Consensus HR – Helping Companies with their People Solutions 

We were set up to help businesses within Herts & Beds with their employment or HR issues as from past experience / knowledge we know that businesses on occassion’s need to access the correct support whether its when dealing with recruitment or sickness within the business, our professionally educated & CIPD accredited team are here to help.

Call us today for your FREE HR review

cropped-ConsensusHR-People-Picture-1.jpg Business people sitting in a row and working, focus on pretty womanConsensus HR provides businesses of all sizes (1 – 250 employees) with an external HR service that provides a professionally based product that covers all areas of Human Resources needed in a business.  This is provided by telephone or email and we will even visit your premises if you wish to assist you when Employment Law can become complicated and you need that helping hand.

contact_usMonday – Friday – 8am – 6pm – 01462 621243 / 0774 7789 279

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What makes us different?

At Consensus HR we offer our clients an outsourced HR Department whilst also being available to support on site if required. We were set up with a full understanding of what it is like to run & manage a business with our Founder – Matthew.  Matthew worked in small & multi-million pound turnover hospitality businesses in an operational capacity but due to his ability to manage large teams / businesses was asked to go into HR. Our team know what it is like to be at both ends of the spectrum front & back of house.

We are all fully Accredited Members of the Chartered Institute of Personnel & Development (FCIPD) and have in the team a qualified Employment Law specialist who is accredited by the CIPD and other leadiBusiness team in casual style having presentation in meeting roomng professional bodies, including the Solicitors Regulation Authority and the Bar Standards Board.

For comprehensive, professional HR Services, Consensus HR has the perfect solution

See if your business could benefit from outsourcing your HR with Consensus HR with a FREE HR Review of your current working practices.

All companies at some stage during their business growth will require some HR Support with comprehensive Employment Law advice and this is where Consensus HR can help you with our fully legally qualified team covering all the areas listed below without the cost of going to a Barrister or Lawyer whether internally or externally as requested.

 

 

About us.

Matthew Pinto-Chilcott – FCIPD, ACEL, BA (Hons).

I am Matthew, the founder of Consensus HR and a HR Professional and in plain English; I help SMEs to get the best from their teams and businesses whilst helping them with their people solutions and please read below to find out a little bit more about us.

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Consensus HR & Business understands the importance of how effective Human Resources and business management can make a valuable difference financially, legally and operationally in the business environment. We understand that many companies do not have the luxury of employing a full time HR or business management professional but at some point all business owners will come about ‘employee & business problems’. We work with small and medium sized businesses across a wide range of specialities.

My experience has been within the public and private sectors, ranging from small family owned businesses – Chilcott’s Videos to large international organisations (Heathrow & Gatwick Airport, Forte Restaurants, Forte Hotels, Welcome Break – Head Office, Fleet & South Mimms, DSGi – Dixons, PC World, Shell, BP, Starbucks, BK, KFC & WHSmiths, Martindale Pharma, Veolia Water & Three Valleys Water. I have been fortunate enough to be about and manage and run multi million pound turnover bars & restaurants and had the opportunity to develop excellent teams and throughout my career was put into problem establishments to improve their standards, revenue, bottom line and employee turnover / productivity.

Eventually I moved into HR with Welcome Break to open their South Mimms site after a major fire in 1997 and then took on the responsibility for London Gateway and their Days Inn Hotel where I studied and completed by MCIPD and later with Veolia Water my advanced Postgraduate qualification in employment law.   I have covered all aspects of the employment life-cycle from recruitment and selection, disciplinaries and grievances, performance management, training and development to being able to help problem solve and assist management in difficult times and actually running businesses at the forefront with overall responsibility for the bottom line from sales, ordering, merchandising and customer service.

I hold an Advanced Post-Graduate Employment Law Qualification (ACEL), which I gained from the CIPD & University of Surrey, which gives me the skills to provide a comprehensive Employment Law service to my clients in all areas from Contracts to Disciplinaries and Grievances.   This is accredited by the CIPD and other leading professional bodies, including the Solicitors Regulation Authority and the Bar Standards Board.

What is the benefit of using Consensus HR?

Consensus HR & Business – Herts & Beds was set up by Matthew to help SME business owners with 1-250 employees with any HR / Development issues as through his experience he noted how many business owner can waste money through not recruiting the right talent, not managing a productive team to not dealing with their employees in a cost effective way.

Consensus HR helps its clients in all areas of the employee lifecycle from setting up your employment contracts, policies and procedures to managing those difficult issues such as   performance, absence or redundancies. We will also help you in situations you may have not previous dealt with such as maternity leave or a discipline or grievance.  We ensure that your business follows the law and will write all the legal letters required following best practice whilst ensuring we are there throughout if required by phone, email or in presence.

Consensus HR ensures that you get the guidance you need at a price you can afford.  You’ll speak Matthew or the same member of the team each time who is up to date on your company and what action has previously been taken so that you do not have to go over areas you have spoken to us before. We will listen carefully to your concerns and clearly set out your options.  We’ll also highlight the merits and potential pitfalls so you can make an informed decision.

All our clients get a weekly ‘Blog’ and every two months a Newsletter, which gives key HR points for businesses to be aware of and ensure that the correct action is taken. This can be anything from updates in employment law to best practice tips on managing absence.

HR support for your business

Our company is based in Baldock and we work anywhere within Hertfordshire & Bedfordshire and can ensure you that whether you need an HR legally qualified professional for reassurance and guidance, free hour review of your HR or a complete HR product, please click here and contact us today and we will call you to arrange a mutually convenient time when we can meet and take your needs further.

HR Support – Telephone / Email

Have you ever needed to get the correct HR Advice urgently and would like to get this via a useful Helpline?

disciplinary-meetingConsensus HR understands that many UK based SME’s understand the importance of HR but cannot justify the cost of a full time HR person / team within their business but know that when  when running a business of any size from one employee to 250 that there will be a time when they will have to deal with a range of HR issues and employee problems. Consensus HR  can be your businesses HR department providing everything you would expect to find in a big company but cheaper than having someone employed by the business. We provide our clients access to unlimited HR advice and employment law  which is accredited by leading professional bodies, including the Solicitors Regulation Authority and the Bar Standards Board.

Contact us now for more information.

Support available via telephone or email from a dedicated local HR & Employment Law specialist

Employment law is continually becoming more complex and the average  costs of getting it wrong have never been higher – Average £7k per day x 4 days for attendance at an Employment Tribunal (£28k) and is why we at Consensus HR can provide your business with access to a local and professionally legally qualified HR Consultant for practical onsite or off-site employment law advice, for a low cost monthly fee.

We support our monthly retained clients with everything from poor attendance of employees, introducing reward / benefit & performance management schemes, training & development to daily line management difficulties and clients can either email or call us for the right HR advice and we can provide you legally / best practice drafted letters for any situation.

Consensus HR believe in helping its clients to be ‘Proactive’ rather than ‘Reactive’  and like to help them get the most from their employees, from rewarding them for their good work to implementing recruitment & succession plans and the correct HR advice can help improve the companies performance even when no real HR issue has been identified and prevent bad moral, low productivity & retention to name a few, whilst allowing the business owner / team to continue with the successful running of the business..

Consensus HR, gets to know your business on a 121 basis and is able to ensure that when supporting you with any HR issues that the advice given is specific to your companies needs and that you are not treated just as a number.  We will give you practical and pragmatic advice based on that knowledge and understanding and due to this you do not need to continually repeat your HR area of concern as we will already have full a full knowledge of what has occurred within your business.

With this HR service your contracts and employee handbooks are reviewed and updated twice a year to reflect any changes in UK legislation.

Tribunal Indemnity Insurance Included!

As part of the comprehensive monthly package we offer all our clients Employment Tribunal (ET) Indemnity Insurance as experience shows that even when you have carried out everything reasonably and correctly and within the law that there is always someone that is determined to make an ET claim.  This allows you to have the confidence that as long as you have followed our advice correctly that should it come to an ET claim that you will be covered for the costs of legal representation.

At Consensus HR we understand that times change and only therefore ask our clients to sign up for a comprehensive legally insured service for one year and find that our clients stay with us for well in excess of this, signing on a yearly basis for another  years HR support.

We are here to support you & your business

If you / your business requires a practical, comprehensive & affordable HR service then we are here to help.

For further information on the costs and benefits of Consensus HR’s insured advice line and how we can help you further then please do not hesitate to get in touch or call us on 01462 621243.

Contracts & Handbook

At Consensus HR we class Employment Contracts & Handbooks as one of the key HR foundations for any business. They ensure that all your team members know what is expected from them. This includes their salaries and hours to how poor misconduct may be dealt with in line with employment law. They set out the rules for ensuring that everybody within the team knows what action can be taken by the company should expectations not be met. Two examples are Disciplinaries and Grievances; initial actions and steps of last resort would be included.

Our Employment Contracts & Handbooks are legally written by the Chartered Institute of Personnel & Development (CIPD) and our HR business professional. We take into account all your specific business areas, ensuring legal adherence. Consensus HR offers a monthly service of unlimited telephone and HR advice. Your Contracts & Handbooks would be updated as and when needed ensuring continual adherence should legislation change.

What is included in a Contract?

All employees are legally entitled to a Contract of Employment within their first 8 weeks of employment.  We ensure that a companies Contract of Employment is written specifically for our clients Close up of Contract of Employment title pagecompany and include restrictive covenants if identified as a business need.

We visit our clients to gain all the information required to draft the Contract and ensure it meets the business needs and includes:

  • Name of employer and employee
  • Date employment and continuous employment started
  • Job location
  • Pay and whether it’s weekly, monthly pay etc
  • Working hours
  • Holiday entitlement
  • Job description/job title
  • Details of any collective agreements that directly affect the employee’s conditions of employment.
  • Sick leave and pay entitlements
  • Pensions and pension schemes
  • Disciplinary and grievance procedures
  • Appeals procedure under the Discipline & Grievance.

What is included in an Employee Handbook?

When a new employee starts with thHandbookse business it is always best practice to ensure they are aware of what is expected of them and an employee handbook plays a key part in assisting them with this and is always good to set out the ground rules with your employees from the very beginning.  An Employee Handbook puts all the key information in one easy place so that everyone knows what the rules are and allows them to access the information as and when required without the need to ask a member of the company which during the first few days of a role can sometimes be quite daunting.

A Company Employee Handbook allows the team to gain an understanding of what is expected from them and the company with areas such as pay, hours of work and benefits to communication and team events to name a few. We also ensure that important company policies are included such as disciplinary & grievance, equality and sickness.

We work with our clients to ensure that the handbook is written in an individual way for the business with the company values / vision also included and on some occasions a letter from the management team welcoming them to the team

Why do I need a Handbook and Contract?

These are two completely different items and by having a handbook it allows you to enter all the Company Policies in one place and unlike your Contract of Employment is non contractual thus allowing you to update policies when needed without the need to re-issue contracts.

If you would like to discuss further, please contact us to discuss further and let us help your company with its people solutions.

Absence Management

Absence Management

Managing absence within business can be time consuming and is why at Consensus HR we help our clients to manage it correctly and introduce cost effect systems and procedures and provide peace of mind should any problems arise.

Key points:

  • High levels of unauthorised absence, including sick leave can cause lost or delayed production, low morale and reduce the standard of service within an organisation.
  • Measuring absence can show how much time is lost, where it occurs most and how often individual employees are absent.
  • Keeping individual attendance records will help monitor absence and lateness.
  • Having attendance and absence policies will help employee’s understand what standards are expected of them and will help managers deal with these issues in a fair and consistent way.

People are absent from work for 3 main reasons.

  • They are sick.
  • They feel unable to come to work because of family or caring responsibilities.
  • They are on authorised leave such as holiday, maternity leave or a training course.

On average, in relation to unauthorised absence, people are absent from work for 7.6 days a year (CIPD Absence Survey 2013). Absence management problems often means tackling possible causes of absence, such as working patterns, job design and employment relations. This can also include addressing discipline problems such as lateness and poor time keeping. If such issues should arise, they can often be dealt with informally by the line manager in the first instance.

Unauthorised absence is normally the “odd day off” when employees give no reason for the absence. Whether paid or unpaid this type of absence can be costly to an organisation as it is unpredictable. Absence of this kind may eventually lead to disciplinary action.

How to minimise absence and lateness

In addition to carrying out effective return to work discussions, there are workplace issues you can address to minimise absence. These include the quality of management, working relationships, job design, employment relations, communication of information and flexible working arrangements. In addition, if workers know that absence will be noticed and investigated, they are less likely to take time off work without proper cause.

Statutory /contractual sick pay

Employees must satisfy certain conditions to be entitled to statutory sick pay (SSP), employers will be able to advise employees if they qualify. SSP is paid for every day that would normally be worked, but does not start until the fourth working day of sickness and lasts for a maximum of 28 weeks.

Some of our clients may offer company sick pay, which may give full or part pay for a set period of time and we work with them to ensure full details are listed within their terms and conditions of employment and that they are discretional.

Consensus HR works with its clients to ensure that the correct systems, Policies & Procedure are put in place for the business to successfully manage absence in the most cost effective way and if you would like to discuss further please contact us.

 

Disciplinary & Grievance

Disciplinary & Grievance – Demotivated or poor-performing team members can affect your business.  It’s not just their work that suffers, often so does the work of those around them.  So if you are facing a grievance or need to take disciplinary action how do you deal with them properly and ensure that you are following a fair procedure?  Consensus HR can help you tackle these issues effectively.

When managing people and dealing with this area of business you must ensure that you follow the ACAS Code of Conduct, which sets out the stages you must follow when a member of team has carried out an act of misconduct.  Employment tribunals use this to decide whether you have acted fairly.  You could have a good reason to dismiss but if you don’t follow a fair disciplinary procedure, you could still lose at emDisciplinary Grievanceployment tribunal.  Any award made against you may also be increased by up to 25%.

These procedures set out the correct methods to be used and the penalty or outcome that can be reached. These include First Written, Final Written or dismissal plus the period that the chosen outcome will last.

Consensus HR ensures that best practice is used throughout the process. This ensures that your business is legally compliant. It also means that action is taken to the benefit of the employee and business. It is seen as corrective action rather than punishment. This reduces the possibility of claims of unfair dismissal at an Employment Tribunal.

Supporting you through every stage

We will explain the grievance or disciplinary procedure to you carefully and take you through one stage at a time.  We will coach you how to gather evidence, conduct the meetings and take minutes.  We can also hear appeals and make recommendations if necessary. We will write the tricky correspondence for you.  You won’t have to worry that you have said the wrong thing or missed something important.

We will also help you follow up after the grievance or disciplinary meeting.  We don’t want lingering bad feeling or a drop in performance to send you back to square one.

Why not contact us or give us a call now to discuss further.

Employment Law

Employment Law

Many people do not realise that from the moment your business begins to grow and you advertise for that first employee, employment law begins from how you place the advertisement, what is asked for to questions you may ask at an interview and should you get this wrong it could result in a hefty Employment Tribunal award as ten companies found in 2014.

We at Consensus HR understand how difficult it can be for companies to adhere to the ever changing employment law and is why when the business was set up that Matthew studied for three years with the University of Surrey & Cipd’s Employment Law Barristers to gain a full understanding / qualification within this field (ACEL) so that he could support businesses who do not have the luxury of a Consensus HR in meeting its legal requirements whilst acting to best practice to gain maximum results for the business and team.  Five Big HR Changes for 2015

Email & telephone advice line

We understand that sometimes our clients wish to gain advice urgently and prefer to either telephone or send an email and is why for a small monthly fee we can provide unlimited advice from our Chartered Institute of Personnel & Development (CIPD) qualified professionals.

On the whole we are able to answer questions immediately but should further information be required we will get back to you within 4 hours and as part of our advice we will provide draft legal letters to ensure your company follows best practice & the law.

Understanding Employment Law can be hard for any business to ensure it continually adheres to the laws set by Parliament & European Directives and with Employment Tribunal (ET) fees averaging £7,000 per day for 4 days totalling around £28,000 we ask our clients why would you risk incurring these costs as well as your status as a reputable employer and support them in putting the right systems in place.

Did you know by law that all members of your team are entitled to a Contract of Employment within two months of starting with the business?

Seeking professional HR and business advice can help your business be proactive rather than reactive. You’ll be doing as much as possible to prevent disputes from happening. Should you have to proceed to ACAS conciliation or ET, you’ll be able to demonstrate best practice and activities meeting legal requirements. Your business will be seen as a business of preference to work. You’ll also achieving better sales, employee motivation and reduced turnover of staff.

We are Chartered members of the Chartered Institute of Personnel & Development and hold an advanced qualification in employment law (ACEL)

Employment documentation

We understand the importance of employment documents and what is a necessity from the start such as Contracts of Employment & Handbooks with relevant Policies written for the business as by getting these foundations in place from the start can help to ensure that businesses have the right systems in place to improve business success whilst making them a preferred employer of choice.

By having the correct documents in place it will help to ensure that your team know what is expected from them whilst also putting in place the Policies & Procedures relevant to their role and what action maybe taken should they not meet the required standards.

All our documents are written in conjunction with the Chartered Institute of Personnel & Development (CIPD) and are drafted specifically for the company

Business Support

At Consensus our relationship with our clients is extremely important and is why each client is treated individually and not as a number. We get to know our clients businesses and provide solutions to their HR issues whether it is introducing contracts, values or a performance management system to employment law training. We are there to take the headache away of employing people and allow the business to continue to grow.

We provide help, guidance and coaching support at every stage whether you need us to be present on site to support you or talk you through the situation on telephone or email and regardless of what your HR need is whether its advice on employment contracts, a specific issue or want to make a change, we will help and guide you through the employment law.  We help Companies with their People Solutions’.

Our aim is to ensure that all our client receive a proactive rather than reactive service that works with them to identify any potential pitfalls that may occur and put suitable solutions in place for the benefit of the business and team. We will carry out a one hour complimentary audit on your current HR within the business and give you honest feedback and options on the best way forward.

Onsite support:

Dealing with employee issues such as an unacceptable level of sickness or theft can sometimes be time consuming and worrying for business owners with them needing support and is why at Consensus we are happy to attend a clients business and support them and will provide a quote for this service if needed.

Employment documentation

We understand the importance of employment documents and what is a necessity from the start such as Contracts of Employment & Handbooks with relevant Policies written for the business as by getting these foundations in place from the start can help to ensure that businesses have the right systems in place to improve business success whilst making them a preferred employer of choice.

By having the correct documents in place it will help to ensure that your team know what is expected from them whilst also putting in place the Policies & Procedures relevant to their role and what action maybe taken should they not meet the required standards.

All our documents are written in conjunction with the Chartered Institute of Personnel & Development (CIPD) and are drafted specifically for the company.

Employment law updates

Every two months our retained clients receive a newsletter that outlines a range of important HR issues to date that they need to be aware of, whether this is employment law change’s or events that have been happening in relation to HR in business.  We also provide this information on our website:

HR Development For Managers & Key members of the team

The development of one of your main assets, your team is vital to the success of the business and whether it creating and implementing a new Performance Review process or writing customer service development we are able to provide first hand development courses written specifically for your business together with core Competency Training such as ‘Working to Objectives & Standards’ and Developing Self & Others’ to name just a few

All of this development is written specifically for you and your team and what the business requires.

Why not contact us or give us a call now to discuss further.

Investigations

Investigations

Demotivated or poor-performing team members can affect your business.  It’s not just their work that suffers, often so does the work of those around them.  So how do you deal with them properly?  Consensus HR can help you tackle these issues effectively and one area is the carrying out of an internal investigations.

Conducting internal investigations into alleged employee misconduct requires skill and tact. Those carrying it out must balance thoroughness with fair treatment towards those under investigation. This isn’t easy and is why a Consensus HR & Business we work with clients to ensure it meets best practice and legal requirements.

What action should a company take before carrying out an Investigations hearing?

Before holding an investigatory hearing, it is crucial that employers have sound evidence on which to base their decisions. Failing to conduct full investigations, in all but the most exceptional of circumstances, may render a dismissal unfair and result in costly consequences in terms of tribunal awards, staff morale and stakeholder confidence.

Investigations are a key part to any business when having to deal with alleged misconduct in the workplace. When conducting an investigation, the Acas Code of Practice & Statutory Disciplinary and Grievance Procedures must be taken in account. Investigations should be carried out “without unreasonable delay” and the employee dealt in a “fair and reasonable manner” to establish the facts.

What guidelines are available that state best practice when dealing with an Investigation?

  • notifying the relevant personnel
  • taking notes
  • the people who should be present
  • advice given at the opening of the meeting
  • what action can or should be taken upon completion

Helping you through every stage

Incorrect action can result in claims for unfair dismissal and financial compensation awards, (often involving thousands of pounds). for the business and employee and if you would like us to be present then this can be arranged

We will help you with your employment issues whilst offering human resources advice through every stage and explain the investigatory process and how this forms part of an overall grievance or disciplinary procedure (Acas) should it need to proceed to this level  We will coach you how to gather evidence, conduct the meetings and take minutes whilst also providing you with useful tools such as a meeting template to use that details the key details you need to note to assist in the future should it progress to an Employment Tribunal (ET)

We will also attend appeals and make recommendations if necessary. We ensure that all tricky correspondence is written legally and to best practice for you.  You will never have to worry that you have said the wrong thing or missed something important.

We will also help to ensure that you follow up correctly after the grievance or disciplinary meeting as we want to ensure the correct result for the business and team and bad feeling / performance is kept to a minimum and the business is able to move forward rather than reverting back to stage one.

Why not contact us or give us a call now to discuss further.

Performance Management.  What is the purpose?

The purpose of our Performance Management is to make sure that each employee is clear about what is expected from them in their job and also to understand whPerformance Managementat they are doing well and what the manager can do to support and coach the employee to work differently or better.

Each person should prepare for their Performance Review Meeting by reviewing their job description and any objectives that were agreed during or since the last review meeting and completing a preparation form. Any discussions and comments for the previous year should be written down and discussed and objectives agreed for the coming six months using the job description relevant to your role and the company.

Working towards the same company goals ensures success for the business as well as individuals working within it. Consensus HR & Business – Herts & Beds recommends earliest development and implementation of correct policies and procedures.

We know that by having a suitable performance review process in place helps to facilitates effective performance management – of your teams and your business. These steps allow for individual SMART objectives to be written and rewarded appropriately if achieved or identified development or corrective action taken.

Two six-monthly structured 121-performance management meetings (appraisals) are recommended. These allow the individual and company management representative to sit down in a friendly environment and set SMART objectives. Both company and personal goals are agreed for the team member to achieve. Feedback should be sought throughout the year. Plus, everyone is fully aware of initial actions and steps of last resort.

What can implementing an effective performance management programme achieve?

• increase team motivation
• increase sales
• retain team members
• improve customer service
• improve business performance

Above all, everybody understands how they contribute to the success of the business. They also know what corrective action will be taken should they not be willing or able to achieve the agreed objectives set.

Why not contact us or give us a call now to discuss further.

Recruitment

Recruitment

Recruitment and ensuring this is carried out correctly is a vital necessity when recruiting people as recruitment of the the wrong person for the organisation can lead to performance issues, grievances, increased costs, and lowering of morale in the existing workforce. Such people are likely to be disengaged, unlikely to give of their best, and end up leaving voluntarily or involuntarily when their unsuitability becomes evident.

Employers need to ensure that they are acting legally when carrying out recruitment and that everything from the recruitment method to the questions / selection method used are legal and to best practice and have a responsibility to ensure that no unlawful discrimination occurs in the entire recruitment and selection process.

By working with our clients we discuss the methods available to attract the best (and the right) candidates whether this be the Job Centre, Social Media (Facebook, Twitter, LinkedIn) and the Advert – what to say and what not to say

How do we help businesses with their recruitment?

We help businesses to be able to adapt to a changing labour market whilst ensuring that they are adhering to legislation such as the Equality Act 2010 and what can be asked prior / during recruitment.

We will look at what application process you are going to use and how you are going to select the best candidate whilst also looking at:

  • How you are going to Interview and the approach to use and conduct it
  • How are you going to select the right person?
  • How to make the right decision
  • Asking for References and Qualifications and copy of passport
  • To finally making an offer of employment.

Once recruited we then work with our clients to write a comprehensive Job Description or Personal Specification for the role.

How much on average does an Employment Tribunal (ET) cost?

On average it costs anything from £10k – £30k depending on role to recruit a new member to the team? This incorporates the time and costs invested in:

  • writing the advertisement
  • placing it with the correct source (Paper, Job Centre, Social Media)
  • writing the selection criteria
  • preparing the questions that will be asked
  • interviewing candidates
  • training the new member
  • loss of production and possible customer service and customers,
  • developing the new team member
  • possible bad moral amongst the team
  • the possibility of a change in business culture

By working together we ensure all these areas are covered and the best talent is recruited for the vacant position.

Why not contact us or give us a call now to discuss further.

Redundancy

Redundancy Handling

Unfortunately there may come a time when businesses have to go through the Redundancy process and make members of the team redundant. This can be due to loss of sales, clients or changes in technology for example. Consensus HR realise that this can be the hardest thing that any company wishes to do but unfortunately due to circumstances beyond their control they have to and this is where we can help you get things right.

When making employees redundant, it is essential that best practice is adopted and actions are legally compliant. This will minimise disruption to the business and help maintain moral amongst the team.

Working with Consensus HR ensures that any redundancies are carried out correctly, legally and efficiently. The dangers of not handling redundancy situations correctly include:

  • loss of sales
  • demotivated team members
  • change in company culture to bad moral
  • taken to Employment Tribunal

Companies need to follow a sensitive and fair redundancy process

If your company does not want to find itself in an employment tribunal, it must follow a fair redundancy process, which will help to ensure that those members of the team that remain see that you have acted reasonably and properly.

Consensus HR will take you through every step of the process and help you to identify your pool of candidates using a suitable selection criterion relevant to your business. We will help and guide you through the process of making those difficult decisions whilst ensuring at all times you have acted legally, fairly & sensitively.

As part of the process you will need to consult with anyone who may be affected by redundancy.  Consensus HR will make sure you follow the correct consultation procedures and provide the right letters and documentation for you at every stage.  For those that are selected, we can provide support and guidance to help them seek a new career in the future. We are also able to help your business to plan its manpower going forward you’re with fewer team members.

Help with redundancies

What we provide at Consensus HR, is whatever you need whether you would like full support on site or telephone / email advice throughout the whole redundancy process or some help delivering the news. We are there throughout.

Statutory Redundancy Pay (SRP)

Employees need to have a minimum of 2 years’ service to qualify for Statutory Redundancy Pay.  The amount due is based on an employee’s age, length of service and average weekly wage.  To calculate how much Statutory Redundancy Pay your employees would receive, please click here.

To protect your business and handle redundancy situations fairly and legally, talk to the team at Consensus HR.

Rewards & Benefits

rewards-and-benefits

Rewards & Benefits within businesses are a very diverse area that needs to be amended to suit the needs of the business and its culture and what the business wishes to achieve to attract the right candidates for the roles it has within its business.

What types of rewards & benefits are there?

There are many types of Competitive Rewards & Benefits packages that can be introduced for all employees based on their role within the organisation and what is required to obtain and retain the best talent available and can range from including Health Care, Pension (other than statutory NEST scheme), Dental & Health Scheme, Voucher scheme for local retail outlets, Life Insurance, Gym Discounts, Season ticket loan, Car Allowance depending on Location and role, commission on top of their basic salary as well as Incentives such as Weekend’s away, team events, and family days.

Companies need to recognise their staff for their hard work and dedication and have rewards schemes that are recognised as being one of the best in the industry. Incentives need to be designed to encourage, inspire and develop each member of the team in his or her role.

Rewards & Benefits Advice & Support

We at Consensus HR have helped a number of clients with their reward packages for the team from monthly sales incentives to performance managed programs which have resulted in an increase in sales, better retention and increase motivation whilst also analysing what is best practice within their industry.

Why not contact us or give us a call now to discuss further.

Training and Development

Training and Development

The training and development of your team is a necessity. You need to get new hires up to speed as quickly as possible so they can become productive members of your team and you also need to update the skills of existing employees so they’ll be ready for you to implement new technology, develop new processes and acquire new markets and is why at Consensus HR we work with our clients to identify Training and Development Needs through the completing of a Training Needs Analysis (TNA) gathered from the team and the companies Performance Review process.

What do we work with our clients to achieve?

  • Higher Productivity and reduce costs.
  • Quality Improvement and satisfying the customers,
  • Reduction of Learning Time by helping to ensure training and development is written introduced and evaluated correctly.
  • Employment Safety and ensuring that a companies legal obligations are being met.
  • Reduction of Turnover and Absenteeism by training the team correctly and creating a feeling of confidence in the minds of the workers. It gives them a security at the workplace. As a result, labour turnover and absenteeism rates are reduced.

Effective Management:

Training can be used as an effective tool of planning and control. It develops skills among workers and prepares them for handling present and future jobs. It helps in reducing the costs of supervision, wastages and industrial accidents. It also helps increase productivity and quality, which are the cherished goals of any modern organisation.

Help with Training and Development

What we provide at Consensus HR & Business – Herts & Beds is whatever you need whether you would like full support on site with a training and development course or for us to write it and provide all the materials and you personally carry it out. We are there throughout to support you with your people solutions.

Why not contact us or give us a call now to discuss further.

Testimonials

Peter Plencner
Quality Never Goes Out Of Style

I hired Matthew in 2012 when i won the contract in Medical and Healthcare Regulatory Agency and i have had transferred the cleaner under TUPE to us who wasn’t providing the services as contracted with client. Matt helped us through the ACAS and because the performance from cleaner didn’t change we had to dismiss her, this caused us to be responded in Employment Tribunal where i successfully won. Matt is expert in ACAS and i wouldn’t hesitate to use him again

Nosheen Lone
Managing Director at TekOne Technologies Limited. Business IT Specialists.

testimonials“Due to our rapidly expanding team we were facing many new challenges in the process of recruitment and compliance with various laws. We approached Matthew Pinto-Chilcott of Consensus HR for his advice and were delighted with a very friendly, professional and rapid response. Not only Matt’s advice helped clear up many issues but also provided greater insight into the recruitment, engagement and employment process. I’ll highly recommend Matt and his professional services to anyone who is looking to employ team members. It has saved us many hours of work and has been beneficial in developing a smooth and strong relationship among the team members.”
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Richard Ebbs CFS
Head of Uropa Brands

“I have known Matthew for many years since working with him in the HR department for Welcome Break. He is one of the most diligent hard working team members I have ever worked with. He is self motivated and has gained a fantastic knowledge of HR law and working practice. A true asset for any business needing a HR professional!”

Tina W said:
“Consensus HR are very helpful and quick to respond!”
Martin Hinchliffe
Managing Director Asquith Nannies Ltd. Winner of NMT Business Newcomer . Director Montessori , People Director AsquithNurseries

“Matthew was a thoroughbred professional Human Resource and Training professional who could operate comfortably at levels within the business.
He could interact very easily with team and commanded total respect when delivery challenging targets.
I would have no hesitation recommending Matthew to you and believe he would make a major contribution to your business”

Neil Porter BA Chartered FCIPD FInstLM
Senior Management Development Specialist

“Matthew was my main point of contact at Veolia Water where I designed and ran many programmes to meet their needs over the 5 years I was at Campus Veolia. Matthew was always an inspiration to work with- giving a full and clear definition of the business needs, arranging the appropriate SME’s for me to meet with to design and sign off the training materials. He also ensured the training venue was set up correctly( often coming to check the detail personally) and we developed a good working relationship. He was also a great help with the Riyadh project which I was seconded to manage when he left Veolia. I would not hesitate in reccomending him as a highly motivated professional detail conscious HR Manager with the personal touch so often missing in our profession.”

Julie G said:
“Matt has been working with us for several years. Has made a positive effect on our HR”.
Susan Johnstone
HR Director at Affinity Water

“I thoroughly enjoyed working with Matt as part of the HR management team, he is professional, hard working, supportive and committed to getting best results for the business”