#outsourcedhumanresources

31 10 2023

Apprenticeship starts fall 31% | Consensus HR | Herts, Beds

Matthew Chilcott Blog, General, Training & Development #apprenticeships, #bedfordshirebusinesses, #hertfordshirebusinesses, #ousourcedHR, #outsourcedhumanresources, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The number of apprentices starting at SMEs has fallen by 49% between 2017 and 2021, from 241,000 to 123,800. At large companies, there has been a 14% decline in new apprenticeships. The Chartered Institute of Personnel and Development (CIPD) report shows that across firms of all sizes, overall starts are down by 31% since the introduction of the apprenticeship levy in 2017. Investment in training per employee in the UK has declined by 19% since 2011, from £2,191 to £1,778. The CIPD found that six in ten British employers provided some sort of training in the past 12 months, down from two in three in 2017. Lizzie Crowley, the CIPD’s senior policy adviser, said: “Skills and labour shortages continue to be a real problem across the UK and all sectors of the economy, and we need to get apprenticeships and vocational education right if we’re to tackle these challenges.” Martin McTague, national chairman of the Federation of Small Businesses, has called for reforms which “must work to reverse the dramatic fall in the number of starts.”

The Times

Our HR comment: Apprenticeship starts fall 31% | Consensus HR | Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Wow! Some very interesting statistic here in this article from ‘The Times’ and our Chartered Institute the CIPD. At Consensus HR we are a firm believer in Apprenticeships and development of our team and when I was fortunate enough to hold the role of Head of Talent / HR for Veolia Water UK and Welcome Break UK played an active part in ensuring that structured employee development schemes were created and introduced so as to ensure the teams had the skills required for their roles for their benefit and that of the business. Within Veolia water I played an active part in the writing of the skills required for their Apprenticeship scheme working with the Water Authority and Government body which proved very interesting. Apprenticeships and employee development needs to be managed and implemented correctly ensuring that the delegates receive real, business focussed development for the specific role with active support, feedback and praise.”

Contact us now

If you run a business and have a team and wish to be able to speak to a HR consultant when dealing with any HR / Employment areas, give us a non-obligatory call now – 01438 576750 ‘Consensus HR – Helping companies take the pain our of managing people whilst preventing people problems.”

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

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

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

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

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:

30 10 2023

87% of staff mix WFH with childcare | Consensus HR | Herts, Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Handbook, Health & Safety #bedfordshirebusinesses, #hertfordshirebusinesses, #outsourcedhumanresources, #workingfromhome, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Research from Capital One has found that 87% of remote workers regularly look after their children while trying to do their day job, with 85% of remote-working parents having to work in the same room as their children. The study shows that parents working from home are also cleaning (56%), cooking (55%), helping with homework (44%) and doing the weekly food shop (44 %). The Capital One research shows that 91% of parents find it stressful juggling work duties and parental responsibilities and 37% are able to concentrate more on their work when in the office full-time. It was also shown that 64% of working parents have seen covering childcare costs become more difficult amid the cost-of-living crisis. Adam Myers of HR consultancy Stellamar says the findings point to an area of concern over remote and hybrid working, saying: “It is important to remember that if people are working at home, then they should be working, and if they are being carers to young children in particular, how much work is actually happening?”

Daily Mail

Our HR comment / advice – 87% of staff mix WFH with childcare | Consensus HR | Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting article in the Daily Mail in relation to parents working from home and having to juggle their work responsibilities with their parenting duties at the same time which must be extremely hard with a detriment to one or the other as shown in the statistics. At Consensus HR we have had to support businesses and their employees on a number of occasions when it has come to parenting and work and finding suitable childcare. Unfortunately, this can be a very complicated scenario for a business when it starts to affect their work and the business and has to be managed correctly to best practice and the law or could result in drastic financial, reputable and legal problems.”

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

27 10 2023

Councils told not to adopt four-day working weeks | Consensus HR | Herts, Beds

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General, Recruitment #4 day working week, #bedfordshirebusinesses, #councils, #flexibleworking, #hertfordshirebusinesses, #hybridworking, #outsourcedhumanresources, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Ministers have formally warned councils in England against adopting four-day working weeks for staff. Government guidance says local authorities that have adopted the work pattern should end the practice immediately. While supporters of the four-day week argue that it improves staff wellbeing and productivity, the government believes that it does not represent value for money and is concerned service quality will decline. Lee Rowley, the Minister for Local Government, warned that councils which opt to disregard the guidance “are now on notice” that ministers “will take necessary steps” to ensure that the practice is ended within local government. Noting that more than nine in 10 councils are experiencing staff recruitment and retention difficulties, Pete Marland, chair of the Local Government Association’s resources board, said: “It is councils who know what works best for their community, workforce and in their wider labour market conditions.”

The Guardian

Our HR comment: – Councils told not to adopt four-day working weeks | Consensus HR | Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “We have written a number of blogs of hybrid / flexible working and their pro’s / cons and this one in the ‘Guardian’ highlights the action that Government / Ministers are taking against local councils and them adopting a four-day week. It is a subject that has been spoken about many times in a lot of media since the Pandemic and is totally specific to each company and the service is offers. Unfortunately, / fortunately, there is no one policy that will suit all businesses and each business needs to thoroughly investigate the overall pros / cons of adapting this working practice and the working week and take the necessary action. All parties should be included in the decision so as to not create an environment where quality members of the team feel not listened to and only have the option of seeking alternative employment.

Contact us now

If your company is experiencing continual discussions / problems about changing the working week to less days but maybe with more hours per day and wish to fully consider how this would be managed and the action that needs to be taken, give us a call now,

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

26 10 2023

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

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Investigations, Training & Development #bedfordshirebusinesses, #discrimination, #hertfordshirebusinesses, #outsourcedhumanresources, #outsourcing, #sexual discrimination, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

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. Grant alleged that he was removed from the post because he was a man, which would constitute a form of sex discrimination under the Equality Act. The Tribunal Service confirmed that Grant’s case had been settled out of court. No details of the agreement have been made public. Grant was selected last year for a role that would have involved discussing sanitary products with students in schools and colleges in the Tayside region. He was appointed by a working group comprising representatives from Dundee and Angus College, Perth College, Angus council and Dundee city council.

Sky News

BBC News

The Times

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

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This was a news article I saw when watching the six o’clock news yesterday and demonstrates how the requirements of a role resulted in discrimination taking place in relation to discussing sanitary products by a male. This case was settled out of court, but I can only imagine how much was agreed in settlement under the Equality Act 2010. Yes, Grant was a man, but could he have not fulfilled the duties of the role and discussed sanitary products with students in colleges and schools? If the correct Recruitment and Selection strategy has been followed to best practice and the law, then regardless of whether he was a man or not, was he the right person for the role? In this ever-changing world where when I was young you would never see adverts for sanitary products or condoms but today, they are rightfully advertised throughout the day on TV, and it is part of live, why should it not be the norm that a man can be involved in discussing it? The Equality Act 2010 is key when it comes to Equality and Diversity in the workplace which is applicable from day one of employment and if proven unlimited awards can be awarded. We recently wrote a blog on this Act, which can be found by clicking here: One in five Britons have faced workplace discrimination.

Contact us now

If your business is unsure of Employment Law and best practice when it comes to managing your team, give us a call 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:

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

25 10 2023

Banker bonus cap to be scrapped | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, General, Performance Management, Rewards & Benefits #bedfordshirebusinesses, #consensus hr, #consensushr, #hertfordshirebusinesses, #outsourcedhumanresources, #rewards, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The cap on bankers’ bonuses is being removed as of October 31. The cap, which limited the bonuses employees of banks, building societies and investment firms could receive to a maximum of twice their basic salary, was introduced in 2014 in a bid to curb excessive risk-taking in the financial services industry in the wake of the 2008 financial crisis. The decision to remove the cap came following a four-month consultation by the Prudential Regulation Authority (PRA) and the Financial Conduct Authority. The regulators said the move will address “unintended consequences” of the cap: salaries had been increased as a workaround. The PRA added that scrapping the bonus cap would boost the “safety and soundness” of banks, which would be able to “restructure pay faster, and the change would give firms further flexibility over their cost base to deal with downturns.” Paul Nowak, general secretary of the TUC, criticised the decision to lift the bonus cap when “City financiers are already enjoying bumper bonuses.” He said the “obscene” decision is “an insult to working people.”

Our HR comment: – Banker bonus cap to be scrapped | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting news article in the majority of the press recently which seems to be supported by two major bodies within that industry but not the TUC. At Consensus HR we believe everybody should be rewarded appropriately for the work that they do with the company having a set reward Strategy and Policy. Rewards should be managed appropriately using a system that all the team can take part in and be rewarded for being successful whilst supporting the success of the business. This is why we always encourage our clients to have a set company performance review process with twice yearly performance reviews with all the team where SMART objectives are written and the team / companies success measures against these. All members of the team are rewarded for their personal input and the overall success of the company which can be financial or a reward of the employees’ choice to a set value. This process is also used for new recruits when joining the company, which after their probationary period automatically flows in the companies set process”.

Contact us now

If you would like to discuss ways of rewarding your team for theirs and the company’s success, give us a call now for a non- obligatory chat on how this can be achieved. | Banker bonus cap to be scrapped | Consensus HR – Herts, Beds

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

24 10 2023

More workers quit over climate | Consensus HR – Herts

Matthew Chilcott Blog, General, Health & Safety #bedfordshirebusinesses, #climate change, #employee retention, #employeeengagement, #environment, #outsourcedhumanresources, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

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. Climate campaigner Paul Polman says workers today are far more climate-aware than in the past and want to give their time and talent to companies that share their values. Climate quitters can be a powerful form of lobbying, as their public quitting can create a PR problem for companies and push them to take action. However, some workers believe staying in a job can also drive change and put pressure on companies to move in sustainable directions. Separate research by KPMG shows 20% of workers said they’d turned down a job offer when a company’s ESG commitments didn’t align with their personal values. This number rose to 33% for 18-to-24-year-olds.

BBC News

Our HR comment: More workers quit over climate | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “I was amazed to see these statistics in a recent BBC article which demonstrates that applicants are now actively acting when the company they work for or are considering applying to, does not demonstrate climate action. Many of our clients now take positive action in the workplace with recycling and have an environmental policy to adhere to in this ever-changing world covering areas such as recycling, energy consumption, making use of natural light, insulation, using environmentally friendly products and many more.”

Contact us now

If your business would like to introduce an Environmentally Friendly Policy to its workforce and to demonstrate your commitment to the environment, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

24 10 2023

Getting ready for the clocks to go back | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General #bedfordshirebusinesses, #changing of clocks, #hertfordshirebusinesses, #outsourcedhumanresources, #outsourcing, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

With the date approaching, what are the implications with the clocks going back and HR / businesses and their teams?

The CIPD our Chartered Institute explains:

This coming Sunday, 29 October 2023, British summertime comes to an end, and we move towards the darkest time of the year. For some, it will mean an extra hour in bed. But what about those who are working, or due to start work, during that extra hour? And what is the fairest way to deal with them?

The law and the clock change

When the clocks go back, the first hour of Sunday 29th October is essentially repeated. No, it’s not time travel, but a leftover of a time when much more of our day to day lives were dictated by the rise and set of the sun. This means that for those working over that time could end up having to work for an extra hour, depending on their contractual wording.

Organisations can choose how they treat the extra hour, subject to any contractual entitlements, but should act consistently and fairly. One way to achieve this is if they require staff to work the extra hour in October, they could allow employees to go home an hour earlier when the clocks go forward in March. This will cancel out any extra hours worked over the year.

Ahead of the day, organisations should review the wording of their employees’ contracts to see what they have to do about this.

Below, we set out scenarios to demonstrate the impact the clock change has on pay.

The contract states that the employee’s shift starts at 12am and finishes at 8am.

With this wording, the employee will be required to stay at work until 8 am. The effect of this is that their usual eight-hour shift will, for one day only, become a nine-hour shift.

The implications

The employee is likely to expect other hours pay for this work.

Where the contract states they are entitled to hourly pay for every hour worked, they will be owed additional pay for working that extra hour.

If instead they are salaried, generally they would receive their normal salary regardless of whether they work extra. However, organisational overtime rules may mean the employee needs to be paid for this time. Also, salaried workers still need to receive the legal minimum wage for this period so, where they are paid on or just above minimum wage, they may have to be paid the extra hour to receive their legal minimum entitlement.

The contract states that the shift lasts for eight hours starting from 12am.

Whilst usually the employee in this scenario would have to stay at work until 8 am, this wording allows them to leave at 7am instead. In doing this, their usual eight hours of work is maintained, as they will have worked eight hours. It is possible to agree with the employee that they will work an extra hour and leave at their normal finishing time.

The implications

If the nature of their job is such that another employee takes over from them, for example shift work in a care home, the employee starting after will need to start an hour earlier than normal to ensure the work is covered, if the employee already working refuses to stay on.

The employee agrees to work the extra hour, but this will mean their average working hours overnight will be over eight.

All night workers must not work, on average, more than 8 hours in any 24-hour period within a given reference period. Therefore, this scenario means that by agreeing to work the additional hour, their working hours are in breach of the Working Time Regulations 1998 (WTR).

The implications

Employees cannot waive their right to the restriction on their average night-time working hours (although the reference period can be extended under a relevant agreement). As such, whilst the employee is in agreement, to allow them to work the extra hour would be a breach of the WTR for which the employer could be liable to formal action under those regulations.

Next steps

Now is the time for employers to decide how they want to manage the upcoming clock change and inform their employees of the organisational position. Practically, it is also recommended to pre-warn workers scheduled to work on Sunday about the clocks going back to ensure they attend work on time. This should help to avoid confusion on the day, and any lateness that may be attributed to it.

Article written by the Chartered Institute of Personnel & Development (CIPD)

Contact us now

If you get confused about any areas of HR and Employment Law and wish to have a non obligatory conversation, please give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

23 10 2023

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

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Health & Safety #bedfordshirebusinesses, #hertfordshirebusinesses, #mistakes, #NHS, #outsourcedhumanresources, #outsourcing, #safe space, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

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. The body aims to help staff feel safe in speaking honestly about mistakes and understanding how to prevent them. The HSSIB can enter and inspect hospitals, seize documents and equipment, and compel individuals and organisations to answer questions. It replaces the Healthcare Safety Investigation Branch. Sir Bernard Jenkin MP, who chaired a parliamentary committee that backed the idea of legal protection, said: “It is the real catalyst for breaking the hold of the traditional blame culture in healthcare. People make mistakes that are part of a failing safety system, but rarely because of deliberate negligence or carelessness.”

The Sunday Times

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

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Following the stories we have heard recently regarding mistakes made in the NHS and their severe consequences, it is great to see this new scheme allowing a ‘safe space’ to give information without fear of it going to a third party unless the High Court rules it must. In any organisation it is vital that all members of the team feel confident in being able to express mistakes to the team and management and a culture is developed where they learn from their mistakes and make amendments to procedures etc, so that the same mistake does not happen again. This is why at Consensus HR; we ensure our clients have set Policies & Procedures / Standards in place for all areas of the business and their teams and that then development of their teams works in conjunction with them, and the appropriate action taken should anybody no meet them such as further development or disciplinary action.”

Contact us now

If you wish to set up adequate Policies & Procedures / Standards for your business and teams, give us a call now for a non-obligatory chat. “Consensus HR – Helping companies take the pain out of managing people whilst Preventing People Problems.”

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

20 10 2023

Small businesses struggle to compete for talent | Consensus HR – Herts, Beds

Matthew Chilcott Blog, General, Recruitment #bedfordshirebusinesses, #hertfordshirebusinesses, #outsourcedhumanresources, #outsourcing, #talent, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME, SME's, stevenage

Small and medium-sized enterprises (SMEs) in Britain are struggling to compete for talent, with the cost of recruitment soaring, a new study suggests. According to research from talent platform Employment Hero, 89% of SMEs are struggling to match salaries offered by bigger organisations in the UK. The study of 514 small businesses found that multinationals present a threat to 69% of firms. The average cost of hiring has risen by 68% to £3,089 over the last year. SMEs, particularly those employing less than 10 workers, are also facing the highest advertising costs and turnover rates. Ben Thompson, CEO and co-founder of Employment Hero, said, “Recruitment isn’t working for SMEs. They are the backbone of our economy but can’t keep up with a hiring environment of increasing complexity and cost, where huge multinational companies can easily outspend them in the race for top talent.”

Daily Mail

Our HR comment: – Small businesses struggle to compete for talent | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPC, ACEL, Owner of Consensus HR comments: “This is a very interesting and worrying article for SME’s which is the core of Consensus HR’s business and is why we like to work with businesses to find the best recruitment & HR strategy for them. We have recruited for a range of roles in the past and have agreed, when necessary, some great rates with local recruitment providers. Businesses, however, need to realise that it is not just the recruitment that costs but ensuring that when you have recruited that they develop the new employee into the business and help them to grow into the organisation and its culture. This is why we offer all our client a three-month probationary workbook for new employees that I wrote many years ago which puts the emphasis on the new employee and business / manager to spend time with the new employee with emphasis on the recruit to play an active part.”

Contact us now

If you have any questions about Health & Safety and what you should be providing within your business, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

19 10 2023

HSBC blocks staff from texting on work phones | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Handbook #bedfordshirebusinesses, #hertfordshirebusinesses, #mobile phones, #outsourcedhumanresources, #outsourcing, #technology, #texting, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

HSBC is blocking staff from texting on their work phones, in the latest fallout from regulatory probes into the industry’s use of unauthorised communication methods. The firm is in the process of disabling the function on employees’ company-issued phones, meaning they will be unable to send or receive text messages. HSBC had already blocked staff from using WhatsApp on work phones. “Banks use a wide range of approved channels to communicate in compliance with regulatory obligations,” a spokesperson for the bank said. A small number of workers in regulated roles will still be allowed to send text messages on phones where the activity is archived. The move comes as financial watchdogs investigate the devices and systems used by traders and dealmakers to share information, and the way their employers keep track of these. Earlier this year, HSBC agreed to pay tens of millions of dollars in settlements to US regulators over its failure to monitor employees’ communications on unauthorised messaging apps, including WhatsApp. Overall, financial firms including Bank of America, Wells Fargo, Barclays and Citigroup have agreed to pay more than $2.5bn to US regulators for violating recordkeeping rules. In addition to large investment banks, major private equity firms and hedge funds have also being probed for their use of apps and personal phones.

Bloomberg

Our HR comment: – HSBC blocks staff from texting on work phones | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Is this the way forward with mobile phones especially and personal technology being used more in the workplace? I can fully understand the need for this is a sector such as banking but what about other sectors? Mobile phones and other forms of technology are now the norm in our life’s and although from a completely different angle, Consensus HR encourage all our clients when writing their HR Policies and Procedures to ensure the only methods of communication are either by telephone or person as have found especially when dealing with absence and sickness this is the most efficient way and not texts!” What are your views and experience?

Contact us now

If your company is experiencing major problems with sickness and absence or any area of HR and management, give us a call now for a non-obligatory chat to see how Consensus HR can help you, your team and business.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

17 10 2023

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

Matthew Chilcott Blog, Employment Law, General #bedfordshirebusinesses, #hertfordshirebusinesses, #outsourcedhumanresources, #sexinthecity, #sexual harassment, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

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. Harriett Baldwin, the inquiry committee’s chairwoman, who worked in the City from 1986 to 2008, said: “There appears to have been some progress in implementing workplace initiatives, but we have seen some suggesting these are viewed as tick-box exercises, with much-needed cultural change not yet taking hold.” She added: “This inquiry won’t look at specific cases or evidence which pre-dates 2018. We will, however, examine the role companies, the government and regulators should play in combating sexual harassment and misogyny in the City.” The first meeting will consider female representation in leadership roles and what more needs to be done to narrow the gender pay gap in the City, where Baldwin said it is at its widest.

The Times

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

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Well, all I seem to write about is sexual harassment in the workplace following the number of articles that are written in the press. This is yet another article written in ‘The Times’ about the subject and comments that there is evidence of some progress which is good but no excellent. As I have written quite a few times, nobody comes to work to be treated differently and cultures of businesses should ensure that everybody is treated equally to best practice and the law, and the appropriate action taken against any member of the team who does not. Employers / Managers are reminded that everybody regardless of length of service, role etc is protected from day one of employment under the Employment Rights Act 2010 with unlimited financial awards if proven.”

Contact us now

If you are concerned about the culture in your workplace and the team and would like to have a non-obligatory conversation, give us a call now. We can also arrange with you to design and implement a development course on the subject if you wish?

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

Cookie	Duration	Description
cookielawinfo-checkbox-analytics	11 months	This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Analytics".
cookielawinfo-checkbox-functional	11 months	The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional".
cookielawinfo-checkbox-necessary	11 months	This cookie is set by GDPR Cookie Consent plugin. The cookies is used to store the user consent for the cookies in the category "Necessary".
cookielawinfo-checkbox-others	11 months	This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other.
cookielawinfo-checkbox-performance	11 months	This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Performance".
viewed_cookie_policy	11 months	The cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. It does not store any personal data.

#outsourcedhumanresources

Our HR comment: Apprenticeship starts fall 31% | Consensus HR | Herts, Beds

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES 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.

Our HR comment / advice – 87% of staff mix WFH with childcare | Consensus HR | Herts, Beds

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR comment: – Councils told not to adopt four-day working weeks | Consensus HR | Herts, Beds

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR comment: – Banker bonus cap to be scrapped | Consensus HR – Herts, Beds

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR comment: More workers quit over climate | Consensus HR – Herts, Beds

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

The law and the clock change

The contract states that the employee’s shift starts at 12am and finishes at 8am.

The contract states that the shift lasts for eight hours starting from 12am.

The employee agrees to work the extra hour, but this will mean their average working hours overnight will be over eight.

Next steps