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Award of Excellence 2023

Winner of Award of Excellence 2024 | Consensus HR – Herts, Beds

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Winner of Award of Excellence 2024 | Consensus HR - Herts, Beds

Consensus HR wins Award of Excellence 2024 

In the landscape of modern business, managing human resources efficiently is crucial for the success and sustainability of any organisation. Recognising the significance of this aspect, Consensus HR emerges as a trusted partner, offering a comprehensive suite of services tailored to meet the unique requirements of businesses across various industries. Consensus HR specialises in providing outsourced human resources solutions, allowing organisations to focus on their core competencies while leaving the complexities of HR management to the experts. By outsourcing HR functions, businesses can streamline their operations, reduce administrative burdens, and ensure compliance with ever-evolving employment laws and regulations.

At E2 Media we have recently unveiled our highly anticipated 2024 Awards of Excellence, recognising outstanding achievements in various industries. Among the esteemed recipients, Consensus HR stands out as a beacon of excellence, with that being said we are delighted to announce that Consensus HR has been given one of our Awards of Excellence for 2024. Their exceptional dedication to providing unparalleled customer service has set them apart, earning them the recognition and admiration of both their industry peers and clients alike. This accolade not only reaffirms their commitment to excellence but also highlights their consistent efforts to go above and beyond.

One of the standout features of Consensus HR is its commitment to offering personalised HR support. The team understands that each business has its own set of challenges and requirements, and therefore, they provide tailored solutions to address specific needs. Whether it’s employee relations, performance management, or talent acquisition, Consensus HR’s dedicated support ensures that businesses receive the guidance and assistance they need to navigate the intricacies of HR management. 

Staying compliant with the constantly evolving landscape of employment laws and regulations is a daunting task for many businesses. With their experience Consensus HR offers their expert guidance on HR compliance. From creating and updating employment contracts to implementing policies that align with legal requirements, businesses can rely on Consensus HR to keep them abreast of the latest changes and help them maintain a compliant workplace.

The fact they are held in such high regard by their clients tells you everything you need to know not only about the services they offer but the honest and ethical way in which they operate.

Winner of Award of Excellence 2024 | Consensus HR - Herts, Beds

The challenge they face as their reputation grows and the demand for their services increases further will be to maintain the high standards that have given them so much success in the past. Given the track record they have we think it’s something they will achieve and that Consensus HR is a name you’ll be hearing much more of in the years to come. For more information visit www.consensushr.com

To view more about us and our awards and pledge to clients

At Consensus HR, we are proud to have been awarded a number of awards over the previous years and to find out more about us and our pledge to our clients.
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If you run a business and have a team and wish to ensure that you are working to best practice and the law, give us a call now. 01438 576750
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Your Outsourced Human Resources (HR) Department.

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

Consensus HR

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Group of People and Human Resources Concept

Firms stick to four-day working week after trial ends 

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March 2024 Newsletter | Consensus HR | Herts, Beds, UK

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Further to our previous blog on 28th January 2022, it would seem that most of the British companies who took part in the four day week are. now sticking to it.  Previously we commented: “we believe as long as the correct Policies and Procedures are put in place for the team and company and the required results are achieved, then why not have a four-day week?  Are more companies who can accommodate this due to their business sector / products going to give it a try?  We wait to see if cultures / business sectors see the benefit and make the change following what has happened over the previous three years with the Pandemic and major changes to companies having to happen due to not having a choice.”

NEWS ARTICLE: Firms stick to four-day working week after trial ends 

Most of the British companies taking part in the world’s largest trial of a four-day week are to continue with the new working pattern. Of the 61 companies that started the six-month trial, 56 have extended the four-day week, including 18 who have made it permanent. The vast majority of companies reported that they were satisfied with productivity and business performance over the trial period. The six-month trial was organised by campaign group 4 Day Week Global, think-tank Autonomy and researchers at Boston College and the universities of Cambridge and Oxford. The findings of the trial are to be presented to MPs on Tuesday as part of a lobbying push to encourage the UK government to change legislation to give staff the right to request a four-day pattern. Joe Ryle, the director of the 4 Day Week Campaign, described the trial as a “major breakthrough moment,” adding: “Across a wide variety of sectors, wellbeing has improved dramatically for staff; and business productivity has either been maintained or improved in nearly every case . . . We’re really pleased with the results and hopefully it does show that the time to roll out a four-day week more widely has surely come.” Juliet Schor, an economist and sociologist at Boston College, observed: “At the beginning, this was about pandemic burnout for a lot of employers. Now it’s more of a retention and recruitment issue for many of them.”  

 

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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The Importance of Employee Engagement and How to Improve it

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Copyright © Consensus HR All right reserved.

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Employers can share staff data in a mental health emergency | Consensus HR | Herts, Beds

Happy New Year 2023

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Happy New Year 2023

May we wish everyone a Happy New Year 2023 and success for the year, and should you have any HR requirements, do not hesitate to contact us, your local Chartered HR Consultants, where you are never just a number!

‘Helping companies take the pain out of managing people whilst preventing people problems’

 

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If in 2023, we can help you and your company with its HR and team, please contact us now.
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Poorpostureathome

City workers ignore calls to return to offices

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City workers ignore calls to return to offices

Matthew Pinto-Chilcott -FCIPD, ACEL, BA (Hons), Owner of Consensus HR – City workers ignore calls to return to offices comments; “It seems now that the statistics for people wishing to continual to work from home following the Pandemic are starting to come in, with this latest story involving City workers.  This is something that I thought would happen as how can many businesses say, following the Pandemic that workers can no longer work from home, if it was successful then?

We have found that this is very business sector specific as many of our clients do not have the choice as the services, they offer need face to face customer service / contact but the few that do not are currently considering their options.  Many have taken the option that working from home is still permitted for 1 -2 days a week but for the other working days of their week, the member of the team is needed in the office.  Why? You may ask?  We have found that many prefer to be in the office and work and keep their personal / business lives separate and have a working lifestyle, with meeting team members whilst also having the opportunity to work from home occasionally if needed.  Business owners have had to manage this correctly by working with their teams and explaining why they are required to return to the office to work and attend meetings and what the benefits are to the business, team, and the employee themselves.

In these scenarios it is where HR plays an effective part by consulting and working with your team to find the best solution for the business and them as an employee.   If there is not business, then there is no employment, but the team should be encouraged to look for solutions on the way forward with businesses explaining the need for them to be present in the workplace and the benefits this has for the team spirit and business sales / success.  The team must however understand that they have a job to fulfil and SMART objectives / Job Description to achieve and follow for the company and their success whilst having the opportunity at their regular performance review (appraisal) to have their say / input on the way forward for their career and the success of the company.”

NEWS ARTICLE:

City workers are ignoring calls from executives to be in the office for a minimum number of days each week, according to a new report based on interviews with 100 workers in major companies. The study suggests that staff and managers in the financial and professional services sectors are employing “bespoke” working models that align with their specific operational needs. The report argues that remote-first policies have no detrimental impact on productivity, with survey respondents saying that flexible working policies have the potential to significantly boost productivity and provide greater efficiency. Dr Grace Logan, an economist at the London School of Economics, warns that demands from top level executives that workers come in for a minimum number of days each week are “ego-driven rather than having the best interests of the business in mind.” Anna Lane, president of Women in Banking and Finance, said managers demanding “rigid” schedules, requiring workers come in for “3,4, or 5” days each week, will “lose out to their competitors who do not” make such demands

Financial Times

City AM

The Human Times

City workers ignore calls to return to offices

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Thermals

Employment Law Newsletter – July 2022

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Welcome to our Employment Law Newsletter – July 2022.  This newsletter covers:

  1. Early Conciliation: How to Avoid the Employment Tribunal

  2. Part-Time Workers Rights

  3. “Wellness” in the Workplace

  4. Was Dismissal of Employee Fearful of Covid-19 Fair?

Employment Law Newsletter - July 2022
Employment Law Newsletter - July 2022
Employment Law Newsletter - July 2022
Newsletter - July 2022

1. Early Conciliation: How to Avoid the Employment Tribunal

The obvious route to avoid the employment tribunal is for employees and employers to discuss workplace issues as they arise and to resolve them before they become disputes. However if informal workplace conversations or more formal approaches such as a grievance procedure don’t work, employers can find themselves facing a claim in the employment tribunal. The question is, how to avoid the claim being heard, in public, in the employment tribunal.

Before commencing a claim in the employment tribunal the employee must inform Acas – please note strict time limits apply at every stage so don’t delay. Acas will offer the employee what is known as “early conciliation” (to distinguish it from “conciliation”, also offered by Acas but available once the employment tribunal claim is underway). If the employee wants to pursue early conciliation, Acas will contact the employer and see if employer is prepared to take part too.

And an employer can contact Acas for early conciliation if they thinks a dispute with an employee could lead to employment tribunal

If either party doesn’t want to go ahead with early conciliation, or if it’s not possible to reach an agreement, Acas will issue a certificate which the employee will need to lodge with their employment tribunal claim if they decide this is the course they want to take – again please note strict time limits apply.

So what is early conciliation? Early conciliation is a free and swift method of settling a workplace dispute, thereby preventing a costly and time consuming claim in the employment tribunal.

How does early conciliation work? The employee will provide the Acas conciliator with a full account of the issues as the employee sees it, for example the amount of wages they claim are owed to them and the employer’s response so far. The Acas conciliator is impartial and does not give advice but helps both parties to identify the issues and to reach an agreement. If either participant requires advice they will need to contact for example the CAB or a solicitor who specialises in employment law.

Acas has recently highlighted the emotional toll workplace disputes can have on employees. Visit the Acas website for a list of the sources of support, from Mind to the NHS. See the Getting emotional support section of the webpage, What you need to do: Getting an agreement by early conciliation.

Agreement reached in early conciliation is recorded in Acas document COT3 and is legally binding. COT3 can contain agreements the employment tribunal cannot order such as to provide a reference.

However if no agreement is reached it is up to the employee to make their claim to the employment tribunal within the strict time limits.

As is the case with employment tribunal settlements, if an employer fails to make a payment to an employee under a COT3 the government can help. See the gov.uk webpage, Employment tribunal: penalty enforcement and naming scheme. Under this scheme the employer is fined and named publicly. Another option is an enforcement scheme, the Acas and Employment Tribunal Fast Track Scheme. Alternatively there’s a Court procedure using form N322B.

Newsletter - July 2022
Newsletter - July 2022

2. Part-Time Workers Rights

Part-time workers and employees have rights under the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000. When compared to a full-time worker they must receive comparable – and where relevant – pro rata:

  • Wages
  • Career, training, promotion, career breaks and job transfer opportunities
  • Holiday, sickness, maternity, paternity, adoption and shared parental leave
  • Pension and benefits
  • Redundancy selection and pay

If a part-time worker or employee considers they are treated unfavourably in comparison to a comparable worker or employee who is full-time, they can ask the employer for a written statement of reasons for less favourable treatment. The employer must provide the statement within 21 days. If they fail to provide the statement, this could count against them in the employment tribunal.

The worker or employee can make a claim to the employment tribunal if they can find no objective justification within the employer’s reasons for their less favourable treatment.

Part-time workers and employees can make a claim to the employment tribunal if they consider they are treated less favourably or are victimised or dismissed for pursuing rights under the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000.

In the case of workers, they can make a claim to the employment tribunal for part-time worker detriment. Whilst employees can make a claim to the employment tribunal even if they have not been employed for a full two years.

Newsletter - July 2022
Newsletter - July 2022

3. “Wellness” in the Workplace

Mental health apps, menopause support, mindfulness sessions, gym subsidies, counselling helplines … workplaces are increasingly focussed on the welfare of their employees.

The celebration of dog ownership in the workplace is having a moment. ‘Bring Your Dog to Work’ Day falls in June (this year on 24 June) and has been going for over 20 years.

Employers are giving dog owners adoption and bereavement leave, paying for pet insurance and encouraging employees to bring dogs into work. Research shows that dogs reduce stress and promote sociability and exercise. But is an office full of dogs everyone’s cup of tea?

Why are employers so focussed on the wellness of their employees? Employer awareness of the mental health challenges and the wellbeing of employees has undergone a revolution since the onset of the pandemic, whilst multiple lockdowns and the advent of working from home and hybrid working has changed employee attitudes to work forever. Many employees now want the option to work at home, and many have ditched one career for another or retired early. Meanwhile, employers face difficulties in retention and recruitment. It’s clear something needs to change.  

Last month a trial started of the 4-day working week in 70 companies involving more than 3000 employees. This is led by two 4-day week campaigns together with researchers at Cambridge and Oxford universities. A whole spectrum of businesses are involved, from banks to fish and chip shops. The aim is to study the 100:80:100 paradigm, in other words is it possible to earn 100 percent of your salary for a four day week on the basis your productivity is not reduced.

Researchers will consider the effect on employees’ health, happiness, productivity, and use of fossil fuels, the latter because researchers will also look at the effect on the environment of a reduced working week.

The study will continue for 6 months. Similar studies are proceeding across the globe.

Employment Law Newsletter – July 2022
Employment Law Newsletter – July 2022

4. Was Dismissal of Employee Fearful of Covid-19 Fair

Mr Rodgers was employed by Leeds Laser Cutting Ltd when the pandemic struck and lockdown imposed. Although the employer implemented safeguards as recommended by the government, Mr Rodgers informed his workplace he would be isolating to protect the health of his sick child and young baby.

The employer dismissed Mr Rodgers. Although Mr Rodgers did not have two years continuous service, under section 100 of the Employment Act he made a claim to the employment tribunal based on automatically unfair dismissal. Section 100 sets out an employee is automatically unfairly dismissed if he left the workplace:

“in circumstances of danger which the employee reasonably believed to be serious and imminent and which he could not reasonably have been expected to avert … or .. refused to return to his place of work”.

Or if he took steps to protect himself:

“in circumstances of danger which the employee reasonably believed to be serious and imminent”.

However Mr Rodgers failed to convince the employment tribunal his workplace contained risks of Covid-19 infection. Furthermore the employment tribunal found he had driven a friend to hospital, and had worked in a pub during lockdown. The employment tribunal held he had not been automatically unfairly dismissed.

Mr Rodgers appealed this decision. The employment appeal tribunal upheld the decision of the employment tribunal. However it acknowledged that Covid-19 could potentially amount to relevant circumstances under section 100 of the Employment Act. “In my judgment, whilst conditions pertaining to Covid-19 could potentially amount to circumstances of serious and imminent danger in principle, I do not consider that they did so in this case.”

 

Contact us for free advice on the issues raised in this Newsletter. In this thirty-minute session we will review your situation and how you can achieve your objectives.

The topics covered in this Newsletter are complex and are provided for general guidance only. Therefore, if any of the circumstances mentioned in this Newsletter have application to you, seek expert legal advice.

 

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