts are correct, policies are current, managers know what to do, probation reviews happen, conversations are documented and advice is taken before decisions are made.
You may never know exactly which problem that work prevented — and that is the point. At Consensus HR, we want our clients spending their time running and growing their businesses, not firefighting people problems that could have been prevented.”
Matthew Chilcott — Owner, FCIPD, ACEL, BA (Hons)
From excuses to action
Across our three-week campaign we have heard: “We haven’t got time.” “I’ve already told them.” “We’ll do the paperwork later.” “We’re only a small business.” “Everyone knows the rules.” “Can’t we just sack them?” “We’ll do the check later.” “We’re only an office.” “We’ll update it when we need it.” And finally: “Nothing has ever gone wrong before.”
Our response? Don’t wait for something to go wrong before finding out whether your HR is right.
Book a complimentary HR review
Consensus HR supports SMEs across Hertfordshire, Bedfordshire and Cambridgeshire with practical HR and Employment Law support designed to prevent people problems.
Recruiting the wrong person and then failing to manage their probation properly can be considerably more expensive.
One of the most common situations we see when supporting businesses is an employee approaching the end of their probationary period and the manager suddenly asking: “What are we going to do about their probation?”
Our response is often another question: “What have you been doing throughout their probation?”
Because a probationary period should never simply be a date entered into the calendar when somebody joins the company. It should be an active management process from Day One.
Why probation management is becoming even more important
From 1 January 2027, the qualifying period for ordinary unfair dismissal protection will reduce from the current two years to six months. The Government has specifically advised employers using contractual probation periods to consider how those arrangements will operate alongside the new six-month qualifying period. Government guidance.
ACAS also emphasises that probation gives employers an opportunity to assess performance, skills and suitability while giving the employee the opportunity to decide whether the role and organisation are right for them. ACAS guidance.
Probation is not a date in the diary – it is a management process.
“But they’re still on probation…”
Being on probation does not mean an employee has no employment rights. Employees can have important rights from the beginning of employment, including protection against discrimination and certain automatically unfair reasons for dismissal.
This is why managers should never assume: “They’re in probation, so we can just get rid of them.” There should still be a genuine business reason for the decision and an appropriate process.
What should actually happen during probation?
A well-managed probationary period should start when the employee joins the organisation – not a few days before the probation expiry date.
Expectations are clear from the beginning. The employee should understand their role, responsibilities, standards and objectives.
SMART objectives are agreed. What does successful performance actually look like, and how will it be measured?
Regular probation meetings take place. Don’t wait until the final week. Review progress throughout the probation period.
Concerns are raised when they happen. If something is not right in week four, discuss it in week four – not month six.
Support and training are provided. Employees should have a reasonable opportunity to understand and achieve the required standards.
Everything is documented. Keep notes of meetings, objectives, concerns, support and agreed actions.
A clear decision is made before probation expires. Confirm whether the employee has passed, whether an extension is appropriate where contractually permitted, or whether employment should end following an appropriate process.
ACAS guidance says that where probation is extended, the employer should tell the employee in writing before the original probation expires and agree matters such as the extension period, review points, improvement expectations, training and final review. Read more from ACAS.
The dangerous “automatic pass”
Imagine this situation. An employee has a six-month probationary period. Month one – a few concerns. Month two – the manager says performance needs to improve. Month three – another informal conversation. Month four – nothing documented. Month five – the manager is busy. Month six – the probation expiry date passes.
Two weeks later the manager contacts HR: “They’ve never really been performing. Can we extend their probation?”
That is exactly the kind of situation businesses should be avoiding. Good HR is about dealing with people issues proactively rather than reactively.
Comment from Matthew Chilcott – Owner, Consensus HR
“One of the biggest mistakes I continue to see is businesses putting a probation end date in the diary and then doing very little until that date arrives.
Throughout my career, I have always believed that probation should be an active management process. A new employee should know what is expected of them, how their performance will be measured and whether they are achieving the required standard.
If there is a problem in month one, talk about it in month one. Don’t wait until the end of probation and suddenly produce a list of concerns the employee has never previously heard.
With unfair dismissal protection changing from January 2027, getting recruitment, induction and probation right is going to become even more important.”
Matthew Chilcott – Owner, Chartered FCIPD, ACEL, BA (Hons)
Is your probation process ready for 2027?
Now is the time for employers to review:
Contracts of Employment
Probation clauses
Induction processes
Probation documentation
Manager training
SMART objectives
Performance records
At Consensus HR, we also provide our structured Probationary Period Workbook, designed to help businesses and managers properly manage and document the first months of employment.
Because the best time to discover that somebody is not right for your business is during a properly managed probation process – not months afterwards.
Need HR support?
Consensus HR provides outsourced HR & Employment Law support to businesses throughout Hertfordshire, Bedfordshire and Cambridgeshire.
The new Fair Work Agency (FWA) has begun its inspection activity, with employers being contacted about forthcoming visits and being told what employment documentation enforcement officers may wish to inspect.
For employers, this is another reminder of why HR compliance cannot simply be dealt with when something goes wrong.
The Fair Work Agency was established on 7 April 2026 under the Employment Rights Act 2025 and is responsible for enforcing a range of employment rights. Its current responsibilities include employment agency conduct, modern slavery and gangmasters licensing, with responsibility for National Minimum Wage enforcement due to transfer fully from HMRC from April 2027.
Inspections Can Be Announced – or Unannounced
Employers may be selected for an inspection to assess whether they are complying with legislation falling within the FWA’s remit.
Importantly, an inspection does not necessarily mean that somebody has made a complaint.
Inspections may be prearranged or unannounced.
Where an inspection is arranged in advance, employers will usually receive an email explaining what documentation the FWA wishes to inspect and the deadline for providing it.
The documents requested will depend upon the organisation and the reason for the inspection. For example, an employment agency could be asked to provide workers’ contracts, Key Information Documents and terms of business with clients.
What Can Fair Work Agency Enforcement Officers Do?
Employers should understand that an FWA inspection can involve considerably more than somebody simply asking to see a few HR documents.
Enforcement officers may examine documents, require individuals to produce or explain records, inspect business premises and inspect computers or other equipment used to process or store relevant information.
They may also require information to be provided, issue notices of underpayment, seize documents where authorised and potentially extend an investigation to relevant labour providers or users.
This makes good record keeping increasingly important. Employment documentation should not only be legally compliant – it needs to be accurate, current, organised and accessible.
What Happens If a Business Does Not Cooperate?
This is an area employers should take particularly seriously.
Obstructing an enforcement officer or providing false documentation may constitute a criminal offence.
Refusing to provide information, preventing access to premises, failing to comply with instructions or hindering the removal of documents may result in enforcement action, potentially including prosecution, civil penalties, criminal investigation or Labour Market Enforcement Orders.
The message for employers is straightforward: do not wait until an enforcement officer arrives before checking whether your HR records are in order.
Would Your HR Records Stand Up to Inspection?
At Consensus HR, we regularly talk about being proactive rather than reactive when managing people.
An FWA inspection is a good example of why.
Are our Contracts of Employment up to date?
Can we easily demonstrate that employees and workers have received the correct documentation?
Are our payroll and working-time records accurate and accessible?
Are National Minimum Wage requirements being correctly followed?
Are Right to Work records complete and stored correctly?
Are our HR policies and procedures current?
Do managers know what to do if an enforcement officer arrives at the business?
Could we confidently produce the information requested within a specified deadline?
If the answer to any of those questions is “I’m not sure”, now is the time to check.
The Importance of Management Awareness
It is not enough for HR documentation simply to exist somewhere on a computer.
Senior managers and those responsible for employees need to understand the organisation’s HR processes and know where relevant records are held.
Businesses should also have a clear process for dealing with an inspection. If an enforcement officer attends unexpectedly, employees and managers need to know who should be contacted internally and who is authorised to deal with the inspection.
A confused response can make an already challenging situation significantly harder.
Comment from Matthew Chilcott – Owner, Consensus HR
“The arrival of the Fair Work Agency is another significant change for UK employers and reinforces something we have always encouraged our clients to do – manage HR proactively rather than waiting for a problem.
An employer may believe everything is fine because nobody has complained, but an inspection does not necessarily need to follow a complaint.
If somebody arrived at your business and asked to see your employment documentation, contracts and relevant records, how quickly could you produce them and how confident would you be that everything was legally compliant and up to date?
That is the question I would encourage every SME owner and manager to ask.
Good HR is not about producing paperwork for the sake of paperwork. It is about having clear, commercial and compliant people-management processes that you can demonstrate when required.”
Matthew Chilcott – Owner, FCIPD, ACEL, BA (Hons)
Preparing Your Business Now
The Fair Work Agency does not yet have the full range of enforcement responsibilities it is expected to have in the future.
That makes 2026 an important opportunity for employers to review their HR compliance before the enforcement landscape develops further.
At Consensus HR, we work with SMEs across Hertfordshire, Bedfordshire and Cambridgeshire, helping businesses ensure their employment documentation, HR policies and people-management processes are legally compliant and practically workable.
Our retained clients benefit from ongoing HR and Employment Law support, helping them remain proactive as legislation and employer responsibilities change.
If you are unsure whether your HR documentation would withstand scrutiny, we can undertake an HR review and identify areas that may need attention.
Need HR & Employment Law Support?
Consensus HR – Your Outsourced HR Department
Helping companies take the pain out of managing people through clear, commercial and compliant people management.
When one of those stages is missing, problems can appear later.
A candidate may have had the right experience and performed extremely well at interview, but if nobody clearly explains what success looks like once they start, how can they confidently deliver it?
What Does Good Look Like?
Managers often assume employees know what is expected.
That assumption can cause problems.
A new employee should understand:
Their key responsibilities
Performance standards
Who they report to
Their objectives
Required behaviours
Company policies and procedures
Training requirements
How performance will be measured
When probation reviews will take place
Where to go when they need help
ACAS describes induction – sometimes called onboarding – as the process of welcoming somebody into an organisation or role and notes that a well-structured induction helps people understand what is expected of them.
The First Few Weeks Matter
Think about the difference between these two approaches.
Business A
“Welcome aboard. There’s your desk. Sarah will show you the system. Shout if you need anything.”
Business B
Provides a planned induction, Job Description, clear responsibilities, training programme, objectives, regular manager check-ins and documented probation reviews.
Which business is more likely to know whether its recruitment decision was successful?
Comment from Matthew Chilcott – Owner, Consensus HR
Businesses often tell me that somebody “just hasn’t worked out”.
My first question is usually: What process was followed?
Was there a clear Job Description?
Were expectations discussed?
Was there a proper induction?
Were SMART objectives agreed?
Did the manager hold probation reviews?
Were concerns raised when they first occurred?
Was everything documented?
If the answer to most of those questions is no, the problem may not simply be the employee.
Good recruitment needs good management afterwards.
Recruitment and Performance Are Connected
ACAS’s latest probation guidance makes an interesting point: if an organisation regularly has employees failing probation, there may be an issue with its recruitment process.
That is why businesses should not treat recruitment, induction, probation and performance management as separate HR activities.
They are all part of the same employee journey.
Is Your Recruitment Process Protecting Your Business?
Consensus HR works with SMEs across Hertfordshire, Bedfordshire and Cambridgeshire to create practical, legally informed recruitment and people-management processes.
The Hidden Cost of Poor Recruitment and Why Getting It Right First Time Matters More Than Ever
For many business owners, recruitment is seen as a necessary part of running a successful organisation. A vacancy arises, an advert is placed, interviews are held and hopefully the right person is appointed. Unfortunately, the reality is often very different.
At Consensus HR, we regularly meet businesses that believe they have a recruitment problem when, in fact, they have a recruitment process problem.
The cost of recruiting the wrong employee is rarely limited to recruitment agency fees or advertising costs. A poor recruitment decision can quickly result in thousands of pounds being lost through reduced productivity, management time, training costs, customer dissatisfaction, low team morale and, in some cases, expensive Employment Tribunal claims.
With significant changes to Employment Law continuing to reshape the way employers manage people, now is the ideal time for businesses to review how they recruit. A professional, structured recruitment process is no longer simply good practice—it is an essential investment in protecting your business.
Recruitment Is More Than Filling a Vacancy
Many employers understandably focus on filling a vacant position as quickly as possible. When workloads are increasing and teams are under pressure, speed often becomes the priority.
However, recruiting quickly without following a structured process can create problems that last far longer than the recruitment exercise itself.
Consider the hidden costs:
Advertising the vacancy.
Time spent reviewing CVs.
Managers conducting interviews.
Induction and onboarding.
Training.
Reduced productivity whilst the new employee learns the role.
Mistakes made through lack of experience.
The impact on colleagues covering the workload.
Lost customers if service standards fall.
Having to recruit all over again if the employee leaves within the first few months.
Research consistently shows that replacing an employee can cost many thousands of pounds, particularly when indirect costs are taken into account. For SMEs, one poor recruitment decision can have a significant financial impact.
First Impressions Work Both Ways
Recruitment is often viewed as the employer assessing the candidate. In reality, every interview is also an opportunity for the candidate to assess your business.
Professional applicants are looking for employers who demonstrate:
Organisation.
Clear communication.
Professionalism.
Fairness.
Transparency.
Well-managed recruitment processes.
A poorly organised interview, unclear job description or inconsistent communication can discourage excellent candidates from accepting an offer.
The recruitment experience forms part of your employer brand. Businesses that invest in a positive candidate experience are far more likely to attract and retain high-quality employees.
Are You Recruiting on Evidence or Instinct?
One of the biggest mistakes we see at Consensus HR is recruitment based solely on instinct.
Many employers tell us:
“I just had a good feeling about them.”
Whilst experience and intuition certainly have a place, they should never replace objective assessment.
A structured recruitment process should include:
A detailed Job Description.
A Person Specification.
Consistent interview questions.
Competency-based questioning.
Objective scoring.
Interview notes.
A clear decision-making process.
When every candidate is assessed against the same criteria, recruitment becomes fairer, more consistent and much easier to justify should your decision ever be challenged.
The Importance of Asking the Right Questions
Interviews should never become casual conversations.
Instead, questions should encourage candidates to demonstrate how they have dealt with real workplace situations.
For example:
Instead of asking:
“Are you good at dealing with customers?”
Ask:
“Tell me about a time when you dealt with a particularly difficult customer. What was the situation, what action did you take and what was the outcome?”
Behavioural questions provide far better evidence than hypothetical answers.
They also allow employers to compare candidates more objectively.
Documentation Protects Your Business
Recruitment documentation is often overlooked.
Many employers keep only the successful applicant’s paperwork, discarding interview notes for unsuccessful candidates.
This can be a costly mistake.
Good recruitment records help demonstrate:
Fair selection decisions.
Consistency.
Compliance with the Equality Act 2010.
Objective decision-making.
Transparency.
If a recruitment decision is challenged, contemporaneous interview notes often become one of the most valuable pieces of evidence available.
Employment Law Continues to Evolve
The employment landscape continues to change.
As further provisions of the Employment Rights Act 2025 are introduced over the coming months and years, businesses will need to demonstrate even greater consistency throughout the employment lifecycle.
Employers should already be reviewing:
Recruitment procedures.
Employment Contracts.
Employee Handbooks.
Probationary processes.
Management training.
Record keeping.
Performance management.
Businesses that prepare early are far better placed than those waiting until legislation changes before taking action.
Why Work With Consensus HR?
At Consensus HR, we understand that recruitment is about much more than finding someone to fill a vacancy.
It is about helping businesses recruit the right person whilst reducing employment risk.
We support organisations across Hertfordshire, Bedfordshire and beyond with:
✔ Recruitment strategy
✔ Job Descriptions
✔ Person Specifications
✔ Interview question banks
✔ Interview scoring sheets
✔ Recruitment training
✔ Employment Contracts
✔ Employee Handbooks
✔ Onboarding documentation
✔ Three-Month Probationary Workbooks
✔ Manager development
✔ Ongoing HR advice through our retained HR service
Rather than reacting to problems, we help employers prevent them.
Matthew Chilcott’s Comment
“Throughout my career, I have interviewed and recruited hundreds of employees across hospitality, retail, local government, manufacturing and professional services. One thing has remained consistent: businesses that invest time in getting recruitment right almost always experience lower staff turnover, stronger employee engagement and better business performance. Recruitment should never simply be about filling today’s vacancy; it should be about building tomorrow’s business. At Consensus HR, we work with our clients to ensure every stage of the recruitment process is professional, compliant and designed to identify the very best people for their organisation.”
Matthew Chilcott
Owner – Consensus HR
Chartered FCIPD | ACEL | BA (Hons)
Complimentary HR Review
Are you confident your recruitment process would stand up to scrutiny?
Would your managers know exactly how to conduct a compliant interview?
Are your contracts, onboarding documents and probation procedures up to date?
If the answer to any of these questions is no, now is the ideal time to review your recruitment process.
At Consensus HR, we offer a complimentary HR review to help identify potential risks before they become expensive problems.
Contact Consensus HR Today
Consensus HR – Helping Businesses Take the Pain Out of Managing People
By Matthew Chilcott – Owner, Consensus HR FCIPD, ACEL, BA (Hons)
Managers have one of the greatest influences on workplace culture, employee engagement and business performance.
Yet many organisations spend considerable time recruiting talented employees whilst investing far less time in developing the managers responsible for leading them.
The result can be a workplace where managers unintentionally create many of the issues they are expected to solve.
The Influence Managers Have
A manager’s actions affect almost every aspect of the employee experience.
Managers influence:
• Employee engagement
• Team morale
• Performance
• Attendance
• Workplace culture
• Staff retention
• Communication
• Customer service
Good management can help businesses thrive.
Poor management can create significant challenges.
Warning Signs That Management May Be Part of the Problem
Some common indicators include:
✔ High employee turnover
✔ Increased sickness absence
✔ Frequent grievances
✔ Low morale
✔ Poor communication
✔ Declining productivity
✔ Employee disengagement
Whilst these issues can arise for many reasons, management capability should always be considered as part of the wider picture.
Good Managers Are Not Born
Many businesses still promote employees into management positions because they are technically strong in their role.
However, being a successful employee and being a successful manager require very different skills.
Managers need to understand:
• Leadership
• Communication
• Performance management
• Employee wellbeing
• Difficult conversations
• Employment Law responsibilities
• Team development
Without support, even the most capable employee can struggle.
Continuous Development Is Essential
Management development should not be viewed as a one-off training session.
The most effective organisations encourage continuous learning through:
• Coaching
• Mentoring
• Internal development
• Leadership workshops
• Practical experience
• Ongoing support
Investing in managers often has a direct impact on employee engagement, productivity and retention.
Comment from Matthew Chilcott – Owner
“Many companies genuinely believe they are helping and rewarding a reliable employee when they promote them into management. However, without providing the necessary support and development, that individual can quickly become overwhelmed by the responsibilities placed upon them. I have seen excellent employees become stressed, demotivated and ultimately disengaged because they were expected to manage people without being given the tools to do so. Effective management development does not need to cost a fortune, but it does need to be planned, structured and supported. When businesses invest in their managers, everybody benefits – the individual, the team and the organisation as a whole.”
Management Development Is an Investment
Businesses often measure the cost of management training.
Few measure the cost of poor management.
The impact of ineffective management can include:
• Employee turnover
• Reduced productivity
• Increased absence
• Workplace disputes
• Customer dissatisfaction
• Management burnout
The question business owners should ask is not whether they can afford to develop managers, but whether they can afford not to.
How Consensus HR Can Help
Consensus HR provides practical management development, leadership training, HR support and Employment Law guidance to help managers and businesses succeed.
Whether you need support for a newly promoted manager or an experienced leadership team, we can help.
HR Fact UK: Employee Handbooks Must Be Updated Regularly
Many employers create an Employee Handbook and then forget about it. However, under UK Employment Law and best practice, policies and procedures should be reviewed and updated regularly to reflect current legislation, ACAS guidance, and workplace changes.
Outdated documentation can create significant risks for employers, especially if policies do not reflect current working practices or legal requirements. Areas often missed include:
Flexible working procedures
Menopause support
Social media and AI usage
Hybrid and remote working
Equality, diversity & inclusion
Disciplinary and grievance procedures
Holiday and absence management
If a matter progresses to an Employment Tribunal, outdated policies can weaken an employer’s position and demonstrate poor workplace governance.
Employers should also ensure:
Employees have access to the latest version
Managers are trained on policies
Signed acknowledgements are retained
Updates are communicated clearly
At Consensus HR, we support businesses of all sizes by reviewing and updating Employee Handbooks to ensure compliance with current UK Employment Law and HR best practice.
“A well-maintained Employee Handbook is one of the most effective tools a business can have to protect itself, set clear standards, and support employees consistently. This is why, at Consensus HR, all our retained clients who purchase their handbook through us receive ongoing handbook updates included within their monthly retained HR fee.
With the continued changes taking place through the Employment Rights Act and wider developments in UK Employment Law, we are currently updating handbooks on a regular basis to help ensure our clients remain compliant and up to date.
All our handbooks are written in plain English, designed to be user-friendly, practical, and aligned to UK Law and HR best practice. A comprehensive handbook gives business owners and managers confidence in managing their teams consistently and fairly, whilst allowing them to focus on what they do best — running and growing their business.”
— Matthew Chilcott Owner, Consensus HR FCIPD, ACEL, BA (Hons)
Matthew Chilcott, Founder of Consensus HR, Receives Inspirational Leader Award 2026
Matthew Chilcott FCIPD, ACEL, Founder and Owner of Consensus HR, has been honoured with the Inspirational Leader Award 2026, recognising his outstanding leadership, commitment to excellence, and long-standing contribution to the HR and Employment Law sector.
With over 16 years of experience as a business owner, Matthew has grown Consensus HR into an award-winning HR and Employment Law consultancy supporting small and medium-sized enterprises across Hertfordshire, Bedfordshire, and beyond. The business is widely recognised for delivering practical, commercially focused HR solutions that help organisations remain compliant while building positive workplace cultures.
Commenting on the achievement, Matthew Chilcott said:
“I am absolutely delighted and truly honoured to receive the Inspirational Leader Award 2026. Building Consensus HR has always been about providing businesses with clear, practical, and dependable HR and Employment Law support that genuinely makes a difference. To have this recognised in such a meaningful way is incredibly rewarding.”
He added:
“This award sits proudly alongside the other industry awards Consensus HR has received over the years, which reflect the consistent hard work, professionalism, and high standards we strive to deliver for our clients every day. These achievements are a testament to the trust our clients place in us and the strong partnerships we have built across the region.”
Matthew is a Chartered Fellow of the Chartered Institute of Personnel and Development (FCIPD), the highest level of CIPD membership, and holds an Advanced Certificate in Employment Law (ACEL). His professional expertise, combined with a people-first leadership approach, has positioned Consensus HR as a trusted partner for businesses seeking proactive and compliant HR support.
The Inspirational Leader Award 2026 further strengthens Consensus HR’s growing list of industry recognitions and highlights Matthew’s continued impact within the HR community.
For more information about Consensus HR and its services, visit: www.consensushr.com
Your Outsourced Human Resources (HR) Department.
For further information on any of the HR subjects we provide, please click the heading below:
In today’s competitive and fast-moving business environment, effective people management plays a vital role in long-term success. As organisations grow, the demands of human resources and employment law can become increasingly complex and time-consuming. Consensus HR has positioned itself as a reliable partner for businesses seeking professional, practical, and compliant HR support, enabling them to focus on growth while remaining fully aligned with UK legislation.
Consensus HR provides outsourced human resources and employment law support designed to meet the needs of businesses across a wide range of sectors. By outsourcing HR functions, companies can remove the pressure of managing policies, procedures, and employee issues internally, while still benefiting from expert guidance. This approach not only saves time and resources but also ensures that HR responsibilities are handled accurately and consistently by experienced professionals.
Here at E2 Media we have proudly unveiled the highly anticipated 2026 Awards of Excellence, celebrating remarkable achievements across a wide range of industries. Among this year’s standout winners is Consensus HR. Their unwavering dedication to delivering exceptional service sets them apart, earning the respect and admiration of both industry peers and loyal clients. This recognition not only reflects Consensus HR’s ongoing commitment to excellence but also underscores their consistent efforts to provide a seamless, positive and memorable experience for every client. At E2 Media, we believe in championing organisations that bring fresh, innovative ideas to their markets. They need not be the largest, but they must strive to offer something truly distinctive—above all delivering an outstanding product or service. Consensus HR embodies all of these qualities, making them a truly deserving recipient of this year’s award.
A key advantage of working with Consensus HR is their tailored approach. Rather than offering one-size-fits-all solutions, the team takes time to understand each client’s individual challenges, goals, and workplace culture. This allows them to deliver personalised HR strategies that support both employers and employees. From managing employee relations and handling disciplinary matters to supporting recruitment and performance management, Consensus HR provides practical advice that fits the realities of modern workplaces.
Employment law in the UK is constantly evolving, making compliance a significant concern for many businesses. Keeping up with legislative changes can be difficult without dedicated expertise, and mistakes can be costly. Consensus HR offers specialist employment law support to help businesses remain compliant and confident. Their guidance covers essential areas such as drafting and reviewing employment contracts, developing legally compliant policies, and advising on best practice in line with current legislation.
By staying up to date with changes in UK employment law, Consensus HR helps businesses reduce risk and avoid potential disputes. Their proactive approach ensures that clients are informed of relevant updates and supported in implementing changes effectively. This allows business owners and managers to make informed decisions, knowing their HR practices meet legal requirements.
Beyond compliance, Consensus HR aims to help businesses thrive by promoting positive and productive working environments. Strong HR practices contribute to improved employee engagement, clearer communication, and better overall performance. With professional support readily available, businesses can address issues early, build stronger teams, and create workplaces where employees feel supported and valued. By combining tailored support with a strong focus on compliance, Consensus HR enables organisations to operate with confidence, efficiency, and peace of mind—allowing them to focus on what they do best while their HR is in safe hands. For more information visit www.consensushr.com
Your Outsourced Human Resources (HR) Department.
For further information on any of the HR subjects we provide, please click the heading below:
Did You Know? Employers Must Issue Itemised Payslips to All Workers
Since April 2019, all workers — not just employees — must receive an itemised payslip under UK law. This ensures transparency around pay and deductions.
Payslips must clearly show:
Gross pay
Net pay
Deductions (tax, NI, pensions, etc.)
Hours worked (if pay varies by hours)
Failing to provide correct payslips may lead to Employment Tribunal claims, where workers can challenge unlawful deductions or pay errors.
At Consensus HR, we support SMEs with payroll compliance, ensuring that contracts, payroll data and payslip formats meet legislative requirements.
Comment from Matthew Chilcott – Owner: “Accurate payslips build trust and reduce risk. Many disputes arise simply because pay information isn’t clear or complete.”
Consensus HR Wins Corporate Vision HR & Employment Award 2025
Award-Winning HR & Employment Law Support for SMEs
Corporate Vision is delighted to announce Consensus HR & Employment Law as the winner of the Corporate Vision HR & Employment Award 2025, recognising the company as a leading provider of proactive, compliant and people-focused HR support for SMEs across Hertfordshire, Bedfordshire and the wider region.
This award celebrates organisations that demonstrate exceptional industry expertise, innovation, service delivery and measurable impact for their clients. Consensus HR has continued to exceed these standards, establishing itself as a trusted HR partner for small and medium-sized businesses seeking legally compliant, commercially minded and truly personal HR support.
Why Consensus HR Stood Out: Excellence in SME-Focused HR Support
The judging panel selected Consensus HR based on a comprehensive review of its business model, service effectiveness, proven results, client testimonials, professional credentials and commitment to improving UK workplaces.
1. A Proactive and Fully Compliant HR Partnership Model
Consensus HR delivers a unique retained HR model that provides SMEs with:
Unlimited telephone and email HR support
Legally compliant contracts, handbooks and policies
Regular HR and Employment Law updates
Quarterly 1-to-1 HR catch-ups for retained clients (from 2026)
Access to the latest contracts, letters, policies and legally compliant templates
Implementation and management of Breathe HR software, improving accuracy, governance and efficiency
This proactive approach helps employers stay ahead of legal risk, reduce people problems and build positive, productive workplaces.
2. Highly Experienced, Qualified and Accredited Leadership
Consensus HR is led by Matthew Chilcott – FCIPD, ACEL, BA (Hons), an extensively experienced HR and Employment Law professional with more than 30 years’ experience in HR, operations and training across sectors including hospitality, pharmaceuticals, utilities, retail and more.
Matthew is a Chartered Fellow of the Chartered Institute of Personnel & Development (CIPD) and holds an Advanced Post Graduate qualification in Employment Law, accredited by leading professional bodies including the Solicitors Regulation Authority and the Bar Standards Board. He also holds a BA Honours degree in Business.
His depth of expertise ensures that all clients receive strategic, compliant and commercially sound HR advice tailored to their organisation.
3. Exceptional Client Feedback & Proven Impact
Consensus HR has consistently demonstrated outstanding client satisfaction, shown through:
Verified client testimonials on the Consensus HR website and Google Reviews
High retention rates across its SME client base
Measurable improvements in HR compliance, culture development and people management capability
Clients frequently highlight the company’s speed of response, clarity of advice, personal approach and deep understanding of UK Employment Law.
4. Award-Winning Service Year After Year
The judging panel also recognised Consensus HR’s ongoing track record of excellence, including:
Corporate Vision SME-Focused HR Consultancy of the Year 2024 – Home Counties
SME News Southern Enterprise Award Winner 2023
SME News Business Elite Awards Winner 2022 – Leading Innovators in HR Solutions (South England)
SME News UK Enterprise Awards Winner 2021 – Best HR Consultancy (Home Counties)
These accolades reflect the firm’s long-standing commitment to quality, integrity and innovation.
5. Commitment to Developing Strong Managers and Healthy Workplaces
Consensus HR delivers a range of high-quality management development workshops including:
Delegation Skills
Performance Management & SMART Appraisals
Managing Mental Health in the Workplace
These workshops empower managers to lead effectively, confidently and legally.
6. Community Values & Ethical HR
Corporate Vision also recognises the organisation’s strong community ethos, demonstrated through:
Local business network involvement
Commitment to wellbeing and inclusion
Support for local community and charitable initiatives
This reflects a genuine passion for creating better workplaces and stronger communities.
Corporate Vision’s Final Assessment
Consensus HR exemplifies excellence in SME-focused HR across compliance, client support, leadership capability and community impact. Their proactive model, professional expertise and consistent delivery of high-quality HR solutions establish them as a standout partner for small and medium-sized businesses.
It is for these reasons that Corporate Vision is proud to name Consensus HR as the Corporate Vision HR & Employment Award 2025 winner.
For SMEs navigating the complex world of employment regulations, contracts, performance issues, and people management—without any dedicated HR support—it can feel overwhelming. That’s where Consensus HR steps in as your trusted local partner, delivering expert, outsourced HR and employment law services tailored to your business’s size and needs.
What Consensus HR Offers You
Based in Stevenage and serving Hertfordshire, Bedfordshire, Cambridge, Luton, Milton Keynes, and beyond, Consensus HR provides:
Fully outsourced HR support, or small-scale solutions as needed
Employment contracts, handbooks, and compliant HR policies
Guidance on performance, disciplinary, grievance, absence, and mental health management
Employment law advice aligned with the latest UK legislation
A local, personal approach, not a distant call centre
Matthew Chilcott, Chartered FCIPD and Owner of Consensus HR (with an advanced postgraduate qualification in Employment Law), draws on a wealth of experience across hospitality, water services, and regional HR consultancy roles.
“HR? Line management? That’s easy. Anyone can do it.”—it’s a dangerously misleading mindset. Proper HR is about knowing employment law, balancing empathy with performance, documenting everything, leading by example, and planning ahead.
At Consensus HR, we help SMEs replace guesswork with confidence—creating compliant handbooks, training managers, safeguarding mental health, and preventing disputes before they happen.”
Award-Winning Expertise
Consensus HR was honoured as SME-Focused HR Consultancy of the Year 2025 – Home Counties, recognising their exceptional service to small and medium-sized businesses.
Tailored services from one-off projects to full HR outsourcing
Experienced Leadership
Backed by a seasoned HR professional with deep operational experience
Award-Winning Service
Recognised for excellence in SME-focused HR
Accessible & Local
Direct, friendly support without jargon or call-centre frustrations
If your business is operating without any HR support right now, Consensus HR offers a lifeline—helping you stay compliant, reduce risks, and build a confident, people-focused workplace.
Ready to Act?
👉 Visit Consensus HR today to request a free HR check-up or consultation. You’ll get clear advice, expert support, and peace of mind—letting you focus on what you do best: growing your business.
To view more about our range of HR & Employment Law Services
At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Are you concerned about keeping your business up to date with Employment Law changes?
If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat.
Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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Comment from Matthew Chilcott – Owner, Consensus HR
“The arrival of the Fair Work Agency is another significant change for UK employers and reinforces something we have always encouraged our clients to do – manage HR proactively rather than waiting for a problem.
An employer may believe everything is fine because nobody has complained, but an inspection does not necessarily need to follow a complaint.
If somebody arrived at your business and asked to see your employment documentation, contracts and relevant records, how quickly could you produce them and how confident would you be that everything was legally compliant and up to date?
That is the question I would encourage every SME owner and manager to ask.
Good HR is not about producing paperwork for the sake of paperwork. It is about having clear, commercial and compliant people-management processes that you can demonstrate when required.”
Matthew Chilcott – Owner, FCIPD, ACEL, BA (Hons)