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12 07 2024

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

Matthew Chilcott Blog, General, Newsletter @consensushr #consensushr, @sg1businessclub, #Bedfordshire, #bedfordshirebusiness, #hertfordshirebusinesses, #monthlyblognewsletter, #monthlyHRblog, #monthlyHRNewsletter, #networkinbeds, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #stevenage, #stevenge #hertfordshire

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

HR Consultancy Firm Of The Year – 24/25 – Consensus HR in Herts
Managerial Skills: Success Essentials | Consensus HR in Herts & Beds
Disability in the UK Workforce
When using a Settlement Agreement to settle a dispute in the UK | Consensus HR in Herts, Beds
Possible financial, reputational, repercussions of not following professional qualified and accredited HR & Employment law Advice | Consensus HR in Herts, Beds
Reasonable Adjustments re Disability Discrimination | Consensus HR

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!

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

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

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.

Click Here to read ouf full article.

Equality should be taken seriously in all workplaces. In the UK, the Equality Act 2010 remains the legislation legally protecting people from any kind of discrimination in the workplace and wider society. Employers must be aware of the financial penalties and damage to corporate reputation that may result from non-compliance. However, some employers are not doing all they can to accommodate disabled job applicants.

Disability in the UK Workforce

Disability is associated with higher levels of inequality across the labour force and social and political environments. In the UK, 24% of the total population is classified as disabled (Family Resources Survey). This involves 13 and every 50 females and 11 in every 50 males.

At 29.8%, the disability employment gap in the UK is now at its widest point since 2018. People diagnosed with mental health or emotional disabilities like mood disorders (41%) and unseen disabilities like diabetes (39%) find it easier to get a job compared to other disabled Britons.

To read our full article, Click Here

When using a Settlement Agreement to settle a dispute in the UK | Consensus HR in Herts, Beds

When using a Settlement Agreement to settle a dispute in the UK with an employee what are the possible repercussions of not allowing them to seek independent legal advice or following professionally, qualified and accredited advice HR Advice?

When using a Settlement Agreement to settle a dispute in the UK with an employee, it is legally required for the employee to seek independent legal advice. The possible repercussions of not allowing them to seek this advice or not following professionally qualified and accredited HR advice can be significant:

Click Here to read our full article.

Possible financial, reputational, repercussions of not following professional qualified and accredited HR & Employment law Advice | Consensus HR in Herts, Beds

What are the possible financial, reputational and other repercussions in the UK of not following professional qualified and accredited HR & Employment law advice from a HR Consultant?

In the UK, the repercussions of not following professional, qualified, and accredited HR and Employment law advice from a HR Consultant can be significant and multifaceted. Here are the detailed financial, reputational, and other repercussions:

Financial Repercussions:

Employment Tribunal Claims: Employees can bring claims to an employment tribunal for issues such as unfair dismissal, discrimination, and breach of contract. This can result in substantial financial awards against the company.
Legal Costs: Defending claims in employment tribunals or courts can be very costly, including solicitor fees, barrister fees, and other associated legal expenses.

To read our full article, Click Here

Reasonable Adjustments re Disability Discrimination | Consensus HR

he Equality Act 2010 says that employers must make reasonable adjustments for:

employees and workers,
contractors and self-employed people hired to personally do the work, and
job applicants.

A ‘reasonable adjustment’ is a change to remove or reduce any disadvantage associated with a person’s disability. For employers, this is important when people apply for or perform a role. Action could involve changing an existing employee’s working conditions or environment. When recruiting, at all stages of the recruitment process must not discriminate against disabled applicants.

To read our full article, Click Here

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.

Click Here

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.

09 07 2024

When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, General, Performance Management, Training & Development @sg1businessclub, #bedfordshirebusiness, #bedfordshirebusinesses, #ConsenHR, #consensushr, #Hertfordshire, #managingemployees, #networkinbeds, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #outsourcing, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support

Our Latest blog: When it comes to managing employees, why do you have to manage correctly?

Managing people is not easy and takes a lot of skills, time and patience but managing employees correctly is crucial for a variety of reasons that impact both the short-term and long-term success of an organisation. Here are some key reasons why effective employee management is essential:

Productivity and Efficiency

Optimised Performance: Proper management ensures that employees understand their roles, responsibilities, and expectations, which leads to better performance and higher productivity.
Clear Goals and Objectives: Setting clear goals helps employees stay focused and aligned with the company’s objectives.

Employee Engagement and Motivation

Job Satisfaction: Good management practices such as recognition, feedback, and career development opportunities increase job satisfaction and reduce turnover.
Motivation: Motivated employees are more likely to be engaged, committed, and willing to go above and beyond in their roles.

When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds

Talent Retention

Lower Turnover Rates: Effective management reduces employee turnover by creating a positive work environment where employees feel valued and supported.
Skill Development: Investing in employees’ professional growth through training and development helps retain top talent.

Company Culture

Positive Work Environment: Good management fosters a positive company culture, which can improve teamwork, communication, and overall morale.
Conflict Resolution: Effective managers handle conflicts professionally and fairly, maintaining a harmonious workplace.

Legal and Ethical Compliance

Avoiding Litigation: Proper management ensures compliance with employment laws and regulations, reducing the risk of lawsuits and legal issues.
Ethical Standards: Managers set the tone for ethical behaviour within the organisation, promoting integrity and trust.

Financial Performance

Cost Efficiency: Efficient management practices lead to better use of resources, reducing waste and unnecessary expenses.
Profitability: High employee productivity and low turnover contribute to the company’s profitability and financial health.

Reputation and Employer Branding

Attracting Talent: Companies known for good management and a positive work environment attract top talent.
Customer Satisfaction: Satisfied employees often provide better service, leading to higher customer satisfaction and loyalty.

Innovation and Growth

Encouraging Creativity: Effective managers create an environment where employees feel safe to share ideas and innovate.
Adaptability: A well-managed team can quickly adapt to changes and new challenges, driving business growth and competitiveness.

What are the Best Practices for Managing Employees:

Clear Communication: Establish open lines of communication to ensure employees are well-informed and can voice their concerns.
Setting Expectations: Clearly define job roles, expectations, and performance metrics.
Regular Feedback: Provide constructive feedback regularly to help employees improve and grow.
Recognition and Rewards: Acknowledge and reward employees’ hard work and achievements.
Training and Development: Offer opportunities for professional development and career advancement.
Fair Treatment: Ensure all employees are treated fairly and with respect, promoting equality and diversity.
Work-Life Balance: Support employees in maintaining a healthy work-life balance to prevent burnout and stress.

My HR Comment / Advice: Managing employees.

Matthew Chilcott, Owner of Consensus HR comments: “In summary, managing employees correctly is vital for maximising their potential, maintaining a positive work environment, ensuring legal compliance, and achieving organisational success. Effective management contributes to the overall health and success of the company and team. Nobody says managing employees is easy and believe me having the opportunity to manage many teams in many sectors from 1 – 450 employees they all take their time, patience, dedication and understanding but by ensuring you follows what is mentioned within this blog, your time managing should be made easier.”

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

What is it referred to within your business? Personnel or HR? Talk to Matthew at Consensus HR and discuss!”

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

Do you need help with your HR and Employment Law?

Click Here

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

11 06 2024

The new “Fire and Re-hire” Code of Practice | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Recruitment #bedfordshirebusinesses, #consensus hr, #consensushr, #fireandrehire, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Latest blog: Fire and Re-hire

DRAFT CODE OF PRACTICE Issued by the Secretary of State under section 203 of the Trade Union and Labour Relations (Consolidation) Act 1992 On dismissal and re-engagement

The new “Fire and Re-hire” Code of Practice, formalised by the Code of Practice (Dismissal and Re-engagement) Order 2024 (SI 2024/708), aims to safeguard workers’ rights against certain dismissal practices. Prompted by the controversial P&O sackings in early 2022, the government introduced this statutory Code to improve industrial relations and provide practical guidance for employers considering changes to employment contracts.

Key points of the Code include:

Effective Date: The Code will take effect on 18 July 2024.
Scope: The Code applies to any situation where an employer is contemplating altering one or more employees’ contracts and might resort to dismissal and re-engagement if mutual agreement on changes cannot be reached.
Exceptions: The Code does not apply to cases where dismissal and re-engagement discussions began before 18 July 2024, or where the dismissal is solely due to redundancy as defined under the Employment Rights Act 1996.
Coverage: It is applicable regardless of the number of employees affected by the proposed changes.

This legal framework is designed to ensure fair treatment in dismissal and re-engagement scenarios, aiming to enhance transparency and promote constructive industrial relations.

Click Here to view the code

The introduction of the “Fire and Re-hire” Code of Practice in the UK comes with both potential benefits and repercussions for various stakeholders. Here’s an overview:

Benefits:

Improved Employee Protection:
- The Code provides clearer guidelines for employers, ensuring that the process of changing employment terms is fair and transparent.
- Employees gain better protection from arbitrary or sudden changes to their employment conditions without proper consultation or justification.
Enhanced Industrial Relations:
- By promoting fair practices, the Code aims to improve trust and cooperation between employers and employees.
- Better industrial relations can lead to a more harmonious and productive workplace.
Clear Framework for Employers:
- Employers receive a structured approach to making necessary changes to contracts, which can help avoid legal pitfalls and disputes.
- The guidance encourages employers to explore all possible alternatives before resorting to dismissal and re-engagement.
Legal Compliance:
- The Code helps ensure that employers comply with legal standards, potentially reducing the risk of costly litigation and reputational damage.

Repercussions:

Administrative and Operational Burden:
- The implementation of the Code might require additional administrative efforts from employers to ensure compliance.
- Smaller businesses might find the process resource-intensive, impacting their operations.
Potential for Increased Disputes:
- While the Code aims to reduce unfair practices, the formalisation of processes could lead to more disputes if employees feel their rights are not being fully respected.
- Employers may face challenges in negotiating changes, potentially leading to industrial action or legal challenges.
Reduced Flexibility for Employers:
- The need to follow a detailed procedure may limit employers’ ability to quickly adapt to changing market conditions.
- Employers might find it more difficult to implement necessary changes to employment terms, potentially affecting business agility.
Impact on Employment Decisions:
- The stricter regulations might lead some employers to be more cautious in hiring, knowing that changing employment terms later could be more complicated.
- There could be an impact on the willingness of employers to offer long-term contracts if they foresee potential difficulties in adjusting terms.

Here are a few of our blogs written on the subject:

The new "Fire and Re-hire" Code of Practice | Consensus HR in Herts & Beds

Our HR comment: Conclusion.

Matthew Chilcott, Owner of Consensus HR comments: “The “Fire and Re-hire” Code of Practice seeks to balance the interests of both employers and employees by ensuring fair treatment and clear procedures. While it brings significant benefits in terms of protection and industrial relations, it also introduces challenges that require careful management. Employers will need to navigate the new landscape thoughtfully to ensure compliance while maintaining operational flexibility with their team and should seek professional HR advice prior to actioning.”

Do you need help with your HR and Employment Law?

Click Here

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

20 05 2024

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

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Health & Safety, Investigations, Performance Management, Recruitment, Redundancy, Rewards & Benefits, Training & Development #bedfordshirebusinesses, #Hertfordshire, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedHR, #outsourcing, #professionalservices, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Latest blog:

7 Reasons to hire professional HR services. Consensus HR, Herts, Beds – How Professional Services Add Value

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:

7 Reasons to Hire Professional Services

Professional qualification/licence. Your contractor/consultant should be professionally qualified or trained. Ask them about their training and experience – they should be proud to tell you about it.
Relevant experience. Too often, cutting corners involves taking advice from someone who does not have the knowledge to adapt their understanding to your specific requirement. A professional can adapt their skills to suit the needs of your business.
Insurance. You are protected by professional insurance should something go wrong, or mistakes made. You should check that the person you are hiring has the right insurances in place before starting to work with them.
A professional contractor/consultant generally completes work faster, as well as to a better standard, than someone who is not fully trained.
Professionals can adapt to your situation and/or changing circumstances as jobs progress.
Peace of mind. The reassurance to be gained by working with someone who demonstrates professional knowledge and offers practical advice is invaluable.
Transparent costs. A credible professional should offer a clear quote. Too often, people are tempted by the ‘no win, no fee’ approach. This can include hidden administration and commission costs amounting to more than the cost of hiring a professional in the first instance.

In-House vs Outsourced HR Support

There are many different aspects involved with these options, making it difficult to make a direct comparison. Key factors to consider are:

Time – 45% of small business owners spend at least one day per week working on HR issues. Is this the best use of their time?
Control – involving an external HR specialist offers a different perspective … solutions based on a wealth of experience blended with a deep understanding of the business.
Expertise – engaging an HR professional fills internal skills gaps and ensures up-to-date professional knowledge is applied to HR practices.
Cost – often, paying a full-time HR employee’s salary is more expensive than outsourcing to an HR consultant, due to the flexible nature of the time required.

How Professional Services Add Value | Consensus HR in Herts, Beds

Our HR comment:

“By not seeking professional advice, you risk incurring greater costs in the long run,” says Matthew Chilcott of Consensus HR. “One of our clients risked incurring penalties of almost £50,000 by not engaging relevant legal expertise when a former employee threatened them with Employment Tribunal (ET) proceedings. The fee involved with using our professional Employment Law service was far lower than their potential ET financial penalties.

“It’s a shame that some people don’t value the training and expertise of professionals until something goes wrong. As well as qualifying within their relevant specialist fields, many consultants must demonstrate continuing professional development to retain their qualification. This means their knowledge and skills are always up to date.”

Matthew adds: “When you pay for a professional, you are paying for years of training and expertise, plus the reassurance of their experience and insurance. Long term, it’s quicker, cheaper and much higher quality.”

Would you like to explore how professional human resources support can help your business?

Talk to the friendly team at Consensus HR. Enjoy a free initial consultation with no pressure or jargon. Oh – and be reassured … our HR team is professionally trained and qualified!

Do you need help with your HR and Employment Law?

Click Here

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

24 01 2024

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

Matthew Chilcott Blog, General #award, #bedfordh, #consensus hr, #consensushr, #excellence, #Hertfordshire, #hertfordshirebusinesses, #HR Herts, #HRAdvice, #hraward, #HRblog, #hrconsultant, #HRHertford, #HRLetchworth, #HRNews, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #stevenage

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.

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.

Click Here

Contact us now

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

Your Outsourced Human Resources (HR) Department.

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30 10 2023

Monthly HR blog Newsletter – October 2023 | Consensus HR, Herts, Beds

Matthew Chilcott Blog, General, Health & Safety, Newsletter, Performance Management, Recruitment, Rewards & Benefits #Bedfordshire, #bedfordshirebusinesses, #herffordshire, #HR Herts, #hr newsletter, #HRblog, #outsourcedHR, #outsourcedhumanresources, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

In our current Monthly recap HR blog Newsletter – October 2023 we have:

Former male ‘period dignity officer’ settles discrimination case.
More workers quit over climate.
Sexism in the City inquiry begins.
Lidl worker awarded £50,000 in sexual harassment case.
Acas says companies should provide menopause awareness training for managers.
UK migration advisers call for tighter foreign worker rules.
NHS staff granted ‘safe space’ powers to speak out about mistakes.

Former male ‘period dignity officer’ settles discrimination case | Consensus HR | Herts, Beds

A male “period dignity officer” who lost his job after a global backlash has settled his sex discrimination case out of court. Jason Grant, a former personal trainer, sued the partnership that hired him last year. The £35,000-a-year role was abolished weeks later after claims of threats and abuse.

More workers quit over climate | Consensus HR – Herts

A growing number of workers are making the decision to walk out of companies whose environmental values don’t align with their own. According to research by carbon removal marketplace Supercritical, 35% of UK office workers surveyed said they were willing to quit their jobs over weak climate action from their employers.

Sexism in the City inquiry begins | Consensus HR – Herts, Beds

An inquiry into Sexism in the City begins today and will examine whether the position of women in financial services has changed in the past five years. The Financial Conduct Authority and the Prudential Regulation Authority are also looking at the issue and are considering proposals for organisations to be more transparent about their diversity and inclusion practices

Lights, camera, take action for World Mental Health Day | Consensus HR – Herts, Beds

Lights, camera, take action for World Mental Health Day

World Mental Health Day was marked on 10 October and has been celebrated for over 30 years. However, while awareness and acceptance of stress and mental health may be increasing, action – particularly prevention – is not.

Lidl worker awarded £50,000 in sexual harassment case | Consensus HR – Herts, Beds.

A tribunal has ruled in favour of Maddie Hunter, a former teenage assistant at a Lidl supermarket in Oxfordshire who was sexually harassed by the store’s deputy manager. Hunter was subjected to inappropriate comments and advances, and when she complained, she was told to treat it as a compliment.

Acas says companies should provide menopause awareness training for managers. | Consensus HR – Herts, Beds

The Advisory, Conciliation and Arbitration Service (Acas) says companies should provide awareness training for managers about the menopause. Advice for companies includes making practical changes at work to help staff manage their symptoms, such as the availability of cold drinking water and temperature control, and how to handle the issue “with sensitivity.” Susan Clews, chief executive of Acas, said: “British businesses overwhelmingly feel that it is important to support women experiencing menopause at work

UK migration advisers call for tighter foreign worker rules | Consensus HR – Herts, Beds

The UK’s Migration Advisory Committee (MAC) on Tuesday recommended abolishing one of the main routes for businesses to hire migrant workers in sectors where there are severe staff shortages, arguing that the current system was liable to drive down wages and leave workers open to exploitation.

NHS staff granted ‘safe space’ powers to speak out about mistakes | Consensus HR – Herts, Beds

NHS staff will be able to speak out about mistakes without fear of reprisal for the first time, thanks to the Health Services Safety Investigations Body (HSSIB). The HSSIB has been granted “safe space” powers, meaning that any testimony or evidence given to it will not be handed over to another agency unless the High Court rules that it must.

Contact us now

If your company requires HR / Employment Law support, contact us now for a non-obligatory chat on how we can help you.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

11 08 2023

Ensure you are working safely at height | Consensus HR, Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Handbook, Health & Safety, Training & Development #Health&Safety, #herts, #outsourcedHR, #outsourcedhumanresources, #outsourcing, #stevenage, #workingatheights, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Here is the latest article from the HSE (Health & Safety Executive) in relation to working at Heights which is the most common kind of workplace fatality and a few of the Myths that the HSE have dealt with in the past:

A few of the common working at Height Myths:

· HSE have banned the use of ladders on building sites

No, this isn’t the case. Ladders and stepladders can be a sensible and practical option. They can be used for work at height when the use of other work equipment is not justified because of the low risk and short duration (short duration means working on a ladder for no more than 30 minutes at a time); or when there are existing workplace or site features which cannot be altered.

· You need to be formally ‘qualified’ before using a ladder at work

No, you do not. You need to be competent. This means having the necessary skills, knowledge and experience to use a ladder properly for the work you will carry out, or, if you are being trained, you work under the supervision of somebody who can perform the task competently. Training often takes place on the job and does not always have to take place in a classroom. What matters is that an individual can apply what they have learned in the workplace.

· I am working at height if I’m walking up and down a staircase at work

No, you are not. Work at height does not include walking up and down a permanent staircase in a building.

Falls when working at height remain the most common kind of workplace fatality.

HSE’s annual fatality statistics reported that there were 40 fatal injuries caused by falling from height in 2022/23.

Make sure you take the necessary precautions and visit our working at height website for guidance on how you can protect workers.

The site also has a range of useful information and sources of advice for employers. They include

key messages to follow before working from height and some common work at height myths.

You can find guidance on the safe use of ladders and stepladders, which includes advice on when and how you should use a ladder at work.

Contact us now

If you are worried about your companies Health & Safety contact us now | Update from Consensus HR, outsourced HR solutions. Herts, Beds, Cambs. Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

19 07 2023

Brits spend less time in the office than the rest of Europe.

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Rewards & Benefits #outsourcedHR, #outsourcedhumanresources, #outsourcing, #remoteworking, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

A poll of 42,400 full-time employees in 34 countries shows that British workers spend an average of 1.5 days a week working remotely, compared with an international average of 0.9. This means Brits work more hours from home than almost every other nationality, with only Canadian workers spending less time in the office. Employees in France work just 0.6 days a week at home, while in Italy it is 0.7 days and in Spain the average is 0.9 days of remote work. In America, workers spend 1.4 days a week at home, while in Australia the number is 1.3. In Canada, office staff spend 1.7 days a week working remotely. Asked how often they would like to work outside of the office, UK-based workers said they would like to work an average of 2.3 days a week from home. Mathias Dolls, of the IFO Centre for Macroeconomics and Surveys, said: “What we’re seeing is that employees really value the option to work from home. However, there’s a gap between the number of days that employees would like to work from home and the number that their employers are planning for them.”

The Times

Our HR Comment: Brits spend less time in the office than the rest of Europe.

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Some very interesting statistics in this article within The Times in relation to workers working remotely in the UK in comparison to other countries. Do you allow your employees to work remotely? Since the Pandemic we have written many blogs on Hybrid and flexible working but is this the way forward? It is interesting to see that we are leading the way in 34 countries with an average of 1.5 days a week working remotely.

Employers need to make sure that they take all the necessary action in relation to Health & Safety and HR Policies and Procedures to ensure the smooth running of remote working.”

Contact us now

Do you wish to know more about how to manage remote working? Update from Consensus HR, expert outsourced HR services. Herts, Beds, Cambs Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

Employment Tribunal: The Potential Cost to Your Business

24 04 2023

Are you thinking of Outsourcing HR? | Consensus HR, Herts

Matthew Chilcott Blog, Employment Law, General #outsourcedHR, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, OutsourcingHR, Small Business, SME

Description: What to be aware of when outsourcing HR. It’s important to reap benefits and manage expectations. Insight from Consensus HR, working in Herts, Beds & Cambs

The Issues Involved With Outsourcing HR

There’s a common dilemma that faces many business owners: recruit or outsource?

This question applies to many specialist areas involved with running a business, including HR. Often the biggest consideration is cost, however there are many more aspects to think through.

1. Cost

Let’s tackle the most common factor first. Hiring an HR consultant may involve a higher ‘day rate’ than an employee. However, the ongoing costs and overheads involved with recruiting direct HR support make an internal solution more expensive.

2. Flexibility

Outsourcing offers ultimate flexibility. You also have the benefit of accessing professional HR advice when you need it. Linking this to the above point, you save money by using the support only when you need it. This could involve full HR support, ad hoc advice or a specific project.

3. Efficiency

When working with an HR consultancy, you engage HR professionals who can ‘hit the ground running’. There are no training or development costs involved. Your HR consultant is productive from their first day. There’s also a risk-free opportunity to increase your HR capacity should you need to as you don’t need a lengthy and costly recruitment drive.

4. Quality

When outsourcing your HR provision, you choose the consultancy offering the best fit for your business. The quality of their work is of paramount importance. However if you’re not happy with the work delivered, you have the option to move on … to choose a new HR partner. Be careful to avoid contracts with lengthy retainers. To avoid this issue, it’s best to discuss your expectations, reassuring everyone involved.,

Group of People and Human Resources Concept

5. Skills and Innovation

Are you looking for expert understanding of HR legislation? Would you like to consider new ways of managing your HR for optimum value and efficiency? Outsourcing your HR support draws upon current skills and experience of HR practices in a wide range of businesses. We’ll know the best HR solution for you!

6. Communication

It’s important that business owners are fully informed of ongoing HR issues. External support can be harder to reach than an employee who’s on site all the time. This situation is easily resolved by agreeing your preferred method of communication … phone, email, messaging? Plus talk about availability, especially if different working hours or time zones are included. The other aspect of communication is agreeing how outsourced HR support is introduced to the internal team and existing operations. Again, careful communication is the answer.

“When business owners approach us for HR support and advice, they appreciate the speed, knowledge and flexibility of our service,” says Matthew Pinto-Chilcott or Consensus HR. “If internal HR resource exists, we can support employees with specialist knowledge. Ultimately, we all want the best solution for each client’s business.”

Would outsourcing your HR work for you? Discover what’s involved! Contact us for an initial discussion without obligation.

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If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

Are you thinking of Outsourcing HR? | Consensus HR, Herts, Beds, Cambs

22 03 2023

The Hard Facts of Recruitment

Matthew Chilcott Blog, General, Recruitment #outsourcedHR, #outsourcedhumanresources, #recruitment, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Employers must be aware of the actual numbers involved with recruiting new people and looks at options that can significantly reduce those costs.

What is the average cost of turnover assuming a salary of £40,000 average salary and average hiring costs of 12% per head, 20% attrition in first 12 months?

The cost of repeat hire: £960, Cost of productivity loss (11 weeks) £5,617 and management time £1,456.

Total cost of turnover per head using an agency of in-house averages £8.033 and using an in-house talent pool or ‘recommend a friend’ scheme, £955.

The real cost of recruitment is not just how much you pay for your recruiters, agency fees and adverts (see our earlier blog and the true cost involved).

A fairly typical £40,000 hire can cost well over twice that in combined headline and hidden costs, even based on average figures. Whether you use agencies, in-house recruiters or an RPO provider the bottom line is the same; hiring costs are approximately double the salary involved.

Only by using proactive sourcing and Talent Warehousing can employers drive down:

Time to hire
Management resources demanded
Attrition whilst bolstering productivity

Now, businesses can address the fundamental issue of recruitment costs.

Matthew from Consensus HR explains: “We are often heavily involved with the recruitment process, which often drives down the actual recruitment costs and timescales involved. We advise that the company retains all suitable applicants’ CVs. Our detailed recruitment process, including interview questions & selection criteria, is provided for future use. These steps ensure a reduction in costs.”

Matthew adds “The logistical cost of replacing an employee will probably come as not surprise to businesses. The financial impact of training replacement workers is a real cost which is often missed. Productivity will be affected whilst the necessary experience is gained. This is also a cost that most businesses have not considered before.”

Costs for recruiting new talent can be startling.

Consensus HR encourages businesses to place more emphasis on:

Retaining talent in the workplace
Continually performance managing the team
Developing employees in the skills required for their role
Actively encouraging team members to progress within the business and their roles

Good members of the team stay with employers who demonstrate that they value and care for their employees. Companies should operate – or ‘live’ – their values, which should be documented within their policies and procedures.

Financial reward is not always the answer.

To keep the perfect match for company roles, employers need to look at the overall benefits package offered such as pensions, gym membership and additional holidays.

How can you retain your employees and drive down your recruitment costs?

Talk to the team at Consensus HR

Contact us now

If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

13 03 2023

Hunt to ‘nudge’ the long-term sick back to work

Matthew Chilcott Absence Management, Blog, General, Health & Safety #longtermsick, #outsourcedHR, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew, Pinto-Chilcott, Owner of Consensus HR comments: “Hunt to ‘nudge’ the long-term sick back to work – This is a great idea as long as it is managed correctly, and businesses given the right tools and support to implement. At Consensus HR we work with our clients to manage their team’s sickness correctly and to the law and best practice and by ensuring the teams welfare is at the forefront of the business. This can be achieved through, good, user friendly Policies & Procedures and ensuring sickness is managed appropriately and the correct action taken should it be needed such as writing to their GP or Consultant and gaining their professional advice on any reasonable adjustments that the business can make. We also ensure that the management of the individual is managed and if needed a plan put into place to help the member of the team with any personal conditions they may be currently experiencing. This can take time and is definitely not easy but the benefits to the organisation and the member of the team out way this.”

NEWS ARTICLE: Hunt to ‘nudge’ the long-term sick back to work.

Chancellor Jeremy Hunt is set to reveal the findings of a major workforce review designed to ease the UK labour market by “nudging” hundreds of thousands of people back into work. The review will include the introduction of new ‘conditionality’ requirements for an estimated 2.5m people classed as long-term sick. Those with long-term conditions such as mental health issues and stress will be offered extra support to help them to get back to work but in return, they will be required to look for a job if they want to continue claiming benefits. Mr Hunt is also expected to announce funding for older workers to get annual health checks. It is hoped that this will help identify problems earlier and reduce the number of people leaving the workforce because of ill health.

Daily Mail

Some of our previous blogs on the subject:

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If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

02 03 2023

Violence and abuse against retail workers soars.

Matthew Chilcott General #abuse, #Hertfordshire, #outsourcedHR, #outsourcedhumanresources, #stevenage, #violence, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “What is going on here, when you cannot go to work without violence or abuse happening to you? I used to love working in retail and interacting with customers, but it must be hard these days to do this, if the statistics shown in this report are to be acknowledged. From a HR perspective, if companies are in the retail sector, they need to ensure that all possible tools are used for the health, safety and welfare of the team. Adequate development / resources should be available to all team members with the correct individual and team development arranged. When I worked for a well-known retailer and due to the sector we covered, all our team were given detailed customer service on how to diffuse a range of situations that could occur in the workplace with the main emphasis on ensuring that the team knew to follow the correct best practice operation / HR Policies and procedures but to remember their welfare is of the utmost importance and they should never put themselves at risk of any kind of abuse or physical assault.”

NEWS ARTICLE: Violence and abuse against retail workers soars.

The British Retail Consortium’s latest crime survey reveals that violence and abuse against retail workers has almost doubled from pre-pandemic levels. The new findings show incidents including racial and sexual abuse, physical assault and threats with weapons rose to more than 850 a day in 2021-22 from over 450 a day the year before. The survey also found that £953m was lost in that time to customer theft. BRC chief executive Helen Dickenson has called for tougher action from the police and courts to stop the menace destroying lives and costing £1.76bn a year. She said: “The pandemic has normalised appalling levels of violent and abusive behaviour against retail workers. While a confrontation may be over in minutes, for many victims, their families and colleagues, the physical and emotional impact can last a lifetime. Surely everyone deserves the right to go to work without fear.”

The Daily Express

The Times

The Human Times

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If you want to know more on how to manage violence and abuse within your organisation for the benefit of the company and employees, please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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#outsourcedHR

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our June 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!

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

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

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

Disability in the UK Workforce

When using a Settlement Agreement to settle a dispute in the UK | Consensus HR in Herts, Beds

Possible financial, reputational, repercussions of not following professional qualified and accredited HR & Employment law Advice | Consensus HR in Herts, Beds

Financial Repercussions:

Reasonable Adjustments re Disability Discrimination | Consensus HR

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: When it comes to managing employees, why do you have to manage correctly?

Productivity and Efficiency

Employee Engagement and Motivation

Talent Retention

Company Culture

Legal and Ethical Compliance

Financial Performance

Reputation and Employer Branding

Innovation and Growth

What are the Best Practices for Managing Employees:

My HR Comment / Advice: Managing employees.

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: Fire and Re-hire

The introduction of the “Fire and Re-hire” Code of Practice in the UK comes with both potential benefits and repercussions for various stakeholders. Here’s an overview:

Benefits:

Repercussions:

Here are a few of our blogs written on the subject:

Our HR comment: Conclusion.

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:

7 Reasons to hire professional HR services. Consensus HR, Herts, Beds – How Professional Services Add Value

In-House vs Outsourced HR Support

Our HR comment:

Do you need help with your HR and Employment Law?

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

Consensus HR wins Award of Excellence 2024

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

Contact us now

Your Outsourced Human Resources (HR) Department.

In our current Monthly recap HR blog Newsletter – October 2023 we have:

Former male ‘period dignity officer’ settles discrimination case | Consensus HR | Herts, Beds

More workers quit over climate | Consensus HR – Herts

Sexism in the City inquiry begins | Consensus HR – Herts, Beds

Lights, camera, take action for World Mental Health Day | Consensus HR – Herts, Beds

Lidl worker awarded £50,000 in sexual harassment case | Consensus HR – Herts, Beds.

Acas says companies should provide menopause awareness training for managers. | Consensus HR – Herts, Beds

UK migration advisers call for tighter foreign worker rules | Consensus HR – Herts, Beds

NHS staff granted ‘safe space’ powers to speak out about mistakes | Consensus HR – Herts, Beds

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Here is the latest article from the HSE (Health & Safety Executive) in relation to working at Heights which is the most common kind of workplace fatality and a few of the Myths that the HSE have dealt with in the past:

A few of the common working at Height Myths:

Falls when working at height remain the most common kind of workplace fatality.

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR Comment: Brits spend less time in the office than the rest of Europe.

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

The Issues Involved With Outsourcing HR

1. Cost

2. Flexibility

3. Efficiency

4. Quality

5. Skills and Innovation

6. Communication

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.