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13 03 2025

The Strangest Employment Law Cases in the UK – Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #hertfordshirebusinesses, #networkinbeds, #stevenagebusinesses, Business, Business Owners, employment law, HR, HR Advice, HR Consultant, HR Consultants, HR Support, SME, SME's

Employment law in the UK has seen a myriad of unique and unprecedented cases that highlight the complexities of workplace relations. Below is the first of the most unusual employment tribunal cases, detailing the circumstances, outcomes, and financial awards where applicable.

Executive Labelled ‘Old Fossil’ Awarded £3.2 Million:

In July 2024, senior executive Glenn Cowie was awarded £3.2 million after winning an age discrimination claim against his employer, Vesuvius. Cowie was subjected to derogatory remarks about his age, including being called an “old fossil” and told he couldn’t manage millennials. The tribunal ruled in his favour.

Matthew Chilcott, Owner of Consensus HR, Comments:

“These cases highlight just how crucial it is for businesses to have the correct HR procedures in place. Discrimination, unfair dismissals, and wrongful terminations can cost companies significant amounts in legal fees and compensation—and more importantly, they damage reputations. At Consensus HR, we work closely with businesses to ensure they are legally compliant and create positive workplace environments that prevent these kinds of disputes from arising. Taking proactive HR measures is key to avoiding costly mistakes.”

How Consensus HR Can Help:

These cases demonstrate why having a strong HR foundation is vital for employers and employees alike. At Consensus HR, we provide expert HR support, employment law compliance, and tailored business solutions to help companies stay legally compliant and protect their employees.

📌 For expert HR support, visit: www.consensushr.com

Follow Consensus HR for updates on UK employment law:

LinkedIn: Consensus HR LinkedIn
Twitter/X: @ConsensusHR
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🚀 Stay compliant, avoid legal risks, and create a positive work environment with Consensus HR!

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:

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

11 03 2025

MS Awareness Week – Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #consensus hr, #consensushr, #invisibledisease, #MS, #multiplesclerosis, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Supporting Employees with Multiple Sclerosis in the Workplace:

MS Awareness Week is an important time to raise awareness about Multiple Sclerosis (MS) and its impact on individuals, particularly in the workplace. At Consensus HR, we believe in fostering inclusive workplaces where employees with long-term health conditions are supported effectively.

This year, MS Awareness Week runs from 9^th – 15^th March, providing an opportunity for businesses to understand how they can create a more supportive, legally compliant, and productive working environment for employees affected by MS.

What is Multiple Sclerosis (MS)?

Multiple Sclerosis (MS) is a lifelong condition affecting the central nervous system, impacting movement, vision, balance, and other functions. Symptoms vary from person to person, making it essential for employers to offer flexible and tailored support.

Legal Responsibilities for Employers

Under the Equality Act 2010, MS is classified as a disability from the moment of diagnosis. This means that employers must make reasonable adjustments to support employees with MS and prevent workplace discrimination.

Some reasonable adjustments may include:
✅ Flexible working arrangements – Adjusted hours or remote work options.
✅ Ergonomic workspace adaptations – Chairs, keyboards, or screen readers.
✅ Frequent rest breaks – To manage fatigue and prevent burnout.
✅ Awareness training – Educating teams about MS and how to support colleagues effectively.

How Business Owners, Managers & HR Can Help:

At Consensus HR, we support businesses in creating inclusive policies, providing training, and ensuring legal compliance when managing long-term health conditions like MS.

💡 HR Support for MS in the Workplace:

Policy Development – Ensure your sickness absence and reasonable adjustment policies are compliant.
Manager Training – Equip managers with the knowledge to support employees with MS.
Employee Wellbeing – Implement strategies that promote a supportive culture.

💬 Matthew Chilcott, Owner of Consensus HR, says:
“MS Awareness Week is a great reminder for businesses to assess their workplace inclusivity. Ensuring that employees with MS have the right support in place is not just a legal obligation—it’s about creating a culture where everyone can thrive. At Consensus HR, we help businesses implement HR strategies that make a real difference in employee wellbeing and productivity.”

Join the Conversation:

Let’s work together to create workplaces where individuals with MS and other long-term conditions can excel and feel valued.

🔗 Follow us on social media for more HR insights and advice:
👉 LinkedIn: https://www.linkedin.com/company/consensus-hr
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👉 Twitter/X: https://twitter.com/ConsensusHR
👉 Instagram: https://www.instagram.com/ConsensusHR

📞 Call us: 01438 576750
📩 Email us: [email protected]
🌍 Website: https://www.consensushr.com

If you need HR support on managing workplace adjustments, compliance, or employee wellbeing, contact us today!

Let’s make every workplace fair, inclusive, and legally compliant.

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11 03 2025

Monthly HR blog Newsletter – February 2025 | Consensus HR, Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety, Newsletter @sg1businessclub, #consensus hr, #consensushr, #HRNewsletter, #monthlyblognewsletter, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our February 2025 blogs. Here’s a selection of topics we covered:

Employment Law Newsletter
Important Health & Safety Update
Tackling-illegal-working
Rare-disease-day
Autism in the Workplace in the UK

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!

Employment Law Newsletter – February 2025:

In Brief:

The Employment Appeal Tribunal (EAT) has recently made significant rulings that affect employee rights in the workplace. First, the EAT clarified that an employee may be dismissed for a breakdown of trust and confidence, providing employers with a legal basis to terminate employment when this crucial relationship deteriorates. Secondly, the ruling confirmed that foster carers are eligible to bring claims before an Employment Tribunal, which is an important step for individuals in this role seeking employment protection rights. Lastly, a ruling established that consultants can be considered workers under the Employment Rights Act 1996 (ERA), granting them rights that were previously reserved for employees, such as protection against unfair dismissal and entitlement to statutory sick pay. These developments reflect the evolving landscape of employment law and emphasize the importance of understanding and adhering to the latest legal standards for both employers and employees.

To read the full blog,

CLICK HERE

Tackling Illegal Working:

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

Record-Breaking Enforcement Activity:

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

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

To read our full blog and Key Points

CLICK HERE

Important Health & Safety Update:

Managing Workplace Health & Safety: Key Updates and Best Practices:

Health and safety in the workplace is a critical priority for businesses, especially in industries where employees face significant risks. Recent data and case studies from the Health & Safety Executive (HSE) highlight the importance of proactive measures in protecting workers. Below, we’ve compiled essential guidance and updates to help you ensure a safe working environment.

In this Update:

Stay updated on workplace health & safety with essential guidelines on welfare, asbestos management, gas safety in maternity units, and risks of display wall mounts for children. Learn about legal duties and best practices to protect employees and maintain compliance.

Workplace health, safety and welfare
The duty to manage asbestos – are you responsible?
Guidance to protect those using gas and air safely in maternity units
Display wall mount risk of serious crushing or impact injury to children:

To read the full blog,

CLICK HERE

Rare Disease Day

Supporting Inclusivity in the Workplace:

📅 28th February marks Rare Disease Day, a global initiative to raise awareness of rare diseases and the challenges faced by those affected. At Consensus HR, we believe in fostering inclusive workplaces that support employees with rare conditions, ensuring they can thrive professionally while managing their health.

Why Rare Disease Awareness Matters in the Workplace:

A rare disease is defined in Europe as a condition affecting fewer than 1 in 2,000 people, yet collectively, over 300 million people worldwide live with a rare disease. Many of these individuals face difficulties in the workplace, from managing symptoms to accessing reasonable adjustments.

Employers have a duty to promote equality, make necessary workplace adjustments, and support employee wellbeing in compliance with the Equality Act 2010. A more inclusive workplace not only benefits employees but also strengthens business culture, retention, and productivity.

To read our full blog and Key Points

CLICK HERE

Autism in the Workplace in the UK:

Legal Obligations and Best Practices for Inclusion:

At Consensus HR, we understand that creating a diverse and inclusive workplace is not only the right thing to do—it’s essential for fostering innovation and success. In the UK, supporting employees on the autism spectrum is guided by robust legal frameworks and best practice strategies. This blog explores the legal requirements and practical steps your organisation can take to ensure that your workplace is both compliant and truly inclusive.

Understanding Autism in the UK Workplace:

Autism is a lifelong condition that affects how individuals communicate, behave, and interact socially. Many people on the autism spectrum bring unique strengths such as exceptional attention to detail, innovative problem-solving skills, and a strong ability to focus on complex tasks. Recognising these attributes while acknowledging individual challenges is key to developing effective support systems in the workplace.

To read the full blog,

CLICK HERE

Wow! Two Awards for our HR Service 2025 /26 :

We are thrilled to announce that Consensus HR has once again been honoured with the London & South East Prestige Awards 2025-2026 and the E2 Media Awards for Excellence 2025! These accolades mark the latest in a series of recognitions for our commitment to HR excellence. Previously, we were proud recipients of the UK Enterprise Awards, being named HR Consultancy of the Year 2023 – Home Counties.

consensushr.com

Matthew Chilcott, Owner of Consensus HR, expressed his gratitude, stating: “Receiving these awards multiple times is a testament to our team’s unwavering dedication to providing professional, pragmatic, and tailored HR solutions. We are deeply committed to supporting businesses across the region, ensuring they achieve the best from their teams while maintaining legal compliance.”

To read our full blog and Key Points

CLICK HERE

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

Click Here

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:

04 03 2025

Autism in the Workplace in the UK | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General @sg1businessclub, #autism, #bedfordshirebusinesses, #consensushr, #networkinbeds, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Autism in the Workplace in the UK: Legal Obligations and Best Practices for Inclusion:

Understanding Autism in the UK Workplace:

Key Points:

Diverse Abilities: Employees with autism may require tailored communication methods and work practices.
Individual Needs: Autism manifests uniquely in every individual, meaning support strategies should be personalised.

Legal Considerations in the UK:

UK employers must comply with the Equality Act 2010, which protects individuals with disabilities—including those with autism—from discrimination. The Act requires employers to make reasonable adjustments to ensure that disabled employees are not at a disadvantage in the workplace.

Legal Requirements Under the Equality Act 2010:

Non-Discrimination: It is unlawful to discriminate against employees with autism in any aspect of employment.
Reasonable Adjustments: Employers are required to adapt working environments or practices to accommodate the needs of autistic employees.
Inclusive Policies: Regular review of policies is essential to ensure they reflect the latest legal standards and best practices for inclusion.

Action Steps for Compliance:

Policy Review: Assess your current workplace policies to ensure they meet the Equality Act 2010 requirements.
Implement Adjustments: Consider adaptations such as modified workspaces, flexible scheduling, or specialised communication support.
Training and Awareness: Provide ongoing training for management and staff to understand the legal rights and practical needs of autistic employees.

By staying informed and proactive, your organisation can not only meet legal obligations but also create a supportive environment where all employees can thrive.

Best Practices for an Inclusive UK Workplace:

Beyond legal compliance, implementing best practices can significantly enhance the work experience for employees with autism. Consider the following strategies:

Tailored Onboarding and Training: Develop induction programmes that recognise diverse learning styles, ensuring that new employees with autism feel welcomed and supported.
Clear and Accessible Communication: Use straightforward language and visual aids to convey information, making instructions and feedback more accessible.
Flexible Working Arrangements: Offer options such as remote work, adjusted hours, or quiet workspaces to accommodate different work preferences.
Employee Resource Groups (ERGs): Encourage the formation of support networks where employees can share experiences, offer peer support, and contribute to policy development.
Sensory-Friendly Environments: Modify workspaces by reducing noise, adjusting lighting, or creating designated quiet areas to help mitigate sensory overload.

These practices not only comply with legal standards but also contribute to a culture of respect, empowerment, and productivity across your organisation.

A Comment from Matthew Chilcott, Owner of Consensus HR:

“As someone who has dedicated my career to supporting HR best practices in the UK, I firmly believe that embracing neurodiversity is not just a legal obligation but a strategic advantage. At Consensus HR, we have seen firsthand how tailored adjustments and a genuine commitment to inclusion can transform workplaces. Our approach goes beyond compliance; it’s about recognising and harnessing the unique talents of every individual. I encourage all organisations to view inclusion as an opportunity to drive innovation, empower talent, and create a supportive environment where everyone can thrive.”

— Matthew Chilcott, Owner of Consensus HR

How Consensus HR Can Help:

At Consensus HR, our mission is to guide UK organisations in building inclusive, legally compliant, and supportive work environments. We offer a range of services designed to help you navigate the complexities of workplace inclusion:

Comprehensive HR Audits: We assess your current practices and identify opportunities for improvement.
Customised Training Programmes: Equip your team with the knowledge and skills needed to support neurodiverse colleagues effectively.
Legal Updates and Compliance Assistance: Stay current with evolving legal requirements and best practices under the Equality Act 2010.
Consultation and Strategy Development: Work with our experts to create tailored inclusion strategies that align with your company’s values.

For more information and expert guidance, connect with us through our website or your preferred social media platform:

Website: https://www.consensushr.com
Facebook: https://www.facebook.com/ConsensusHR
Twitter: https://twitter.com/ConsensusHR
LinkedIn: https://www.linkedin.com/company/consensus-hr
Instagram: https://www.instagram.com/consensushr

Conclusion:

Fostering an inclusive workplace for employees with autism in the UK is both a legal responsibility and a strategic advantage. By understanding the unique needs of neurodiverse individuals and implementing legal and best practice guidelines, your organisation can create an environment where every employee is empowered to contribute their best. At Consensus HR, we are dedicated to supporting your journey towards a truly inclusive workplace.

Embrace diversity. Empower talent. Enhance success.

For further insights and personalised consultation, please visit our website or connect with us on social media. Together, we can build a more inclusive future for all.

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20 02 2025

National Love Your Pet Day | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #consensus hr, #consensushr, #networkinbeds, #Pets, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, loveyourpetday, Small Business, SME, SME's

How Pets Improve Workplace Wellbeing:

Why Businesses Should Recognise National Love Your Pet Day:

February 20th is National Love Your Pet Day, a time to celebrate the joy and comfort pets bring into our lives. But did you know that pets can also enhance employee wellbeing and productivity in the workplace?

At Consensus HR, we support businesses in creating a positive work environment that prioritises employee wellbeing. One emerging trend in workplace wellbeing is the benefits of pet-friendly policies. Whether through flexible working arrangements or pet-friendly offices, businesses can foster happier and more engaged teams.

The Benefits of Pets for Employee Wellbeing:

🐾 Reduced Stress & Anxiety – Research shows that interacting with pets can lower stress hormones and increase serotonin, helping employees feel more relaxed and focused at work.

🐾 Improved Productivity & Engagement – A happy workforce is a productive workforce. When employees feel less stressed, their motivation and efficiency improve.

🐾 Better Work-Life Balance – Remote and flexible working arrangements help pet owners balance their responsibilities, reducing absenteeism and increasing job satisfaction.

🐾 Stronger Workplace Culture – Pet-friendly policies can foster team bonding and morale, leading to a more positive company culture.

Should Your Business Consider a Pet-Friendly Policy?

Not every workplace is suited to having pets in the office, but there are alternative ways to support pet owners, such as:

✅ Pet-friendly office days – Allowing employees to bring pets to work on designated days.
✅ Remote or flexible working – Helping employees care for their pets while maintaining productivity.
✅ Pet insurance benefits – Offering pet-related benefits as part of an employee wellbeing package.
✅ Office pet mascots – Some companies even adopt an office pet to boost morale.

HR Support for Employee Wellbeing & Workplace Policies:

Matthew Chilcott, Owner of Consensus HR, says:
“Recognising the role pets play in our lives is essential for workplace wellbeing. Many businesses are introducing pet-friendly policies, flexible working, and wellbeing initiatives to support employees. At Consensus HR, we help businesses develop HR policies that balance employee wellbeing with business needs.”

If your business is considering enhancing employee wellbeing through flexible policies, we can help ensure compliance with UK employment law while creating a positive and productive work environment.

Get HR Support for Your Workplace:

💼 Need help with HR policies that support employee wellbeing? Contact Consensus HR today!

📞 Call us: Click Here
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📌 #LoveYourPetDay #HRSupport #WorkplaceWellbeing #PetFriendlyWorkplace #ConsensusHR

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19 02 2025

Employment Law Newsletter – Feb-25 – Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #employmentlaw, #hertfordshirebusinesses, #HRNewsletter, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

In Brief:

EAT rules that an employee can be dismissed for breakdown of trust and confidence

The case of Alexis v Westminster Drug Project [2024] EAT 188 has added some clarification to the controversial claim of the ‘breakdown of trust and confidence’ under the ‘some other substantial reason (SOSR)’ category of fair dismissal.

The Claimant (A) and two others were subject to a restructuring, which resulted in three jobs being condensed into two and each person having to reapply. A, who had previously told her employers that she suffered from dyslexia, was only provided with the interview questions 25 minutes in advance of the first interview, resulting in her underperformance. She was not selected for either position.

A brought a grievance based on the grounds that her dyslexia should have been considered during the interview process. She was offered an additional interview which she rejected. Following the grievance process appeal, A was again offered another interview, and again the offer was rejected. During the grievance process A authored several emails to her manager and the Westminster Drug Project’s Chairperson. Her manager eventually called A into a meeting and stated that the relationship between her and the Westminster Drug Project had completely broken down and that A had clearly lost trust in her employer. This led to A being dismissed by notice on the ground of SOSR.

A claimed unfair dismissal, disability-related harassment, and failure to make reasonable adjustments. The Employment Tribunal (ET) rejected most claims and stated the dismissal was fair. A appealed to the Employment Appeals Tribunal (EAT), arguing her length of service had not been adequately considered and Westminster Drug Project could have given her a warning or used some other method as opposed to dismissing her.

The EAT upheld the ET’s decision that the dismissal was fair. Regarding the lack of consideration of A’s length of service, the EAT stated that an employer only had to take this into account when it was directly relevant to the dismissal. This was not the case here. As for using other sanctions other than dismissal, this was not appropriate in this case as the organisation needed to move forward with its restructuring.

Foster carers can bring Employment Tribunal claims:

In Oni and others v London Borough of Waltham Forest and others ET/3204635/2021, an employment tribunal held that, despite not having contracts with local authorities, foster carers can bring whistleblowing and discrimination claims.

The decision is controversial and likely to be appealed. The ET considered itself bound by the Court of Appeal’s decision in W v Essex County Council [1998] 3 WLR 534 (CA), that foster carers do not have employment contracts with local authorities as their relationship is governed by statute. This meant that they could not bring certain types of claims in the ET, such as:

The right to have a Statement of Particulars provided on day one of employment (Part I of the Employment Rights Act 1996 (ERA 1996).
Unfair deduction of wages (Part II of the ERA 1996.
Unfair dismissal or wrongful dismissal.
Breach of rights under the Working Time Regulations 1998.

However, the ET ruled that when it came to bringing whistleblowing claims under sections 47B and 48 of the ERA 1996 and discrimination claims under Part 5 of the Equality Act 2010, any refusal by the ET to hear such claims would amount to an unjustified interference with their rights under, respectively, Articles 10 (right to freedom of expression) and 8 (right to family and private life) of the European Convention of Human Rights read with Article 14 (protection from discrimination).

Consultant classed as a worker under ERA 1996:

In Appiah v Tripod Partners Ltd ET/2302929/2023, the ET held that a consultant who contracted with a recruitment agency via a service company was a worker of the agency for the purpose of an unlawful deductions from wages claim under the ERA 1996.

The Claimant, P, was an independent social worker. The Defendant, Tripod, was a recruitment agency and placed P on assignment at the Home Office. The Home Office decided that P fell outside IR35 and should be taxed as an employee. Tripod told P she could have an arrangement via PAYE or contract via a service company. If she opted for a service company, Tripod would deduct income tax and employee national insurance contributions (NICs) from her hourly pay. P decided to contract via a service company.

Tripod subsequently deducted income tax, employee NICs, and employer NICs from P’s pay. P accepted that Tripod was entitled to make deductions for income tax and employee NICs. However, she claimed that the deductions for employer NICs were unlawful under the ERA 1996. Tripod argued that Ms Appiah was not a worker, so could not bring a claim for unlawful deductions.

The ET reviewed P’s relationship with Tripod and concluded P was a worker. She supplied Tripod with timesheets rather than invoices, worked full-time on her assignments, and did not outsource any work. She was not in business on her own account and neither the Home Office nor Tripod were her client in reality. Therefore, she was entitled to bring a claim for unlawful deductions under the ERA 1996 and the ET subsequently upheld her claim.

This newsletter does not provide a full statement of the law and readers are advise to take legal advice before taking any action based on the information contained herein’.

Why Choose Consensus HR?

At Consensus HR, we pride ourselves on offering practical, jargon-free HR support tailored to your business. Our retained services are designed to provide the flexibility, expertise, and peace of mind you need to manage your workforce effectively and stay compliant with UK employment law.

Contact us today to find out how our retained services can transform your HR practices and support your business goals.

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

A_professional_UK_business_setting_focusing_on_tac

18 02 2025

Tackling Illegal Working | Consensus HR in Herts & Beds

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

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

Tackling Illegal Working: Key Updates for Employers in 2025

Record-Breaking Enforcement Activity:

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

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

The Importance of Right to Work Checks:

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

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

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

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

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

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

What This Means for Your Business:

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

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

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

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

Conclusion:

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

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

Visit our website
Follow us on LinkedIn
Join the conversation on Twitter
Like us on Facebook
Check out our updates on Instagram

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

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12 02 2025

Wow! Two Awards for our HR Service 2025 /26 | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusiness, #HR Award, #HRAdvice, #networkinbeds, #stevenagebusiness, #stevenagebusinesses, Business, Business Owners, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

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We extend our heartfelt thanks to our clients and partners for their continued trust and support. Stay connected with us on LinkedIn, Facebook, Twitter/X, and Instagram as we continue to champion HR excellence!

#ConsensusHR #PrestigeAwards #E2MediaAwards #UKEnterpriseAwards #HRExcellence #AwardWinningHR

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

Professional HR Services Tailored to Your Needs

Struggling with HR challenges? Let Consensus HR help you build a productive, compliant, and happy workplace. Learn more today!

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HR Made Simple – Solutions That Work for You

Your team is your greatest asset. Support them with professional HR services from Consensus HR. Learn more here!

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Week 5: Employee Performance Management | Consensus HR in Herts

11 02 2025

Week 12: Creating a Fair and Transparent Compensation Structure | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusinesses, #compensation, #networkinbeds, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Pay, Small Business, SME, SME's

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

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

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

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

Week Twelve of Twelve

Week 12: Creating a Fair and Transparent Compensation Structure

Overview:

Transparent compensation practices foster trust and ensure employees feel valued, contributing to retention and morale.

Key Points:

Salary Benchmarks: Use industry standards to establish fair, competitive salary ranges for each role within the organisation.
Benefits Packages: Offer benefits that support employee well-being, such as healthcare, retirement plans, and paid time off.
Regular Compensation Reviews: Review compensation regularly to maintain alignment with market trends and recognise employee contributions.

Here are our previous weeks blogs:

Weel 11 : Building a Future-Ready Workforce
Week 10: Why Outsource Your HR?
Week 9: Understanding Employment Law Changes and Their Impact
Week 8: Managing Workplace Conflict Effectively
Week 7: HR Policies and Compliance: What Every Business Needs
Week 6: Supporting Mental Health and Well-being
Week 5 – Employee Performance Management: Best Practices
Week 4 – Developing a Positive Company Culture
Week 3 – Onboarding New Hires
Week 2 – Effective Recruitment Strategies
Week 1 – Welcome to our 12 week HR Essentials

At Consensus HR, We’re Here to Help:

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

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HR Made Simple – Solutions That Work for You

Your team is your greatest asset. Support them with professional HR services from Consensus HR. Learn more here!

Your Outsourced Human Resources (HR) Department.

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07 01 2025

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

Matthew Chilcott Blog, Employment Law, General, Newsletter @sg1businessclub, #blognewsletter, #ConsenHR, #consensushr, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

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

Avoid Costly Tribunal Pitfalls: Recent UK Cases and How Consensus HR Can Help
Week 4: Developing a Positive Company Culture:
Human Rights Day – How Business Owners and Managers Can Play Their Part
Week 5: Employee Performance Management: Best Practices
Welcome to our latest December 2024 Employment Law Newsletter
Week 6: Supporting Mental Health and Well-being in the Workplace
Health & Safety Update.

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!

Avoid Costly Tribunal Pitfalls: Recent UK Cases and How Consensus HR Can Help

Recent Employment Tribunal cases in the UK have underscored the importance of fair employment practices, with significant financial awards highlighting the consequences of non-compliance.

To read the full blog,

CLICK HERE

Week 4: Developing a Positive Company Culture:

Overview:

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

To read our full blog and Key Points

CLICK HERE

Human Rights Day – How Business Owners and Managers Can Play Their Part

Human Rights Day, celebrated on 10th December, is an important reminder of the responsibility businesses have to uphold fairness, equality, and dignity in the workplace. For many companies, understanding and implementing these principles can feel overwhelming, especially with the ever-changing landscape of employment law. That’s where Consensus HR can help.

To read the full blog,

CLICK HERE

Week 5: Employee Performance Management: Best Practices:

Overview:

Effective performance management helps employees grow and improves productivity. By setting clear expectations and providing constructive feedback, managers can support continuous development.

To read our full blog and Key Points

CLICK HERE

Welcome to our latest December 2024 Employment Law Newsletter | Consensus HR – Herts, Beds. In this newsletter, we focus on:

BBC journalists appeal against equal pay ruling
Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:
Comments about an employee’s accent could be ‘related to’ race under harassment law

To read the full blog,

CLICK HERE

Week 6: Supporting Mental Health and Well-being in the Workplace

Prioritising mental health in the workplace creates a more resilient, engaged workforce and can significantly reduce absenteeism and turnover.

To read our full blog and Key Points

CLICK HERE

Health & Safety Update.

The Health & Safety Executive (HSE) has recently issued an update highlighting the critical importance of minimizing manual handling risks in the workplace. This follows a tragic incident where a worker lost a leg due to unsafe practices, resulting in a £400,000 fine for the employer. This case underscores the need for robust health and safety measures to protect employees and avoid severe legal and financial repercussions.

At Consensus HR, we are committed to ensuring your business stays compliant with HSE regulations while safeguarding your team. If you need guidance on assessing and mitigating manual handling risks, please don’t hesitate to reach out.

To read the full blog,

CLICK HERE

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

19 12 2024

⛄️ Merry Christmas & A Happy New Year 2025! 🎄

Matthew Chilcott Blog, General @sg1businessclub, #christmas, #consensushr, #hertfordshirebusinesses, #networkinbeds, #stevenagebusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Thank You

As 2024 draws to a close, we would like to take a moment to thank all our valued clients, partners, and connections for their continued support and trust in Consensus HR.

This year has been an exciting journey of growth and collaboration, and we couldn’t have done it without you! Whether you’ve been with us for years or are just discovering how we can support your business, we look forward to continuing our partnership in 2025.

At Consensus HR, we’re passionate about helping businesses of all sizes prevent people problems and build strong, successful teams. From HR compliance to team wellbeing, we’re here to guide you every step of the way.

🌐 Explore how we can help you in the New Year: www.consensushr.com

Christmas & New Year Closing Details:
Our office will be closed from Monday, 23rd December 2024 and will reopen on Thursday, 2nd January 2025. During this time, we will be monitoring emails for any urgent queries.

Wishing you all a joyful Christmas, a restful holiday season, and a prosperous New Year filled with success and happiness!

Best wishes,
Matthew Chilcott & The Team
Consensus HR

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

Merry Christmas & A Happy New Year 2025 | Consensus HR

18 12 2024

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

Matthew Chilcott Blog, General, Health & Safety @sg1businessclub, #consensus hr, #consensushr, #Health&Safety, #networkinbeds, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Health & Safety Update.

Minimise manual handling risks for workers this festive season:

Christmas is nearly upon us and it can be a demanding time for those working throughout the festive season.

The run-up to Christmas can be especially busy for those who work in haulage and distribution.

Workers in this industry are vulnerable to the risk of musculoskeletal disorder (MSD) injuries from hazardous manual handling. This can include:

people lifting heavy parcels around warehouses
delivery drivers moving products across the country

Our step-by-step guide to manual handling at work should help you minimise these risks.

We also have advice for users and suppliers of agency, or temporary workers, as many of these are specifically employed for the festive period.

HSE has launched a new MSD body mapping tool:

The body mapping tool will help workers report and discuss any musculoskeletal aches or pains that may be caused or made worse by work activities.

Firm fined £400,000 after worker loses leg

A wood panelling company has been fined following an incident where a worker suffered a life-changing injury at its factory.

The injury was sustained when a pack of waste MDF sheets (weighing around 350kg) fell from a trailer and landed on the worker’s left leg, which then had to be amputated below the knee.

HSE’s investigation found there was no suitable risk assessment or system of work in place specifically relating to the risks associated with the stacking, movement and loading of waste MDF sheets.

Read more in our press release: wood panelling firm fined £400,000 after injured worker loses leg.

You can visit our news centre for more on recent enforcement cases, which include:

£300,000 fine for company after explosion seriously injures 2 workers

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

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