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International Human Rights Day

International Human Rights Day 2025: Fairness at Work

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🌍 Thursday Blog – Awareness Day

International Human Rights Day – 10th December 2025: Promoting Fairness at Work

International Human Rights Day, celebrated on 10th December, marks the adoption of the Universal Declaration of Human Rights (1948) — a reminder that fairness, dignity, and equality belong in every workplace.

For employers, this means creating policies and practices that protect:

  • Equal opportunities and diversity

  • Freedom from discrimination or harassment

  • Fair treatment and respect for all employees

At Consensus HR, we work with employers to ensure HR policies, contracts, and workplace cultures reflect these core principles — supporting inclusivity and legal compliance under the Equality Act 2010.

Comment from Matthew Chilcott – Owner:
“Human Rights Day reminds us that respect and equality should guide every business decision. We help employers turn those values into everyday practice.

Businesses and their owners, Managers and team need to remember that everybody deserves to be treated equally and as a member of the team and the correct action taken, if needed as nobody comes to work to be treated differently.  This is all part of a company / team knowing their team and adapting to meet the needs of ALL team members.  At Consensus HR and throughout my Operational / HR Management Career, I have had to deal with a number of issues when members of the team have not been treated equally and businesses and members of the team, need to remember that not managing and dealing with correctly can result in unlimited financial awards.”

👉 Talk to Consensus HR about building a fair and inclusive workplace: www.consensushr.com

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Your Outsourced Human Resources (HR) Department.

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

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Pre-Christmas Work Events

Christmas Work Events: Employer Legal Duties, Behaviour Management & HR Guidance | Consensus HR

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🎄 Pre-Christmas Work Events: Why Employers Must Manage Behaviour, Risk & Liability | Consensus HR

Herts & Beds HR & Employment Law Experts
www.consensushr.com

As we head into the festive season, many businesses are planning Christmas parties and work-related social events. But while these occasions are a great opportunity to thank teams and celebrate success, employers must remember that a workplace event is still considered an extension of the workplace — and therefore carries legal responsibilities.

Under the Equality Act 2010, the Health & Safety at Work Act 1974, and the employer duty to prevent sexual harassment, organisations can be held vicariously liable for incidents that occur at work-related events — even when employees are “off the clock”.

Common risks at festive events include:
• inappropriate behaviour
• harassment & sexual harassment
• bullying
• discrimination
• violence or physical misconduct
• alcohol-related incidents
• conduct bringing the organisation into disrepute

🎄 Why Employers Must Take This Seriously

The Equality and Human Rights Commission (EHRC) states that “in the course of employment” covers any situation sufficiently connected to work, including:

✔ The office Christmas party
✔ After-work drinks with colleagues
✔ Leaving do’s
✔ Conferences, training events or offsite meetings

Employment tribunals have repeatedly found employers liable for misconduct at events that take place outside working hours but are clearly linked to the workplace.

A key case, Bellman v Northampton Recruitment Ltd, confirmed that employers may be liable for employees’ actions where there is a sufficient connection between the individual’s role and the incident.

🎄 Practical Steps to Reduce Risk

Employers should take reasonable, proactive measures to limit liability and keep staff safe. This includes:

1️⃣ Use Clear Workplace Policies

Ensure staff know which policies apply at work events, such as your:

  • Anti-harassment & bullying policy

  • Sexual harassment policy

  • Code of Conduct

  • Behaviour at Work-Related Social Events policy

If you need these written or updated, we can help:
👉 https://www.consensushr.com/hr-support/

2️⃣ Provide Training

Regular refresher training on harassment, discrimination and expected standards of behaviour helps defend claims.
Training can be incorporated into your annual HR plan.

3️⃣ Issue Pre-Event Reminders

Before the event, remind staff about:

  • Drinking responsibly

  • Standards of behaviour

  • Zero tolerance to harassment or discrimination

  • Policies that continue to apply

  • Where the Employee Handbook is stored

4️⃣ Manage Alcohol Sensibly

Consider:

  • Limiting free alcoholic drinks

  • Providing plenty of non-alcoholic options

  • Avoiding “all-you-can-drink” environments

  • Ensuring under-18s are not served alcohol

5️⃣ Appoint Managers to Monitor Behaviour

Assign a senior manager to discreetly oversee conduct, support staff, and respond promptly to concerns.

6️⃣ Plan Post-Event Arrangements

Avoid employees driving under the influence by promoting:

  • Taxi arrangements

  • Designated driver schemes

  • Set transport plans

7️⃣ Enforce Zero-Tolerance Policies

If something happens — act on it.
Investigate, gather witness statements, and apply your disciplinary procedure consistently.

Failing to deal with issues swiftly and fairly increases legal risk.

💬 Comment from Matthew Chilcott – FCIPD, ACEL, BA (Hons)

Owner, Consensus HR – Your Outsourced HR & Employment Law Partner

“Every year, we see employers facing avoidable problems because Christmas parties are treated as ‘just a social event’. Legally, they are part of the working environment — and the employer’s duty of care still applies.

Taking simple, proactive steps before and during the event can prevent misconduct, reduce legal liability, and protect your team and your business. At Consensus HR, we help our clients plan inclusive, safe and legally compliant work events, ensuring everyone enjoys the festivities with minimal risk.”

🎄 Need Support Preparing for Your Christmas Event?

We can support you with:
✔ Policy writing & updates
✔ Pre-event staff communications
✔ Manager guidance
✔ Sexual harassment prevention planning
✔ HR training
✔ Handling incidents before or after events

📞 01438 576750
📧 [email protected]
🌐 www.consensushr.com

Helping you prevent people problems — all year round.

Your Outsourced Human Resources (HR) Department.

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

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

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Copyright © Consensus HR All right reserved.

Sexual Harassment Prevention

Preventing Sexual Harassment at Work: Employer Duties, Legal Risks & HR Support | Consensus HR

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Tackling Sexual Harassment at Work: Why Proactive Action Protects Your Business | Consensus HR

Sexual harassment is unlawful — and from 26 October 2024, every UK employer also has a proactive legal duty to prevent sexual harassment under the Equality Act 2010, in addition to existing responsibilities under the Health & Safety at Work Act 1974.

This means employers must take reasonable steps to stop harassment before it happens, not just react afterwards. Failure to do so places businesses at risk of tribunal claims, compensation uplifts of up to 25%, and possible enforcement action by the Equality & Human Rights Commission (EHRC).

At Consensus HR, we work with SMEs to ensure their business, their people, and their reputation are always protected.
Learn more at: https://www.consensushr.com

The Business Advantages of Taking Action

Employers who address sexual harassment proactively benefit from:

  • Greater employee morale and confidence

  • Increased engagement and trust

  • Better employee relations

  • Higher productivity and fewer absences

  • Reduced risk of tribunal claims

  • Reduced risk of EHRC enforcement action

  • A stronger, safer workplace culture

Preventing harassment is not only a legal requirement — it is a strategic advantage for every business.

What Counts as Sexual Harassment?

Under the Equality Act 2010, sexual harassment is unwanted conduct of a sexual nature that violates dignity or creates an intimidating, hostile or offensive workplace.

Examples include:

  • Sexual jokes, comments, or messages

  • Displaying explicit images or content

  • Suggestive looks or gestures

  • Unwelcome touching or advances

  • Sexual rumours

  • “Banter” that crosses the line

Importantly, intent does not matter — the impact on the individual does.

Your New Proactive Duty as an Employer

From 26 October 2024, employers must show they have taken reasonable, proactive steps to prevent sexual harassment carried out by:

  • Employees

  • Agency workers

  • Job applicants

  • Contractors

  • Third parties (customers, clients, service users)

Reasonable steps may include:

  • Clear, up-to-date Sexual Harassment and Third-Party Harassment Policies

  • Practical and confidential reporting systems

  • Regular staff and management training

  • Risk assessments considering workplace and third-party interactions

  • Visible communication of a zero-tolerance approach

  • Swift, fair handling of concerns and complaints

Consensus HR can create, update and implement all of these for your business.

How Consensus HR Supports Employers

As your outsourced HR & Employment Law partner, we help SMEs by:

  • Ensuring full compliance with the preventative duty

  • Conducting sexual harassment risk assessments

  • Updating or writing required HR policies

  • Delivering staff and management training

  • Supporting investigations, reporting processes and safe outcomes

  • Helping establish a respectful, legally sound workplace culture

Our retained clients receive ongoing, unlimited advice and legally compliant documents as part of their monthly support.

Learn more: https://www.consensushr.com

Comment from Matthew Chilcott – FCIPD, ACEL, BA (Hons)

“The new preventative duty places a clear responsibility on employers to take meaningful, proactive action. Sexual harassment destroys trust, damages wellbeing and puts businesses at significant legal and reputational risk. When we work with clients, we ensure they have the right policies, procedures, training and culture in place — not just to comply with the law, but to protect their people and strengthen their organisation.”

Take Action Now

With stronger legal obligations now in force, it is essential that every employer ensures they have the right systems and protections in place.

If your business needs support updating policies, assessing risks or training staff, Consensus HR is here to help.

👉 Find out more: https://www.consensushr.com
👉 Contact us today for practical, proactive HR support that protects your team and your business.

Your Outsourced Human Resources (HR) Department.

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

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

Designed by JCP Web Designs

Copyright © Consensus HR All right reserved.

HR and Employment Awards 2025

Consensus HR Wins Corporate Vision HR & Employment Award 2025 | Award-Winning HR & Employment Law Support for SMEs

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HR and Employment Awards 2025

🎉 Consensus HR Wins Corporate Vision HR & Employment Award 2025!

We are delighted to announce that Consensus HR has been officially recognised as a Winner in the Corporate Vision HR & Employment Awards 2025 – a prestigious award celebrating excellence in Human Resources and Employment Law services.

👉 Official listing:
Consensus HR – Corporate Vision Winner 2025

This achievement reflects our continued commitment to delivering professional, practical, and legally compliant HR solutions that help businesses succeed.

🏆 Why This Award Matters

The Corporate Vision HR & Employment Awards acknowledge the most forward-thinking and impactful HR providers in the industry. Winning in 2025 recognises Consensus HR for:

  • ✔ Proactive and legally sound HR & Employment Law advice

  • ✔ Practical support tailored to SMEs

  • ✔ A friendly, personal, human approach

  • ✔ Protecting businesses while improving workplace culture

  • ✔ Helping employers manage, develop, and engage their teams effectively

Our philosophy is simple: HR should not be complicated – it should empower businesses and protect employees.

🏅 Previous Award Success

This award builds on several previous recognitions for excellence, including:

  • 🏆 Corporate Vision – SME-Focused HR Consultancy of the Year (Home Counties) 2024

  • 🏆 SME News Southern Enterprise Award Winner 2023

  • 🏆 SME News Business Elite Awards Winner 2022 – Leading Innovators in HR Solutions – South England

  • 🏆 SME News UK Enterprise Awards Winner 2021 – Best HR Consultancy – Home Counties

These achievements show our consistent dedication to high standards, compliance and outstanding customer service.

💬 Comment from Matthew Chilcott – FCIPD, ACEL, BA (Hons)

Owner & Principal HR Consultant, Consensus HR

“We are extremely proud to receive this award from Corporate Vision. It reinforces everything we stand for – honest, pragmatic and legally compliant HR that makes a real difference to business owners.

HR should be proactive, not reactive. Our goal is to save employers time, reduce risk and improve business performance through the right people practices. This award is a testament to the incredible loyalty and trust of our clients.”

💡 How Consensus HR Supports Your Business

We offer a full suite of outsourced HR & Employment Law services for SMEs, including:

Core Services

  • HR Retained Outsourcing Packages

  • Employment Law Advice & Compliance

  • Bespoke Contracts & Employee Handbooks

  • Policies & Procedures

  • HR Documentation, Letters & Forms

  • Breathe HR System Set-Up & Management

People & Performance

  • Absence & Performance Management

  • Disciplinaries, Grievances & Investigations

  • Redundancy & Restructure Support

  • HR Coaching for Owners & Managers

  • Management Training & Development Workshops

📍 Based in Hertfordshire & Bedfordshire, supporting businesses UK-wide.

More information: https://www.consensushr.com

📣 Work With an Award-Winning HR Partner

If you’re a business owner or manager who wants to reduce risk, stay legally compliant, and create a proactive, people-focused workplace, get in touch:

📞 01438 576750
📧 info@consensushr.com
🌍 www.consensushr.com

Follow us for HR insights and legal updates:
🔗 LinkedIn: https://www.linkedin.com/company/consensus-hr/
🔗 Facebook: https://www.facebook.com/consensushr
🔗 X (Twitter): https://twitter.com/ConsensusHR

⭐ Consensus HR – Your Outsourced HR & Employment Law Partner

Taking the pain out of managing people – professionally, proactively, and legally.

HR and Employment Awards 2025

Consensus HR Wins Corporate Vision HR & Employment Award 2025

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Consensus HR Wins Corporate Vision HR & Employment Award 2025

Award-Winning HR & Employment Law Support for SMEs

Corporate Vision is delighted to announce Consensus HR & Employment Law as the winner of the Corporate Vision HR & Employment Award 2025, recognising the company as a leading provider of proactive, compliant and people-focused HR support for SMEs across Hertfordshire, Bedfordshire and the wider region.

This award celebrates organisations that demonstrate exceptional industry expertise, innovation, service delivery and measurable impact for their clients. Consensus HR has continued to exceed these standards, establishing itself as a trusted HR partner for small and medium-sized businesses seeking legally compliant, commercially minded and truly personal HR support.

Why Consensus HR Stood Out: Excellence in SME-Focused HR Support

The judging panel selected Consensus HR based on a comprehensive review of its business model, service effectiveness, proven results, client testimonials, professional credentials and commitment to improving UK workplaces.

1. A Proactive and Fully Compliant HR Partnership Model

Consensus HR delivers a unique retained HR model that provides SMEs with:

  • Unlimited telephone and email HR support
  • Legally compliant contracts, handbooks and policies
  • Regular HR and Employment Law updates
  • Quarterly 1-to-1 HR catch-ups for retained clients (from 2026)
  • Access to the latest contracts, letters, policies and legally compliant templates
  • Implementation and management of Breathe HR software, improving accuracy, governance and efficiency

This proactive approach helps employers stay ahead of legal risk, reduce people problems and build positive, productive workplaces.

2. Highly Experienced, Qualified and Accredited Leadership

Consensus HR is led by Matthew Chilcott – FCIPD, ACEL, BA (Hons), an extensively experienced HR and Employment Law professional with more than 30 years’ experience in HR, operations and training across sectors including hospitality, pharmaceuticals, utilities, retail and more.

Matthew is a Chartered Fellow of the Chartered Institute of Personnel & Development (CIPD) and holds an Advanced Post Graduate qualification in Employment Law, accredited by leading professional bodies including the Solicitors Regulation Authority and the Bar Standards Board. He also holds a BA Honours degree in Business.

His depth of expertise ensures that all clients receive strategic, compliant and commercially sound HR advice tailored to their organisation.

3. Exceptional Client Feedback & Proven Impact

Consensus HR has consistently demonstrated outstanding client satisfaction, shown through:

  • Verified client testimonials on the Consensus HR website and Google Reviews
  • High retention rates across its SME client base
  • Measurable improvements in HR compliance, culture development and people management capability

Clients frequently highlight the company’s speed of response, clarity of advice, personal approach and deep understanding of UK Employment Law.

4. Award-Winning Service Year After Year

The judging panel also recognised Consensus HR’s ongoing track record of excellence, including:

  • Corporate Vision SME-Focused HR Consultancy of the Year 2024 – Home Counties
  • SME News Southern Enterprise Award Winner 2023
  • SME News Business Elite Awards Winner 2022 – Leading Innovators in HR Solutions (South England)
  • SME News UK Enterprise Awards Winner 2021 – Best HR Consultancy (Home Counties)

These accolades reflect the firm’s long-standing commitment to quality, integrity and innovation.

5. Commitment to Developing Strong Managers and Healthy Workplaces

Consensus HR delivers a range of high-quality management development workshops including:

  • Delegation Skills
  • Performance Management & SMART Appraisals
  • Managing Mental Health in the Workplace

These workshops empower managers to lead effectively, confidently and legally.

6. Community Values & Ethical HR

Corporate Vision also recognises the organisation’s strong community ethos, demonstrated through:

  • Local business network involvement
  • Commitment to wellbeing and inclusion
  • Support for local community and charitable initiatives

This reflects a genuine passion for creating better workplaces and stronger communities.

Corporate Vision’s Final Assessment

Consensus HR exemplifies excellence in SME-focused HR across compliance, client support, leadership capability and community impact. Their proactive model, professional expertise and consistent delivery of high-quality HR solutions establish them as a standout partner for small and medium-sized businesses.

It is for these reasons that Corporate Vision is proud to name Consensus HR as the Corporate Vision HR & Employment Award 2025 winner.

International Volunteer Day

International Volunteer Day – 5th December 2025: Supporting Community Engagement at Work

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🌍 Thursday Blog – Awareness Day

International Volunteer Day – 5th December 2025: Supporting Community Engagement at Work

International Volunteer Day, held every year on 5th December, celebrates the power of volunteering and the positive impact it has on communities and workplaces.

Encouraging your team to volunteer benefits both the community and your business by:

  • Boosting morale and team spirit

  • Developing new skills

  • Enhancing your company’s reputation

  • Supporting wellbeing and social purpose

HR plays a key role by incorporating volunteering policies, paid volunteer leave, and community engagement initiatives into business culture.

At Consensus HR, we help employers develop HR strategies that support wellbeing, social responsibility, and employee engagement.

Comment from Matthew Chilcott – Owner:
“Volunteering strengthens both people and businesses. When teams give back, they grow — personally and professionally.”

👉 Talk to Consensus HR about building a socially responsible HR strategy: www.consensushr.com

📲 Follow Consensus HR:

Your Outsourced Human Resources (HR) Department.

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

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

Copyright © Consensus HR All right reserved.

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Employee Record Retention

Employee Record Retention – Legal Requirements for UK Employers | Consensus HR in Herts & Beds

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💡 Wednesday Blog – Did You Know – HR

Did You Know? UK Employers Must Carry Out Right to Work Checks Before Employment Begins

Every employer in the UK must carry out Right to Work checks before a new employee starts work. These checks confirm that an individual has valid permission to work in the UK.

Documents such as passports, visas, or share codes (for online checks) must be verified and securely recorded before employment starts.

Failure to complete these checks correctly can lead to penalties of up to £60,000 per illegal worker and potential criminal prosecution.

At Consensus HR, we help businesses ensure their onboarding and compliance processes meet UK immigration law and employment standards.

Comment from Matthew Chilcott – Owner:
“Right to Work checks are essential for every business — one mistake can be extremely costly. We make compliance easy, practical, and secure.”

👉 Find out how Consensus HR can help you stay compliant: www.consensushr.com

📲 Follow Consensus HR:

Your Outsourced Human Resources (HR) Department.

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

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

Designed by JCP Web Designs

Copyright © Consensus HR All right reserved.

Keep Britain Working

Keep Britain Working Review: Tackling Ill-Health and Disability in the Workplace | Consensus HR

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📰 HR Update – Keep Britain Working: Tackling Ill-Health and Disability in the Workplace

By Matthew Chilcott, Owner – Consensus HR
www.consensushr.com

The Keep Britain Working Review – Final Report Released

The final report of the Keep Britain Working review, led by Sir Charlie Mayfield, has now been published, calling for urgent action to address what he describes as a “quiet but urgent crisis” in the UK labour market.

Over one in five working-age adults are currently out of the workforce — a figure driven largely by ill-health and disability. The report calls for a “new deal” between employers, employees and Government, with employers taking a leading role in improving workplace health and retention.

“Employers will need to do more,” Mayfield says, as they are “uniquely placed to act on prevention, to support rehabilitation, and to remove barriers for disabled people.”

The Cost of Ill-Health to UK Businesses

According to the report, UK employers lose an average of £120 per day in profit for every sickness absence, with total costs estimated at £85 billion a year in lost output and ill-health-related expenses.
With 150 million working days lost annually, businesses face significant disruption, reduced capacity, and higher unplanned costs — highlighting the urgent need for proactive HR and wellbeing strategies.

At Consensus HR, we support employers across all sectors to manage sickness absence fairly and effectively, while ensuring legal compliance under the Equality Act 2010 and promoting a culture of prevention and support.

Key Recommendations from the Review

The report proposes a three-year “vanguard phase” to deliver three key changes that aim to “keep Britain working”:

  1. Healthy Working Lifecycle Standard

    • Develop a certified national standard that defines best practice for preventing sickness absence, improving return-to-work outcomes, and supporting disabled employees in the workplace.

  2. Workplace Health Provision (WHP)

    • Introduce new “stay in work” and “return to work” plans to help employees remain engaged and supported during health challenges.

  3. Workplace Health Intelligence Unit (WHIU)

    • Create a central body to collect and analyse data, promote continuous improvement, and provide leadership on workplace health across the UK.

This phased approach will first work with willing employers and providers to establish evidence-based practices before scaling nationwide over the next three to seven years.

Matthew Chilcott – Owner, Consensus HR – Comments:

“This report highlights what we at Consensus HR see daily — that health, wellbeing, and inclusion are central to workplace productivity. Employers can no longer view health management as a ‘nice to have’ — it’s a legal and commercial necessity.

By proactively managing attendance, supporting employees with health conditions, and removing barriers to participation, businesses not only protect themselves from risk but also retain skilled and experienced team members.

Our role as HR professionals is to help organisations put the right frameworks in place — from robust absence management policies to mental health support plans — ensuring compliance and care go hand in hand.”

Supporting Businesses to Stay Healthy and Compliant

At Consensus HR, we partner with businesses to:

  • Reduce sickness absence through clear, fair, and consistent procedures

  • Implement mental health and wellbeing initiatives

  • Support line managers with practical training on managing health-related issues

  • Ensure compliance with the Equality Act 2010, Health and Safety at Work Act, and ACAS Code of Practice

You can learn more about how we help businesses prevent people problems by visiting:
👉 www.consensushr.com

✅ Key Takeaway

The Keep Britain Working report reinforces that workplace health is not only a wellbeing issue — it’s a business imperative. Employers who take early, proactive steps will be best placed to thrive in a changing workforce landscape.

Author: Matthew Chilcott, FCIPD, ACEL, BA (Hons)
Owner – Consensus HR | Your Outsourced HR & Employment Law Partner
📞 01438 576750 | ✉️ [email protected]
🌐 www.consensushr.com

Your Outsourced Human Resources (HR) Department.

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

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

Copyright © Consensus HR All right reserved.

Designed by JCP Web Designs

Redundancy Consultation

👉 Redundancy Consultation Requirements – HR Guidance for UK Employers | Consensus HR

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📘 Tuesday Blog – HR Fact

HR Fact: Understanding Redundancy Consultation Requirements

Redundancy can be one of the most difficult situations a business faces. However, it must always be handled fairly, legally, and with proper consultation.

If you’re considering making redundancies, UK law requires employers to:

  • Consult with affected employees before any final decisions are made.

  • Provide a clear business reason for the redundancy.

  • Follow fair selection and notice procedures.

Where 20 or more employees may be affected within a 90-day period, collective consultation rules apply. Failure to follow them can result in protective awards of up to 90 days’ pay per employee.

At Consensus HR, we guide SMEs through every step of the redundancy process — ensuring compliance, fairness, and business continuity.

Comment from Matthew Chilcott – Owner:
“Redundancy is never easy, but handled correctly it protects both your people and your reputation. We make sure employers follow the law while treating staff with respect.”

👉 Find out how we can help your business manage redundancy fairly: www.consensushr.com

📲 Follow Consensus HR:

Your Outsourced Human Resources (HR) Department.

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

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

Designed by JCP Web Designs

Copyright © Consensus HR All right reserved.

Teacher Awarded £137,000

Teacher Wins £137,000 for Mental Health Disability Discrimination | Consensus HR Herts & Beds

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⚖️ School Ordered to Pay £137,000 for Failing to Make Reasonable Adjustments | Consensus HR – Herts & Beds

A recent Employment Tribunal has awarded a teacher £137,000 in compensation after her school failed to make reasonable adjustments for her disability.

The tribunal heard that the teacher suffered from depression and anxiety, which affected her ability to attend work. Rather than offering support or adjustments, the school chose to discipline her for absence and performance issues, ultimately leading to her resignation.

The Tribunal found that the school had breached its duty under the Equality Act 2010 to make reasonable adjustments once it became aware — or should have been aware — of her condition.

💭 Mental Health and Disability Discrimination

This case highlights an important reminder for all employers:
Disability discrimination is not limited to physical impairments.

Under the Equality Act 2010, a disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.
Conditions such as depression, anxiety, or stress-related illnesses can therefore meet this definition, depending on the impact on the individual.

A key principle that often catches employers out is the “ought to have known” test. In Gallop v Newport City Council, the Court of Appeal made clear that an employer cannot rely solely on an occupational health report stating that an employee is not disabled if other evidence indicates otherwise.

✅ Practical Steps for Employers

To avoid similar costly claims, employers should:

  • Take any mention of a health condition seriously, even if raised informally.

  • Seek medical or occupational health advice early — and review it critically rather than accepting it at face value.

  • Engage in open dialogue with the employee about what adjustments might help.

  • Consider and implement reasonable adjustments before commencing any disciplinary or capability procedures.

  • Train managers to recognise when support, rather than discipline, is appropriate.

🧠 The Cost of Inaction

As this case demonstrates, a lack of early engagement and understanding can prove extremely costly — both financially and reputationally.
Employers who fail to identify and act on mental health conditions risk breaching the Equality Act and facing significant tribunal awards.

Early, empathetic management and a fair process cost far less than an Employment Tribunal claim.

💬 Matthew Chilcott, Owner of Consensus HR, comments:

“Mental health remains one of the most misunderstood aspects of workplace management. Employers must remember that conditions such as depression, anxiety, and stress-related illnesses can be legally recognised as disabilities under the Equality Act 2010.

Supporting employees through reasonable adjustments, open communication, and genuine empathy is not only the right thing to do — it’s also good business practice. Prevention and early intervention are always preferable to facing an Employment Tribunal claim.

At Consensus HR, we are increasingly working with companies that are managing employees with recognised disabilities. In these cases, it’s essential that employers request the employee’s consent to obtain an Occupational Health Assessment or GP report. This ensures that any decisions are based on professional medical advice rather than assumptions.

As I always remind our clients, we are HR and Employment Law experts — not medical professionals. Seeking the right medical guidance is crucial to ensure the correct action is taken, to avoid misunderstandings, and to protect both the employee and the business. Failing to do so can have serious consequences, as disability discrimination claims under the Equality Act 2010 are uncapped.”

📞 If your business needs support managing sickness absence, disability adjustments or mental health in the workplace, contact our team at Consensus HR. We help employers stay compliant with UK Employment Law and build supportive, productive workplaces.

#HR #EmploymentLaw #EqualityAct #MentalHealth #ReasonableAdjustments #ConsensusHR #MatthewChilcott #HertsBedsSME

Your Outsourced Human Resources (HR) Department.

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

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

Copyright © Consensus HR All right reserved.

Designed by JCP Web Designs

Right to Work Checks

👉 Right to Work Checks – Employer Legal Responsibilities in the UK | Consensus HR

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💡 Wednesday Blog – Did You Know – HR

Did You Know? UK Employers Must Carry Out Right to Work Checks Before Employment Begins

Every employer in the UK must carry out Right to Work checks before a new employee starts work. These checks confirm that an individual has valid permission to work in the UK.

Documents such as passports, visas, or share codes (for online checks) must be verified and securely recorded before employment starts.

Failure to complete these checks correctly can lead to penalties of up to £60,000 per illegal worker and potential criminal prosecution.

At Consensus HR, we help businesses ensure their onboarding and compliance processes meet UK immigration law and employment standards.

Comment from Matthew Chilcott – Owner:
“Right to Work checks are essential for every business — one mistake can be extremely costly. We make compliance easy, practical, and secure.”

👉 Find out how Consensus HR can help you stay compliant: www.consensushr.com

📲 Follow Consensus HR:

Your Outsourced Human Resources (HR) Department.

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

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

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Maternity Leave & Pay

👉 Maternity Leave and Pay Explained – HR Guidance for UK Employers | Consensus HR

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📘 Tuesday Blog – HR Fact

HR Fact: Understanding Maternity Leave and Pay – What Employers Must Provide

UK employees are entitled to up to 52 weeks of maternity leave, which is divided into Ordinary Maternity Leave (26 weeks) and Additional Maternity Leave (26 weeks).

Eligible employees may also receive Statutory Maternity Pay (SMP) for up to 39 weeks, though eligibility depends on pay, service length, and correct notice being given.

Employers must ensure they understand both legal entitlements and record-keeping requirements — mistakes here can lead to costly tribunal claims.

At Consensus HR, we help employers implement fair, compliant maternity procedures and ensure policies reflect the latest UK legislation.

Comment from Matthew Chilcott – Owner:
“Maternity rights are complex and ever-changing. Having accurate advice and compliant policies in place protects your business and your people.”

👉 Contact Consensus HR for expert maternity and family leave support: www.consensushr.com

📲 Follow Consensus HR:

Your Outsourced Human Resources (HR) Department.

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

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

Designed by JCP Web Designs

Copyright © Consensus HR All right reserved.

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