hertfordshire

28 06 2024

HR Consultancy Firm Of The Year – 24/25 – Consensus HR in Herts

Matthew Chilcott Blog, General @sg1businessclub, #consensus hr, #consensushr, #hertfordshirebusinesses, #hraward, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Click here to view our award

Prestige Award 24-25- Consensus HR

Wow!! The judges were particularly impressed by the customisation of services available from the experts at Consensus HR, especially for their SME clients.

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.

26 06 2024

Retail union calls on Low Pay Commission to be ambitious on minimum wage rates | Consensus HR in Herts & Beds

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

Our Latest blog: Low Pay Commission to be ambitious on minimum wage rates:

Giving evidence on possible future changes to minimum wage rates, the UK’s fifth biggest trade union, Usdaw, has urged the Low Pay Commission (LPC) to be bold when it makes recommendations to the Government this autumn about the rates which are expected to come into force on 1 April 2025.

The union wants the highest possible increase to minimum wage rates, that is above the level of inflation and at least two-thirds of median earnings. It is also calling for an end to “rip-off” youth rates arguing that: “if you’re old enough to do the job, you’re old enough to be paid the rate for the job”.

Its full 17-page response to the LPC, which can be found here, recommends that, at the very least, all adult workers aged 18 should be paid the same rate immediately.

Usdaw has over 350,000 members with most working in the retail sector but with many others in transport, distribution, food manufacturing and the chemical industry. It holds national agreements with four of the UK’s biggest food retailers — the Co-op, Morrisons, Tesco and Sainsbury’s.

The union’s policy is that the National Living Wage should be raised to £12 per hour as soon as possible, as a step towards a long-term ambition of £15, and it urges the LPC to make progress towards this target.

General Secretary, Paddy Lillis, said: “Over the last three years, inflation has increased prices by 22% and food prices have risen even higher, by 30%. Before the cost-of-living crisis Britain desperately needed a pay rise; these sky-rocketing prices have severely devalued wages and too many workers are now at breaking point.”

He highlights Labour’s Plan to Make Work Pay: Delivering a New Deal for Working People

My HR Comment / Advice:

Our HR Comments: Retail union calls on Low Pay Commission to be ambitious on minimum wage rates | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “From a Human Resources (HR) perspective, there are several compelling reasons why the Low Pay Commission (LPC) should be ambitious in setting minimum wage rates which we have listed below:

Attracting and Retaining Talent:
- Competitive wages help attract skilled and motivated employees. Higher wages can reduce turnover rates, saving costs associated with recruiting, hiring, and training new staff.
Employee Satisfaction and Morale:
- Fair compensation is directly linked to job satisfaction. When employees feel they are being paid fairly, they are more likely to be engaged, productive, and loyal to the company.
Productivity and Performance:
- Better-paid employees tend to be more productive. Higher wages can lead to greater employee motivation, better performance, and higher overall productivity levels.
Reduction in Absenteeism:
- Adequate wages can alleviate financial stress, leading to better mental and physical health for employees. This can result in lower absenteeism and more consistent attendance.
Improving Company Reputation:
- Companies known for paying fair wages are more likely to be seen as ethical and responsible employers. This can enhance the company’s reputation, making it more attractive to potential employees, customers, and investors.
Legal and Compliance Benefits:
- Ensuring wages meet or exceed legal requirements minimises the risk of legal disputes and penalties. Staying ahead of regulatory changes by adopting higher wage standards can provide a buffer against future wage-related legislation.
Economic and Social Responsibility:
- Supporting higher wages contributes to the overall economic well-being of the community. When employees earn more, they can spend more, boosting local economies and supporting other businesses.
Innovation and Creativity:
- Employees who feel valued and financially secure are more likely to contribute innovative ideas and creative solutions. A supportive wage policy can foster a culture of innovation within the company.
Mitigating Risk of Industrial Action:
- Fair pay practices can reduce the likelihood of strikes and other forms of industrial action. This ensures smoother operations and minimises disruptions to the business.

By being ambitious in setting minimum wage rates, the LPC can help create a more motivated, stable, and productive workforce, ultimately benefiting both employees and employers. This also reminds me of my days in Retail and Hospitalities with Forte Welcome Break where all members of the team were paid the same hourly rate regardless of age.”

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25 06 2024

Managerial Skills: Success Essentials | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Performance Management, Training & Development #bedfordshirebusinesses, #consensus hr, #consensushr, #employeedevelopment, #hertfordshirebusinesses, #managementskills, #outsourcedemploymentlaw, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Our Latest blog: The importance of management skills when being given the important position of ‘Manager’.

Managerial Skills: Success Essentials | Consensus HR in Herts & Beds

At Consensus HR, we work with a number of clients of various sizes and sectors from one employee to 250 employees. As part of our HR & Employment Law services we provide we continually work with them and their management to run the business successfully whilst making it an enjoyable and productive place to work. Many people are given a managerial role but not the development / skills to do it correctly for theirs and business success, but why is being a manager not easy and what skills do they need to be a success?

Being a manager is challenging due to a variety of factors, including the complexity of responsibilities, the need to balance different expectations, and the necessity of possessing a diverse skill set. Here are some reasons why being a manager is not easy:

Balancing Multiple Roles and Responsibilities: Managers often must juggle administrative duties, strategic planning, team management, and personal contributions to projects.
People Management: Managing a diverse team with different personalities, motivations, and work styles requires empathy, patience, and strong interpersonal skills. Resolving conflicts, providing feedback, and fostering a positive team environment are crucial yet challenging aspects.
Decision Making: Managers are responsible for making decisions that can significantly impact the team and the organisation. These decisions often need to be made under pressure and with incomplete information.
Accountability: Managers are held accountable for their team’s performance and outcomes. This includes meeting targets, maintaining productivity, and ensuring quality, all of which can be stressful.
Change Management: Managers need to adapt to and manage changes within the organisation, whether due to market shifts, organisational restructuring, or new technologies. This requires flexibility and the ability to lead a team through transitions smoothly.
Time Management: Balancing the demands of managing a team with other responsibilities requires excellent time management skills. Prioritising tasks and delegating effectively are essential to avoid burnout.

Managerial Skills: Success Essentials | Consensus HR in Herts & Beds

To be a successful manager, the following skills / competencies are essential:

Leadership: The ability to inspire and motivate a team, set a vision, and lead by example.
Communication: Clear and effective communication is crucial for conveying expectations, providing feedback, and ensuring that team members are aligned with goals.
Emotional Intelligence: Understanding and managing your own emotions, as well as empathising with others, helps in building strong relationships and resolving conflicts.
Problem-Solving: Managers must be able to identify problems, analyse potential solutions, and implement effective strategies.
Delegation: Knowing how to delegate tasks appropriately ensures that workloads are balanced, and team members are empowered to contribute their best.
Time Management: Prioritising tasks, setting deadlines, and managing your own time efficiently helps in meeting organisational goals without undue stress.
Adaptability: Being open to change and able to manage uncertainty is crucial in a dynamic business environment.
Decision Making: The ability to make informed, timely decisions that consider both short-term and long-term implications.
Coaching and Mentoring: Helping team members develop their skills and advance in their careers contributes to a more capable and motivated team.
Strategic Thinking: Understanding the broader business context and aligning team efforts with organisational goals.

My HR Comment / Advice: Management Development.

Matthew Chilcott, Owner of Consensus HR comments: “By developing these skills, a manager can navigate the complexities of their role more effectively and create a productive, positive work environment. These skills should be part of an employee’s performance review (Appraisal) which should take place in a structured format at least every six months using their Job Description and measurable Competency Framework.

Managing a team or business is never easy and as I always say “Rome, was not built in a day!”. However, Rome can be built successfully over a structured time frame and with a detailed Management Development Plan for the business owner, manager and team. I know when I was privileged to be a manager many years ago within Hospitalities and Forte Restaurants / Welcome Break, I needed to develop in many management skills as those highlighted within this article. I was lucky as a detailed plan was offered but the majority was on the job at the coal face. At Consensus HR we offer our clients and their teams all areas of management development, if needed such as:

Managing and implementing Performance Management (Appraisals)

How to improve mental health and Managing Mental Health in the workplace
Teamwork & Delegation Skills
Diversity and Equality
Successful Recruitment Interviewing
Teamwork & Delegation Skills
Communication Skills
Equality & Dignity
Health & Safety

And much more………

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

How robust is your Management / Team development and Skills? Talk to Matthew at Consensus HR and find out!”

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

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10 06 2024

Retaining Personnel Files | Consensus HR | Herts, Beds,

Matthew Chilcott Blog, Employment Contracts, Employment Law, General #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #HR Herts, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, #personnelfiles, #stevenge, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Our Latest blog: Keeping Hold of Personnel Files

What is the right time period for keeping an individual’s HR records?

The Consensus HR team is often asked about personnel files. Queries include what data should be kept and how long for, referring to employees and ex-employees.

The answer? This is such a diverse area that varies according to different aspects of HR. Requirements differ between recruiting new employees, disciplinary & grievance records or performance reviews, for example.

The Data Protection and Digital Information Bill intends to make provision for the processing of and accessing of personal information. Currently being reviewed by the House of Lords, this legislation may achieve Royal Ascent later this year (2024).

For now, the Employment Practices Data Protection Code, published by the Information Commissioner’s Office (ICO), is HR professionals’ reference point. It provides guidance on compliance with the Data Protection Act 2018. Originally produced in 2011, the ICO states that the code remains useful and relevant. It says that employers should “Only retain information on records that is still needed,” and should “eliminate personal information that is no longer of any relevance, once the employment relationship has ended.”

HR Record Retention: The Reality

The key factor is that detailed records should be kept only as long as is necessary for the original purpose for which they were created. The Chartered Institute of Personnel offers a comprehensive summary of requirements (see ‘Retention of HR Records’).

Employers should establish and adhere to standard retention times for different categories of records. Organisations can set their own retention periods based on business need and considering relevant professional guidelines. Recommended retention periods are:

National Minimum Wage records must be kept for six years after the pay reference period that follows the pay period that they cover.
Payroll wage/salary records (also overtime, bonuses, expenses) must be kept for three years from the end of the tax year to which they relate.
Grievance records – the ICO recommends the requested information is retained for a minimum of six months after any internal review provided it is clear that no further action will take place. However, if further action seems likely, a year or longer may be advisable.

A brief record of the grievance may be retained after detailed records are removed from an individual’s personal file. This includes information such as:

Nature
Relevant dates
Investigation
Type of resolution that was reached

Where possible all information about former workers should be kept anonymously. You may need to keep data after the termination of employment for the purposes of defending possible tribunal and court claims. In these circumstances, the time limits for bringing claims will inform the retention period.

Employers should ensure that information is not retained for longer than is necessary without justification. Plus, when information is destroyed, this must be done securely.

Retaining Personnel Files | Consensus HR | Herts, Beds,

Information within HR Records

The Consensus HR team advises our clients to keep a personnel record for every employee containing the following details:

Name
Address
Date of birth
Sex
Education and qualifications
Work experience
National Insurance number
Tax code
Details of any known disability
Emergency contact details
Employment history with the organisation
Employment terms and conditions (e.g. pay, hours of work, holidays, benefits, absence)
Any accidents connected with work
Any training taken
Any Disciplinary / Grievance action

To Summarise:

Would you like to ensure you are keeping the right details of your employees?

Are you confident you are complying with the legal retention requirement?

Contact the friendly experts at Consensus HR. Employment law is one of our specialist areas. Let’s arrange an initial discussion without obligation.

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07 06 2024

Monthly HR blog Newsletter – June 2024 | Consensus HR, Herts, Beds

Matthew Chilcott General, Newsletter #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #HRNewsletter, #outsourcedemploymentlaw, #outsourcedhumanresources, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our May 2024 blogs. Here’s a selection of topics we covered:

Employee Retention Strategies: Keeping Top Talent in 2024 –Workers are increasingly staying put in their current jobs | Consensus HR in Herts, Beds
The Role of HR in Crisis Management -Matthews v CGI IT UK Ltd – Procedural Fairness and Unfair Dismissal – | Consensus HR in Herts, Beds
7 Reasons to hire professional HR services. Consensus HR, Herts, Beds
Understanding Sexual Harassment at Work | Consensus HR, Herts, Beds
Failing to follow Code of Practice could cost employers at tribunals | Consensus HR in Herts, Beds.
Employment Tribunal: The Potential Cost to Your Business | Consensus HR in Herts, Beds

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

Employee Retention Strategies: Keeping Top Talent in 2024 –Workers are increasingly staying put in their current jobs | Consensus HR in Herts, Beds

In 2024, a noticeable trend in the UK labour market is that workers are increasingly choosing to stay in their current jobs. This phenomenon is driven by several key factors:

1. Economic Uncertainty and Inflation

The UK economy faces significant uncertainty due to fluctuating economic conditions, including persistent inflation. Workers are cautious about job transitions amid concerns over the cost of living, mortgage rates, and economic stability. Staying in a known job provides financial predictability and security in uncertain times.

2. Improved Job Satisfaction

Many UK employers have enhanced job satisfaction by offering flexible working arrangements, including remote and hybrid work models. These changes have led to a better work-life balance for many employees, making their current jobs more attractive.

The Role of HR in Crisis Management -Matthews v CGI IT UK Ltd – Procedural Fairness and Unfair Dismissal – | Consensus HR in Herts, Beds

In the case of Matthews v CGI IT UK Ltd, the procedural errors were indeed a significant factor in the tribunal’s decision to deem the dismissal unfair. Here’s a detailed explanation of how the lack of fair procedure contributed to this outcome:

Procedural Fairness and Unfair Dismissal:

Adherence to Disciplinary Procedures:

- Employer’s Obligation: Employers are required to follow their own disciplinary procedures and the statutory guidelines (such as the ACAS Code of Practice) when dismissing an employee.
- CGI IT UK Ltd’s Failure: In this case, CGI IT UK Ltd failed to adhere to its internal disciplinary procedures, which led to procedural irregularities. This failure was a critical factor in the tribunal’s finding of unfair dismissal.

7 Reasons to hire professional HR services. Consensus HR, Herts, Beds

It’s understandable that business owners want to cut costs. However, this can often lead to poor advice, a low level of customer service and, potentially, higher costs than the ones initially avoided.

It’s fair to assume that price generally equals quality. You get what you pay for!

Sadly, people often take advice from friends or relatives – or Google – rather than consult a professional consultant/tradesperson, purely to avoid costs.

Whether you need legal, human resources, marketing or trades advice, here’s why it’s best to work with a professional rather than take your friend’s advice:

Click Here to see the 7 reasons.

Understanding Sexual Harassment at Work | Consensus HR, Herts, Beds

Research shows that 58% of women have experienced sexual harassment, bullying or verbal abuse at work (Unison, 2023). This number increases to 62% of women aged 25 – 34 years.

In addition, a TUC (Trades Union Congress) poll found that in 39% of incidents, the perpetrator of the harassment was a third party rather than a colleague in the workplace. (Examples of third parties are clients and suppliers.) The TUC’s May 2023 poll also found that 43% of women have experienced three or more incidents of bullying at work.

Sadly, most victims don’t report sexual harassment as they fear they won’t be believed, or their working relationships and career prospects may be damaged.

Whilst most sexual harassment victims are female, it is important to note that one in ten complaints of sexual harassment in the workplace are from men. (The Diversity Dashboard.)

Failing to follow Code of Practice could cost employers at tribunals | Consensus HR in Herts, Beds.

On 18 July 2024, a revised Code of Practice covering dismissal and re-engagement (popularly known as “fire and re-hire”) comes into force and makes it clear that employers should only resort to this option as a last resort.

The Government’s decision to update the Code was sparked by the outcry in 2022 when P&O Ferries used a video to tell more than 800 staff members that they were being made redundant with immediate effect.

Available here, the Code sets out how employers should act in these situations.

Click Here to read how failure could cost your business dearly.

Employment Tribunal: The Potential Cost to Your Business | Consensus HR in Herts, Beds

Currently, an employee does not have to pay a fee to make a claim to an employment tribunal. Costs may be incurred to pay witness expenses and, if the claim is lost, the costs of the people or organisation brought to the tribunal. This can include the fees of legal and/or HR support.

Around 95% of cases are settled before a full hearing at an Employment Tribunal. However, when a case does go to court, the amount of the award can cost the employer dearly. This is why the Consensus HR team always emphasises the importance of being proactive rather than reactive. We ensure our clients are following legal requirements and best practice in the most effective way possible.

The upper limit of compensation awarded by employment tribunals increased in April 2024. The potential cost to employers has now increased to:

Cap on a Statutory Week’s Pay: £700

(Used for calculating various awards, including statutory redundancy pay and unfair dismissal basic awards.)

Cap on Statutory Redundancy Pay: £21,000

Click Here to see more possible costs and a variety of issues taken to an Employment Tribunal (ET).

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04 06 2024

Make sure you are prepared when an inspector calls.| Consensus HR in Herts, Beds.

Matthew Chilcott Blog, General, Health & Safety #bedfordshirebusiness, #bedfordshirebusinesses, #consensus hr, #consensushr, #Health&Safety, #hertfordshirebusinesses, #hse, #inspector, #outsourcedemploymentlaw, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Latest blog: Make sure you are prepared when an inspector calls.

Make sure you are prepared when an inspector calls.| Consensus HR in Herts, Beds.

This is a very interesting article from the Health & Safety Executive (HSE) about the fact that it is important to be prepared when an HSE inspector calls at your business. They will look at how you keep your workers, and anyone who may be affected by your work, healthy and safe.

They may also give you health and safety advice or make sure you are providing suitable welfare facilities.

We have resources that will help you prepare as they explain:

what to expect when an inspector visits your business and how inspections are carried out
why inspections are an important part of keeping people healthy and safe at work.
how to let workers and their representatives know about information an inspector may provide during a visit

You can:

download our leaflet about a health and safety inspector’s visit

watch the animation about an inspector’s call on HSE’s YouTube channel.

Make sure you are prepared when an inspector calls.

Our HR comment:

Our HR Comment: Make sure you are prepared when an inspector calls.

Matthew Chilcott, Owner of Consensus HR comments: “This reminds me of my operational days and the importance of ensuring you are prepared for a visit and this article from the HSE gives you some very useful tools and what to expect.”

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:

Click Here

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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15 05 2024

Licensing laws to be relaxed during Euro 2024 | Consensus HR in Herts, Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #euro2024, #football, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Latest blog:

The UEFA EURO 2024 kicks off in Munich on Friday 14^th June 2024 and ends with the final in Berlin on Sunday 14^th July 2024 but how could this affect businesses and their teams and what action should be taken?

Employee Productivity and Engagement: The EURO 2024 tournament may lead to distractions in the workplace as employees follow matches or engage in discussions about the games. While some level of excitement and camaraderie can be beneficial for team morale, excessive distractions could affect productivity. Employers may want to establish clear guidelines regarding acceptable levels of engagement with the tournament during working hours and provide flexibility for employees to watch matches during breaks or after work. Additionally, organising internal events such as viewing parties or office sweepstakes can help channel employees’ enthusiasm in a positive way.

Overall, UK businesses should proactively assess the potential impacts of the EURO 2024 tournament and take appropriate actions to capitalise on opportunities while mitigating any challenges. By staying agile, communicating effectively with stakeholders, and embracing the spirit of the tournament, businesses can navigate this period successfully and emerge stronger.

Employers should also note that should either England or Scotland reach the Euro 2024 semi-finals this summer, fans back at home will be able to stay celebrating for an extra two hours if they are in premises already licensed until 11pm for the sale of alcohol for consumption on site.

In a statement to Parliament, available here, the Minister for Crime, Policing and Fire, Chris Philp, confirmed that the Government was proceeding with a proposal to relax licensing hours in England and Wales.

There have been calls for licensing boards in Scotland to follow the UK Government’s example.

The lifting of restrictions will apply on the days of the semi-final (9 and/or 10 July) and final (14 July) of the tournament, provided one of the two Home Nations is represented.

“The Government consider the semi-final and final of the tournament to be an occasion of exceptional national significance and an extension to licensing hours will enable communities to come together at their local licensed premises to support any of the Home Nation teams if they reach the later stages of the tournament and celebrate any subsequent success,” Mr Philp told MPs.

This will, he went on, provide support to the hospitality sector by enabling businesses to extend their trading hours if they so wish.

The Minister’s statement followed the publication of the Government’s response to a consultation which closed on 19 February 2024, and which had asked for comments on the proposal for the extension.

Details of the Home Office consultation and the Government’s response can both be found on the GOV.UK website.

As is usual with these consultations, it lists the number of responses (96 in this case) but also notes that “31 contained no relevant information to any of the questions”.

Of those who did send usable replies, the majority agreed with the proposed extension of opening hours and that the order should only apply to the sale of alcohol for consumption on site in licensed premises in England and Wales.

The minority who disagreed cited potential health impacts or harms and the possibility of increased crime and disorder.

Licensing laws to be relaxed during Euro 2024 | Consensus HR in Herts, Beds – Note for employers.

For employers hoping to take advantage of these extended hours, there are a few things they need to consider. First, unless they are going to rely on staff voluntarily agreeing to work until the later closing time, they will need to check that their contract permits them to change working hours. A guaranteed or compulsory overtime clause may be of use, depending on its wording, or if there is flexibility built into the working hours clause in the contract.

Another issue to consider is the impact on employee rest breaks, and the impact finishing later will have. If an employee’s shift is extended, they may become entitled to a rest break. Or, if they are scheduled to start early the next day, finishing later could prevent them from getting their full daily rest. As it is unlikely this would fall within the exemptions under the Working Time Regulations 1998, compensatory rest may not be possible.

Finally, employers will have to consider the availability of transport for staff at the altered closing time. Public transport may not be available at that time, which could impact how the employee gets home safely. This might therefore limit which staff members can be asked to work.

HRinform & Consensus HR

Licensing laws to be relaxed during Euro 2024 | Consensus HR in Herts, Beds

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Why Your Business Needs Employment Contracts. | Consensus HR in Herts, Beds

Equal Pay Employment Tribunal Case: What Employers Need to Know | Consensus HR in Herts & Beds

14 05 2024

Failing to follow Code of Practice could cost employers at tribunals | Consensus HR in Herts, Beds.

Matthew Chilcott Blog, Employment Law, General #bedfordshirebusinesses, #codeofpractice, #consensushr, #hertfordshirebusinesses, #outsourcedemploymentlaw, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Latest blog: Code of Practice.

Available here, the Code sets out how employers should act in these situations.

For example, they are advised to communicate any changes in writing, consult for “as long as reasonably possible in good faith” and are told that they must contact Acas for advice before raising the prospect of fire and re-hire.

Failing to follow Code of Practice could cost employers at tribunals | Consensus HR in Herts, Beds.

The Government has also laid a Statutory Instrument (SI) before Parliament, the Trade Union and Labour Relations (Consolidation) Act 1992 (Amendment of Schedule A2) Order 2024, which, when approved, will make it possible for tribunals to increase protective awards when an employer has acted unreasonably in failing to follow the Code.

The draft statutory instrument, which can be found here, amends schedule A2 to the Trade Union and Labour Relations (Consolidation) Act 1992.

That schedule lists the tribunal jurisdictions to which s.207A of the Act (Effect of failure to comply with Code: adjustment of awards) applies. Where that section applies, and where it appears to the employment tribunal that a relevant Code of Practice applies and that the employer has unreasonably failed to comply with it, the employment tribunal may increase any award it makes to the employee by no more than 25%.

The employee’s award may be reduced by no more than 25% where it is the employee who has unreasonably failed to comply with the relevant Code of Practice (that is, one which relates exclusively or primarily to procedure for the resolution of disputes).

This draft Order, which is expected to come into force in July on the same day as the Code, adds s.189 of the Act (failure to follow consultation requirements) to the list of tribunal jurisdictions to which s.207A of the Act applies.

P&O Ferries boss took six-figure bonus after sacking of UK-based crew

P&O Ferries CEO Peter Hebblethwaite accepted a six-figure bonus in 2023 just over a year after the company sacked hundreds of UK-based crew and replaced them with foreign agency workers, MPs heard on Tuesday. Hebblethwaite previously appeared in front of a joint transport and business committee in March 2022, at which time he said the lowest-paid agency worker would receive £5.15 an hour. However, an investigation by ITV News and the Guardian this March revealed some P&O seafarers were receiving an hourly rate as low as £4.87. The UK minimum wage is £11.44 an hour – but the rates do not apply to maritime workers employed by an overseas agency who work on foreign-registered ships in international waters. During his appearance in parliament, Hebblethwaite was asked by Liam Byrne MP: “Are you basically a modern-day pirate?…You seem to be robbing your staff blind.” Regarding his remuneration, Hebblethwaite said he earned a £325,000 basic salary and received an £183,000 bonus in April 2023. “I reflected on accepting that payment. But ultimately I did decide to accept it,” he said. “I do recognise it is not a decision that everybody would have made.”

Financial Times

The Times

The Guardian

Our HR comment:

Our HR Comment / Advice: Failing to follow Code of Practice could cost employers at tribunals | Consensus HR in Herts, Beds.

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting press article in relation to fire and rehire following recent instances when this took place and the code demonstrates, what one of the main things I was taught when completing my Employment Law Qualification that employers need to consult, consult, consult when there is a proposal to change somebody’s Terms & Conditions of Employment. The Code gives some excellent examples on what should be provided by the employer and the importance of ensuring continual consultation with the affected employee(s) to reach as suitable solution and only use dismissal and re-engagement as a last resort.”

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Understanding the New "Fire and Re-hire" Code of Practice in the UK | Consensus HR in Herts & Beds

13 05 2024

Employment Tribunal: The Potential Cost to Your Business | Consensus HR in Herts, Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #employmenttribunal;, #hertfordshirebusinesses, #networkinbeds, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Latest blog:

Employment Tribunal: The Potential Cost to Your Business

The upper limit of compensation awarded by employment tribunals increased in April 2024. The potential cost to employers has now increased to:

Cap on a Statutory Week’s Pay: £700

(Used for calculating various awards, including statutory redundancy pay and unfair dismissal basic awards.)

Cap on Statutory Redundancy Pay: £21,000
Maximum Basic Award for Unfair Dismissal: £21,000
Maximum Compensatory Award for Unfair Dismissal: £115,115

(Or a year’s gross pay, whichever is lower.)

Additional Award for Unfair Dismissal: £18,200 to £36,400

(Applies when an employer does not comply with a re-instatement or re-engagement order.)

Statutory Guarantee Pay: £38 per day

A wide variety of issues are taken to employment tribunals. The most unusual cases and their outcomes during 2023 were:

Being nicknamed ‘Christine Lagarde’ was not discrimination.
A women’s toilet located next to men’s urinals was discriminatory.
Singing a lewd song to a junior colleague saw a law firm partner fined £45,000.
English nationalism is ‘not a philosophical belief’ following complaints about racist remarks.
Singing Victoria Wood’s ‘Let’s do it’ song amounted to sexual harassment.
An employee who advertised sex work online was unfairly dismissed after flaws were revealed in the disciplinary process.
A ‘Grow up’ comment made to a colleague was not age discrimination.
A train driver was unfairly dismissed after a tarantula prank.

The wide variety of claims, free claim submission and rise in compensation limits increase the importance of implementing best practice HR practices. Many small businesses simply can’t afford to risk being taken to an Employment Tribunal.

Employment Tribunal: The Potential Cost to Your Business | Consensus HR in Herts, Beds

At Consensus HR, we work with our clients to ensure that the correct policies, procedures and contracts are put into place and then acted upon. This ensures that the company operates well,

improves on bottom line profit,
reduces operating costs, and
is an employer of choice.

It involves rewarding your team adequately for the work they complete and with relevant management as needed. This isn’t an easy or quick task. One of our favourite sayings at Consensus HR is: “Rome was not built in a day”. Our HR services enable us to support our clients on a continual basis to continually improve whilst having a return on investment.

Avoid the cost and stress of an employment tribunal! Talk to the team at Consensus HR. Let’s explore your HR practices and avoid any people-based problems. Should you be involved with an employment tribunal, we can help you prepare for and navigate the process involved.

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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07 05 2024

Monthly HR blog Newsletter – May 2024 | Consensus HR, Herts, Beds

Matthew Chilcott Blog, General, Newsletter #bedfordshirebusinesses, #consensus hr, #consensushr, #hertfordshirebusinesses, #HRNewsletter, #outsourcedemploymentlaw, bedfordshire, Business, Business Owners, employment law, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Welcome

In this months blogs recap from a selection of our April 2024, blogs we discuss:

New legislation on flexible working becomes law tomorrow – 6th April 2024 |Consensus HR | Herts, Beds
When Workplace Banter Becomes Bullying | Consensus HR in Herts, Beds
Top Five HR Tips | Consensus HR in Herts, Beds
Why Your Business Needs Employment Contracts. | Consensus HR in Herts, Beds
Low Pay Commission starts work on recommendation for 2025 minimum wage | Consensus HR in Herts, Beds
Stress Awareness Month | Consensus HR in Herts, Beds
April is Stress Awareness Month: tackle stress in the workplace with five steps in five weeks | Consensus HR | Herts, Beds, UK

New legislation on flexible working becomes law tomorrow – 6th April 2024 |Consensus HR | Herts, Beds

New legislation comes into force tomorrow (April 6th) that is designed to encourage more discussion about the possibility of flexible working between employers and their respective employees. Under the terms of the new Flexible Working bill, staff can request flexible arrangements from their very first day on the job – and research conducted among 1,000 UK desk workers by AI-powered platform for work, Slack, indicates that more than half (55%) of the UK workforce will request flexible working hours when the new laws come into effect.

When Workplace Banter Becomes Bullying | Consensus HR in Herts, Beds

Workplace bullying disguised as banter has affected 32% of people in the UK. This is a worrying fact arising from research by law firm Irwin Mitchell, 2023.

Words that one person finds funny can cause offence to someone else. Workplace banter is a sensitive area that’s involved with an increasing number of employment tribunal cases. In 2022, 66 claims were made, including comments which could be considered bullying or harassment.

Employers must take this seriously. In 2023, an employment tribunal heard from Miss Hunter who was employed by Lidl from 5 February 2019 to 23 August 2021.

Top Five HR Tips | Consensus HR in Herts, Beds

Know Your Team

It’s crucial that you know who is fully engaged with your business and its direction – and who isn’t. Recent Gallup information showed that only 32% of full and part-time employees working for organisation are engaged, whilst 18% are actively disengaged. Active disengagement increased by two percentage points from 2021 and four points form 202. Can your business afford to lose these extra days? (Gallup 25-01-23)

Top tip: Listen to and involve all team members so that everyone feels a key part of your business, promoting commitment and flexibility.

To read the other four, click below:

Why Your Business Needs Employment Contracts. | Consensus HR in Herts, Beds

Can your business spare £25,000?

This is the amount it could cost for not providing an Employment Contract to an employee. If the individual involved decides to go to a High Court instead of an employment tribunal, the cost could reach £50,000.

Are you at risk of a hefty penalty?

The Consensus HR team often provides HR Health Checks and employment law advice regarding our clients’ HR provision. One of the most common questions raised by employers is: ‘Why do we need Employee Contracts?’

Low Pay Commission starts work on recommendation for 2025 minimum wage | Consensus HR in Herts, Beds

The Low Pay Commission (LPC), the independent body which advises the Government on the levels of the National Minimum Wage (NMW), including the National Living Wage (NLW), has launched a call for evidence to inform its advice to the Government on the minimum wage in 2025 and beyond.

With full details available on the GOV.UK website, it is seeking input to shape the recommendations which it will make to the Government this autumn, on minimum wage rates to apply from April next year.

Stress Awareness Month | Consensus HR in Herts, Beds

April is stress awareness month and HSE is urging employers to prevent and reduce stress in their workplace.

April is Stress Awareness Month: tackle stress in the workplace with five steps in five weeks | Consensus HR | Herts, Beds, UK

This April, Britain’s bosses are being invited to follow five simple steps to prevent and reduce stress in their workplace.

The Health and Safety Executive’s (HSE) Working Minds campaign has called on employers to support workers mental health during Stress Awareness Month.

Liz Goodwill, head of the work-related stress and mental health policy team at HSE, said: “We are inviting business owners, employers and managers to join others across Britain to make a difference during Stress Awareness Month in five steps.”

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

01 05 2024

Doffou v Sainsbury’s Supermarkets Limited – Gross misconduct | Consensus HR in Herts Beds

Matthew Chilcott Disciplinary & Grievance, Employment Law, General #bedfordshirebusiness, #bedfordshirebusinesses, #consensus hr, #consensushr, #employmentlaw, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

30 04 2024

Make sure you have the right workplace facilities available | Consensus HR in Herts, Beds

Matthew Chilcott Blog, General, Health & Safety #bedfordshirebusinesses, #consensushr, #Health&Safety, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Latest blog: Health & Safety

At Consensus HR, we write many blogs in relation to Health & Safety (H&S) and information provided by the Health & Safety Executive (HSE) and our current H&S blog talks about the welfare facilities that should be provided in the workplace for your team and gives detailed information on what you should provide and further information to help you in your business such as:

What you must provide for a safe and healthy workplace:
- Welfare facilities
- A healthy working environment
- A safe workplace
Toilets and washing facilities:
- How many toilets and washbasins?

Employers must provide welfare facilities and a working environment that’s healthy and safe for everyone in the workplace, including those with disabilities.

This means you must have:

welfare facilities
a healthy working environment
a safe workplace

Find out in more detail what you must provide for a safe and healthy workplace.

Employers are required to provide enough toilets and washbasins for those expected to use them. Follow our guidance for toilets and washing facilities.

Make sure you have the right workplace facilities available | Consensus HR in Herts, Beds

Our HR comment:

Make sure you have the right workplace facilities available | Consensus HR in Herts, Beds

We offer a full Health & Safety service and ensure it is made simple and covers the basics for your business. Our development and service includes:

Appointing a Competent Person
Preparing a business Health & Safety Policy
Managing Risk and Risk Assessments at work
Consulting your workers
Providing Information and Training
First Aid at Work
Lone working
Personal Protective Equipment (PPE)
Display Screen Equipment (DSE)
Fire Training
Reporting of Injuries Diseases, Dangerous Occurrence Regulations (RIDDOR)
Workplace Facilities
Health and Safety Poster

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hertfordshire

Wow!! The judges were particularly impressed by the customisation of services available from the experts at Consensus HR, especially for their SME clients.

Do you need help with your HR and Employment Law?

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

Our Latest blog: Low Pay Commission to be ambitious on minimum wage rates:

My HR Comment / Advice:

Our HR Comments: Retail union calls on Low Pay Commission to be ambitious on minimum wage rates | Consensus HR in Herts & Beds

Do you need help with your HR and Employment Law?

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

Our Latest blog: The importance of management skills when being given the important position of ‘Manager’.

Managerial Skills: Success Essentials | Consensus HR in Herts & Beds

To be a successful manager, the following skills / competencies are essential:

My HR Comment / Advice: Management Development.

Do you need help with your HR and Employment Law?

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

Our Latest blog: Keeping Hold of Personnel Files

What is the right time period for keeping an individual’s HR records?

HR Record Retention: The Reality

Information within HR Records

To Summarise:

Would you like to ensure you are keeping the right details of your employees?

Are you confident you are complying with the legal retention requirement?

Do you need help with your HR and Employment Law?

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

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our May 2024 blogs. Here’s a selection of topics we covered:

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

Employee Retention Strategies: Keeping Top Talent in 2024 –Workers are increasingly staying put in their current jobs | Consensus HR in Herts, Beds

1. Economic Uncertainty and Inflation

2. Improved Job Satisfaction

The Role of HR in Crisis Management -Matthews v CGI IT UK Ltd – Procedural Fairness and Unfair Dismissal – | Consensus HR in Herts, Beds

Procedural Fairness and Unfair Dismissal:

Adherence to Disciplinary Procedures:

7 Reasons to hire professional HR services. Consensus HR, Herts, Beds

Understanding Sexual Harassment at Work | Consensus HR, Herts, Beds

Failing to follow Code of Practice could cost employers at tribunals | Consensus HR in Herts, Beds.

Employment Tribunal: The Potential Cost to Your Business | Consensus HR in Herts, Beds

Do you need help with your HR and Employment Law?

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

Latest blog: Make sure you are prepared when an inspector calls.

Make sure you are prepared when an inspector calls.| Consensus HR in Herts, Beds.

Our HR comment:

Our HR Comment: Make sure you are prepared when an inspector calls.

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

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

Your Outsourced Human Resources (HR) Department.

Latest blog:

Licensing laws to be relaxed during Euro 2024 | Consensus HR in Herts, Beds – Note for employers.

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

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

Your Outsourced Human Resources (HR) Department.

Latest blog: Code of Practice.

P&O Ferries boss took six-figure bonus after sacking of UK-based crew

Our HR comment:

Our HR Comment / Advice: Failing to follow Code of Practice could cost employers at tribunals | Consensus HR in Herts, Beds.

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

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

Your Outsourced Human Resources (HR) Department.

Latest blog:

Employment Tribunal: The Potential Cost to Your Business

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

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

Your Outsourced Human Resources (HR) Department.

Welcome

In this months blogs recap from a selection of our April 2024, blogs we discuss:

New legislation on flexible working becomes law tomorrow – 6th April 2024 |Consensus HR | Herts, Beds

When Workplace Banter Becomes Bullying | Consensus HR in Herts, Beds

Top Five HR Tips | Consensus HR in Herts, Beds

Why Your Business Needs Employment Contracts. | Consensus HR in Herts, Beds

Can your business spare £25,000?

Are you at risk of a hefty penalty?

Low Pay Commission starts work on recommendation for 2025 minimum wage | Consensus HR in Herts, Beds

Stress Awareness Month | Consensus HR in Herts, Beds

April is stress awareness month and HSE is urging employers to prevent and reduce stress in their workplace.

April is Stress Awareness Month: tackle stress in the workplace with five steps in five weeks | Consensus HR | Herts, Beds, UK

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

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