Matthew Chilcott

About Matthew Chilcott

Posts by Matthew Chilcott:

24 02 2023

Gender pay gap will not close until 2044.

Matthew Chilcott Employment Law, General, Handbook, Recruitment, Rewards & Benefits #outsourcedhumanresources, #outsourcing, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “When I saw this latest press article in relation to Equal Pay and the fact that they are predicting now that the pay gap will not close until 2044, I was shocked. The Equal Pay Act 1970 was one of a range of equality Acts such as Race Relations Act 1976, the Sex Discrimination Act 1975 and the Disability Discrimination Act 1995 to name a few. These were all repealed in October 2010 when the Equality Act 2010 was introduced and considering this was over 48 years ago, we still have a long way to go! The Equality Act 2010’s main points are:

Legally protects people from discrimination in the workplace and in wider society. It replaces previous anti-discrimination laws within a single Act making the law easier to understand and strengthening protection in some situations. Full details of the Act can be found by clicking here on the Governments Legislation website.

As outsourced HR Consultants we ensure that all our clients work to best practice and the law and the Equality Act 2010) EQA 2010) is just one piece of Legislation we ensure our clients, and their teams adhere to throughout as nobody should receive unfavourable treatment in the workplace. We work with all our clients to ensure that a comprehensive, user friendly Employee Handbook is provided that is written in plain English and that full access is always available through our IT system should it be needed by any member of the team. The protected Characteristics under the EQA 2010 in part 2, Chapter 1, sections 5-12 are:

Age, Disability, Gender reassignment, Marriage and Civil Partnerships, Pregnancy and Maternity, Race, Religion or belief, Sex and Sexual Orientation.

Awards if proven at an Employment Tribunal can be unlimited

NEWS ARTICLE: Gender pay gap will not close until 2044.

Analysis by the Trade Union Congress (TUC) shows that the gender pay gap is almost 15% and widens “dramatically” after women have children. The report also reveals that women effectively work for free for 54 days due to the discrepancy between what men and women are typically paid. Women aged between 50 and 59 have the highest pay gap of 20.8%, while for those aged 60 and over it is 18.4%. The gender pay gap is largest in the South East of England (17.9%) and East of England (17.5%). TUC analysis of official data shows that the gender pay gap has fallen by an average of 0.4 percentage points a year since 2011. At the current rate of progress, it will take until 2044 for pay parity to be achieved. TUC general secretary Paul Nowak said: “Working women deserve equal pay, but at current rates of progress, it will take more than 20 years to close the gender pay gap.” He added: “It’s clear that just publishing gender pay gaps isn’t working. Companies must be required to publish action plans to explain what steps they’ll take to close their pay gaps, and bosses who don’t comply with the law should be fined.”

City AM

The Independent

The Human Times

Contact us now

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

22 02 2023

Long-term sick responsible for growth in economic inactivity

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

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “The Guardian – Long-term sick responsible for growth in economic inactivity amongst other papers have written more about the sick and getting them back to work with this report stating that the number of long-term sick has risen by more than 350,000 since the start of the Pandemic. As a HR Consultant / former Operations Manager, managing employee sickness is never easy can if not careful be put on the back burner and never managed / ignored. All people unfortunately get sick at one time or another but by having the correct Policies & Procedures in place and managing appropriately with tools such as the Bradford Index, companies can ensure that the member of the team gets any support that is needed, the correct medical advice is sourced and the employee gets back to work when appropriate for the benefit of the business and member of the team.”

NEWS ARTICLE: Long-term sick responsible for growth in economic inactivity

Experts say Government efforts to get early retirees back to work to boost the economy are misguided and ministers should be focussed instead on tackling long-term sickness to reduce economic inactivity. “There is a real risk of the government barking up the wrong tree when it comes to the growth in economic inactivity,” a report from the consultancy LCP says. The Chancellor, Jeremy Hunt, previously urged the over-50s to get off the golf course while the Work and Pensions Secretary, Mel Stride, is preparing an urgent review of options to boost workforce participation. Sir Steve Webb, the former pensions minister who co-authored the LCP report, said rising long-term sickness and NHS waiting lists were much more significant than early retirement. “We were gobsmacked by what we found,” Webb said. “It turns out there are fewer earlier retired today than at the start of the pandemic.” However, the number of “long-term sick” has risen by more than 350,000 since the start of the pandemic, accounting for more than half of the growth in inactivity over that period.

The Guardian

The Human Times

Click below to read further information on the subject:

Contact us now

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

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

The Importance of Employee Engagement and How to Improve it

21 02 2023

Firms stick to four-day working week after trial ends

Matthew Chilcott Blog, General, Newsletter, Rewards & Benefits #4dayweek, #fourdayweek, #HR Herts, #HRblog, #HRHertford, #HRLetchworth, #HRStevenage, #hrstrategy, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Further to our previous blog on 28^th January 2022, it would seem that most of the British companies who took part in the four day week are. now sticking to it. Previously we commented: “we believe as long as the correct Policies and Procedures are put in place for the team and company and the required results are achieved, then why not have a four-day week? Are more companies who can accommodate this due to their business sector / products going to give it a try? We wait to see if cultures / business sectors see the benefit and make the change following what has happened over the previous three years with the Pandemic and major changes to companies having to happen due to not having a choice.”

NEWS ARTICLE: Firms stick to four-day working week after trial ends

Most of the British companies taking part in the world’s largest trial of a four-day week are to continue with the new working pattern. Of the 61 companies that started the six-month trial, 56 have extended the four-day week, including 18 who have made it permanent. The vast majority of companies reported that they were satisfied with productivity and business performance over the trial period. The six-month trial was organised by campaign group 4 Day Week Global, think-tank Autonomy and researchers at Boston College and the universities of Cambridge and Oxford. The findings of the trial are to be presented to MPs on Tuesday as part of a lobbying push to encourage the UK government to change legislation to give staff the right to request a four-day pattern. Joe Ryle, the director of the 4 Day Week Campaign, described the trial as a “major breakthrough moment,” adding: “Across a wide variety of sectors, wellbeing has improved dramatically for staff; and business productivity has either been maintained or improved in nearly every case . . . We’re really pleased with the results and hopefully it does show that the time to roll out a four-day week more widely has surely come.” Juliet Schor, an economist and sociologist at Boston College, observed: “At the beginning, this was about pandemic burnout for a lot of employers. Now it’s more of a retention and recruitment issue for many of them.”

Sky News

Financial Times

The Wall Street Journal

The Guardian

The BBC

Contact us now

If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

21 02 2023

National Pancake Day – February 21, 2023

Matthew Chilcott Blog, General #outsourcedhumanresources, Business, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Did you know that February 21st is National Pancake Day? Have you got all your ingredients ready? Enjoy!!

HISTORY OF NATIONAL PANCAKE DAY

Also known as Johnnycakes, griddle cakes or hotcakes, this batter-made breakfast item dates back more than 30,000 years. In fact, it may be the oldest breakfast food in history, spanning as far back as the Stone Age and even found in the stomach of Otzi the Iceman, whose human remains are estimated to be 5,300 years old.

The Middle English word ‘pancake’ first appeared in English in the 15th century however, Ancient Greeks and Romans made what were called Alita Dolcia or “another sweet” with wheat flour, olive oil, honey, and curdled milk. Greek Poets, Cratinus and Magnes wrote about them in their poetry and Shakespeare mentions them in his famous plays. During the English Renaissance, pancakes were flavored with spices, rosewater, sherry, and apples. This practice of pouring batter on a pan and frying it is common in nearly every culture around the world.

In the UK, they’ve celebrated Shrove Tuesday since 1100 A.D. It is the day before Ash Wednesday, also referred to in other places as Fat Tuesday. This very popular Feast Day is observed through participating in confession, finalizing a lenten sacrifice, as well as consuming pancakes and other sweets.

This year guests from around the country will once again celebrate National Pancake Day at IHOP and enjoy a free short stack of Buttermilk pancakes. In return for the free pancakes, guests will be asked to consider leaving a donation to designated local charities. This is your opportunity to contribute to your community and enjoy a delicious meal. Don’t miss out!

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Management and Team Development Workshops

We continually run a a range of fact / Knowledge gaining, informal, friendly & exciting HR Management / business owner development workshops designed to equip individuals with the skills required to run their businesses successfully.

If your business would like to run a specific HR Workshop such as Performance Management, Disciplinary & Grievance Management, or Customer Service to name a few, please get in contact today and we will work with you to develop a program.

Contact us now

If you wish to ensure you have taken the correct measures when it comes to the cold weather i the workplace, give us a call now.

20 02 2023

The Importance of Employee Engagement and How to Improve it

Matthew Chilcott Blog, General, Performance Management, Rewards & Benefits #employeeengagement, #outsourcedhumanresources, #outsourcing, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

As a human resources consultant, I have seen first hand the impact that employee engagement can have on a company. Engaged employees are more productive, more likely to stay with the company, and more committed to achieving the company’s goals. On the other hand, disengaged employees can have a negative impact on the company, including decreased productivity, increased turnover, and decreased customer satisfaction.

In this article, we will explore the importance of employee engagement and how to improve it.

What is Employee Engagement?

Employee engagement is the emotional connection that an employee feels to their job and the company they work for. Engaged employees are motivated and committed to their work, and they feel a sense of purpose and fulfilment in what they do. They are also more likely to be creative, innovative, and productive, and they are more likely to go above and beyond what is expected of them.

Why is Employee Engagement Important?

There are many reasons why employee engagement is important, including:

Increased productivity: Engaged employees are more productive, which can lead to increased profits and success for the company.

Lower turnover: Engaged employees are less likely to leave the company, which can save the company time and resources that would be spent on recruitment and training.

Improved customer satisfaction: Engaged employees are more likely to provide excellent customer service, which can lead to increased customer satisfaction and loyalty.

Better financial performance: Companies with high levels of employee engagement tend to have better financial performance, including higher profits and stock prices.

Improved employee health and well-being: Engaged employees are more likely to be happy and satisfied with their jobs, which can lead to improved health and well-being

How to Improve Employee Engagement

Improving employee engagement is an ongoing process that requires commitment and effort from everyone in the organisation. Here are some steps that you can take to improve employee engagement:

Communicate effectively: One of the key factors in employee engagement is effective communication. Make sure that employees are aware of the company’s goals, strategies, and plans, and encourage them to share their thoughts and opinions. Encourage open and honest communication, and provide opportunities for employees to ask questions and provide feedback.

Recognise and reward employees: Employee engagement can be improved by recognising and rewarding employees for their achievements. Provide opportunities for employees to be recognised for their contributions, and use a variety of recognition programs, including bonuses, promotions, and public recognition.

Provide opportunities for growth and development: Engaged employees are those who feel that they are making progress and growing in their careers. Provide opportunities for employees to learn new skills, take on new responsibilities, and advance in their careers. Encourage employees to pursue their passions and interests, and provide support for their professional development.

Foster a positive work environment: Employee engagement is positively impacted by a positive work environment. Encourage collaboration, teamwork, and a supportive culture, and provide opportunities for employees to connect with one another, both professionally and personally.

Empower employees: Engaged employees are those who feel that they have control over their work and that they are making a meaningful contribution. Empower employees by giving them the resources, information, and support they need to do their jobs effectively. Encourage employees to take ownership of their work and to make decisions that will benefit the company.

Measure and track employee engagement: To determine the effectiveness of your employee engagement initiatives, it is important to measure and track employee engagement. Use surveys, focus groups, and other tools to assess employee engagement, and analyse the results to identify areas for improvement. Regularly gather feedback from employees to understand their needs, concerns, and opinions. This can help you identify areas of the company that need improvement, and it can also help you see the impact of your engagement initiatives.

Address employee concerns: One of the biggest reasons for disengagement is when employees feel that their concerns are not being addressed. Make sure that employees have a clear and effective way to voice their concerns, and that they feel confident that their concerns will be heard and addressed. Be proactive in identifying potential issues and addressing them before they become major problems.

Lead by example: Finally, it is important for leaders to lead by example and to demonstrate the importance of employee engagement. Show your commitment to engagement by actively participating in initiatives and programs, and by making engagement a priority in your own work. Encourage and motivate other leaders to do the same, and create a culture that values and supports employee engagement.

Employee engagement is an essential aspect of a successful company, and it is important for businesses to make it a priority. By improving employee engagement, you can increase productivity, lower turnover, improve customer satisfaction, and achieve better financial performance. To improve engagement, companies need to communicate effectively, recognize and reward employees, provide opportunities for growth and development, foster a positive work environment, empower employees, measure and track engagement, address employee concerns, and lead by example. Investing in employee engagement will not only benefit the employees, but it will also benefit the company as a whole.

Contact us now

If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

20 02 2023

Love your pet day

Matthew Chilcott Blog, General #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, loveyourpetday, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Wow!, Love your pet day is today and whoever has been privileged enough to have a pet that is seen as part of the family, happy love your pet day. I have been fortunate in my life to have been brought up with a range of pets, whether it be Japanese rats, Guinea Pigs, Siamese / Moggy cats to Beagles and currently a Jack Russell. Pets can be a huge source of ensuring you get time to relax whether this is sitting down with them, feeding them or with a dog, getting out in the fresh air and walking them. I will be buying Thomas our Jack Russell and extra treat for the day and walk to the local fields and hope you have the opportunity to enjoy yours with your pets as well.”

LOVE YOUR PET DAY

Love Your Pet Day encourages showing and giving affection to your pet. Some activities one can partake in include: taking your pet for a walk, giving your pet a treat, and playing catch with them. One of the most popular ways to celebrate comes in the form of sharing pet photos on social media. Some insurance companies and veterinarians offer special deals on this day, such as partial reimbursement of veterinary costs if your pet is ill or injured.

Love Your Pet Day seems to have been created in 2013 to show further appreciation for pets. It is observed annually on February 20th.

For further information, click here

Contact us now

If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

16 02 2023

Company fined £120,000

Matthew Chilcott Blog, General, Health & Safety #fall, #Health&Safety, #Health&Safety #HealthandSafety, #outsourcedhumanresources, #outsourcing, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner or Consensus HR comments: “Well, another death reported by the Health & Safety Executive (HSE) due to an employee working at Heights and not having the correct equipment for the job and falling to his death. In this situation the HSE stated that the company had not planned for getting the rope access equipment on to and off the roof safely, and provided no instructions to the operatives. The HSE provides excellent guidance on roof work which can be found on their website or by clicking here.”

A company has been fined £120,000 after a dad died following a fall from the roof of a building site.

Father-of-one Dennis Vincent, 36, and another worker were using ropes to install a lightning protection system to the front of a Warrington office block being converted into flats.

Mr Vincent, who was from Stoke-on-Trent, Staffordshire, was lowering the access equipment from the roof, using a rope attached to a frame at roof level and a handrail at ground level. As he did so, both he and the frame fell from the roof to the ground.

The incident happened on 24 February 2021 at Palmyra House, Palmyra Square in Warrington.

An investigation by the Health and Safety Executive (HSE) found Mr Vincent’s employer, PTSG Electrical Services Limited, failed to adequately assess the risks associated with this work, giving little consideration to the work at height hierarchy of control and opting for personal protection measures over more suitable collective protection measures, such as scaffolding or a mobile elevating work platform (MEWP).

In addition to this, the company had not planned for getting the rope access equipment on to and off the roof safely, providing no instructions to the operatives.

HSE guidance on roof work can be found at: Construction – Roof work industry health & safety (hse.gov.uk)

PTSG Electrical Services Limited, of Flemming Court, Whistler Drive, Castleford, West Yorkshire, pleaded guilty to breaching Section 2(1) of the Health and Safety at Work etc. Act 1974. The company was fined £120,000 and ordered to pay £5448.51 in costs at Wirral Magistrates’ Court on 9 February 2023.

HSE inspector Sara Andrews said: “Our thoughts today are with the family of Dennis Vincent, a young dad and husband who did not return home on 24 February 2021 because of the failings of his employer.

“This incident could easily have been avoided by better planning of the work to ensure adequate controls were in place to prevent falls from the roof. Whilst rope access techniques are appropriate in some circumstances, they should only be used if more appropriate measures, such as fixed scaffolding, cannot be.

“Companies should be aware that HSE will not hesitate to take appropriate enforcement action against those that fall below the required standards.”

A further two companies will appear at Liverpool Crown Court later this year in relation to the incident, after pleading not guilty at an earlier hearing.

Contact us now

If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

Gen Z workers may be feeling the strain more than anyone

16 02 2023

Gen Z workers may be feeling the strain more than anyone

Matthew Chilcott Blog, General #ConsenHR, #GenZ, #outsourcedhumanresources, #outsourcing, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “This is a very interesting article by Megan Carnegie in BBC Work life in relation to Gen Z and relates to our previous blog – ‘Young people seek to make friends. It would be seen that Gen Z do not have the confidence in the workplace as was the case with previous generations and need to be introduced to the company using different methods. It would seem from this article and other articles I have read recently that Gen Z need to be coached and supported more to feel part of the company and flexibility is key. It would also seem that the need for structured performance meetings (Appraisals) are key to ensure they feel part and well equipped in the company. More than ever, businesses need to ensure that they practice good HR and use best practice processes such as user-friendly inductions / performance reviews and coaching whilst ensuring that the team all know how important everyones roles are to the success of the business and team. What are your views?

NEWS ARTICLE: Gen Z workers may be feeling the strain more than anyone

BBC Work life wonders whether Gen Z is the most stressed generation in the workplace. According to Cigna International Health’s 2023 poll of almost 12,000 workers around the world, 91% of 18-to-24-year-olds report being stressed – compared to 84% on average. “In its essence, work is at a very uncertain time,” explains London-based Eliza Filby, a generational researcher, who advises companies on managing and recruiting people in their 20s. “There’s horrendous stress about layoffs for everyone.” Meanwhile, October 2022 data from McKinsey indicates that employed Gen Zers were more likely than other respondents (26% versus 20%) to report their pay did not enable them to have a “good quality of life.” And LinkedIn data suggests young workers feel ill-equipped in the workplace. The professional networking site’s data from December 2022 shows 18-to-25-year-olds to be the least confident out of all generations in their current job or role. Los Angeles-based Santor Nishizaki, an organisational leadership expert, says leaders can help take the strain off the youngest workers by building what he describes as a culture of purpose and impact. “Gen Zers want to work for an organisation that offers flexibility, a boss who is a coach and a mentor (rather than a technical expert), frequent communication and clarity on how their work creates a positive impact in the world,” he explains.

BBC Worklife

The Human-Times

Anti-Slavery Day | Consensus HR in Herts & Beds.

Contact us now

If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

15 02 2023

Doctors told to sign off fewer patients

Matthew Chilcott Absence Management, Blog, Employment Law, General, Health & Safety #GP, #outsourcedhumanresources, #sickness, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: – “Admittedly it can be very difficult nowadays to get a GP Medical report as previously stated in order to get an employee back into the workplace, but is this the answer? currently when requesting a report, we must ensure there is a clause within an employee’s contract whilst also gaining their Consent under GDPR ensuring the member of the team is fully aware of their legal rights. They do not have to give consent if they do not wish but it must be emphasised to the member of the team that failure does not allow us to manage and support their health and could mean us having to make decisions with only what we know. My question would be what support they are able to offer the employee to return to work and what / if any further information would be needed from the company / HR as we currently provide a copy of their Job Description? This in principle is a very good idea but how it will be managed, should it be introduced we wait to see.”

NEWS ARTICLE: Doctors told to sign off fewer patients to get more people back into work

Doctors are to be told to sign fewer people off work with sick notes and instead help them to remain in employment under proposals being considered for next month’s Budget to reinvigorate the economy. A new approach to how doctors decide whether people are too sick to work is one idea under consideration as the Treasury and the Department for Work and Pensions (DWP) examine how to reverse a marked increase in the number of people off work with long-term sickness in the wake of the pandemic, The Telegraph reports. Doctors are to be encouraged to focus on ways people with long-term illnesses can continue to work with support rather than signing sick notes that enable them to drop out of the labour market altogether. A government source said: “The mental health benefits of work are well established. We want to do all we can to encourage as many people as possible to stay in work with the relevant support in place to help them do so, including signposting them to that support at the earliest possible opportunity.”

The Daily Telegraph

The Human Times

Contact us now

If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

Young workers' safety highlighted during National Apprentice Week

14 02 2023

Safe use of ladders and stepladders at work

Matthew Chilcott Blog, General, Health & Safety #Health&Safety, #ladders, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Another interesting Health & Safety fact from the Health & Safety Executive. 29 fatal injuries occurred in 21/22 due to falls. The HSE and Ladder Association have created a very informative guidance document. This updated guidance now highlights the importance of training and offers expanded guidance on different types of portable ladders, such as telescopic ladders and combination (or multi-purpose) ladders and is available by clicking on the link within the article. This is just one of the many areas within Health & Safety that employers need to ensure are managed correctly and the appropriate development for the team taken and correct Health & Safety Policies and Procedures in place to avoid such fatal injuries.”

Safe use of ladders and stepladders at work

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

HSE’s annual fatality statistics reported that there were 29 fatal injuries caused by falling from height in 2021/22.

Ladders and stepladders are not banned under health and safety law. They can be a sensible and practical option for low-risk, short-duration tasks, although they should not automatically be your first choice.

To help you make sure you use the right type of ladder, and that you know how to use it safely, our website has guidance on staying safe when using ladders at work. It includes:

more detail on competency, and what that means for ladder users and those managing ladder use on site
key safety advice for using telescopic ladders
practical tips for using combination and multi-purpose ladders
good practice for securing ladders

You can also download the guidance document Safe use of ladders and stepladders, which was jointly produced by HSE and the Ladder Association.

For more information and advice visit our working at height website.

Here are a few of our previously written blogs on Health & Safety and information received from the HSE.

Contact us now

If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

13 02 2023

Demand for skilled workers to push up salaries

Matthew Chilcott Blog, General, Payrol, Performance Management #outsourcedhumanresources, #payroll, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott of Consensus HR comments: “With the current strikes taking place, when writing this blog, is it hardly surprising that Demand for skilled workers to push up salaries ? This latest article from The Times discusses that it is predicted that private sector employers will get a 5% increase in 2023, compared to the public section getting 2%. Has your business started to look at what your pay review for the year and what you can afford? Has your business carried out any salary reviews within your area of business to see what the current rate of pay is? Whether this be high, median or low in relation to your competitors? In order to keep top talent, pay is one of the main drivers along with all the other areas of HR such as training and develoment, reward, culture etc.”

NEWS ARTICLE:- Demand for skilled workers to push up salaries

Demand for skilled workers is likely to push up salaries this year. A poll from the Chartered Institute of Personnel and Development (CIPD) shows that more than half of British businesses expect to increase salaries to “stay competitive.” The CIPD’s quarterly employment report shows that, on average, employers expect pay to increase by 5% in 2023. While it is predicted that private sector workers will get a 5% rise, public sector workers are expected to receive an increase of 2%. Although seven in ten firms want to hire new staff in the next three months, almost 60% said the workers they were looking for are proving hard to find. To address this, half of businesses have sought to improve the skills of existing staff, while a third have chosen to increase employees’ duties. Some 43% have increased the pay they are offering to lure applicants. Jon Boys, the institute’s senior labour economist, said: “Skills and labour remain scarce in the face of a labour market that continues to be surprisingly buoyant, given the economic backdrop of rising inflation and the associated cost of living crisis.”

The Financial Times

The Daily Mail

The Guardian

Contact us now

If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

13 02 2023

The Importance of Human Resources in Business

Matthew Chilcott Absence Management, Blog, Disciplinary & Grievance, Employment Law, General, Handbook, Health & Safety, Investigations, Newsletter, Payrol, Performance Management, Recruitment, Redundancy, Rewards & Benefits, Training & Development #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The Importance of Human Resources in Business – Human resources (HR) is a vital function within any successful business. Its primary purpose is to attract, retain, and develop talent, which is crucial for growth and competitiveness in today’s ever-evolving business environment. In this article, we’ll delve into the significance of HR in business and examine the many roles it plays in driving organisational performance.

To begin with, HR is responsible for attracting and retaining top talent. In today’s job market, with increased competition and a limited pool of available employees, it’s essential for companies to stand out and appeal to the best candidates. HR plays a crucial role in this regard by creating effective recruitment strategies that attract top talent to the organisation. This may involve utilising a variety of methods, including career fairs, social media, and employee referral programs, to reach potential candidates and showcase the company’s values, culture, and opportunities.

Once the top talent is on board, HR must then ensure that they are properly trained, developed, and integrated into the company culture. The success of a business is directly tied to the performance of its employees, and HR must make sure that employees have the necessary skills, knowledge, and support to excel in their roles. HR can do this by providing job training and development programs, implementing performance management systems, and conducting employee engagement surveys. These initiatives not only help employees perform better but also increase their job satisfaction, motivation, and overall engagement.

In addition to talent acquisition and development, HR also plays a critical role in ensuring that the company operates within the legal and ethical framework. This includes compliance with labour laws and regulations, as well as addressing workplace conflicts and disputes. HR must also be proactive in promoting a culture of diversity, equity, and inclusion, and ensure that the company operates in a manner that aligns with its values and ethical principles.

One of the significant benefits of having a strong HR function is that it helps to create and maintain a positive and productive workplace culture. A healthy work environment fosters employee engagement and motivation, leading to higher levels of productivity and overall performance. HR plays a key role in shaping and maintaining the company culture by creating a welcoming and inclusive work environment, promoting open communication, and recognizing and rewarding employees for their contributions. By doing so, HR helps to reduce employee turnover and increase employee satisfaction, leading to improved business results.

Another crucial role that HR plays in business is employee relations. This involves managing employee benefits and compensation, addressing employee concerns, and resolving disputes. HR must ensure that employees are paid fairly and receive adequate benefits, such as health insurance and retirement plans. They must also be knowledgeable about the company’s policies and procedures and be able to communicate them effectively to employees. Additionally, HR must be available to listen to employee concerns and provide guidance and support when necessary. By fostering a positive and productive work environment, HR helps employees feel valued and appreciated, leading to higher levels of employee engagement and satisfaction.

Finally, HR is responsible for supporting the overall strategic objectives of the organisation. This involves aligning HR initiatives and policies with the company’s goals and objectives and working with other departments to ensure that the company operates as effectively and efficiently as possible. For example, HR may work with the marketing department to develop and implement employee branding and recruitment initiatives that align with the company’s marketing strategy. Additionally, HR may partner with the finance department to develop and implement compensation and benefits programs that support the company’s financial objectives.

In conclusion, the importance of HR in business cannot be overstated. From attracting and retaining top talent, to creating a positive workplace culture, and supporting the overall strategic objectives of the organisation, HR plays a critical role in driving organisational performance and success. Companies that invest in their HR function will reap the rewards of improved employee engagement, higher productivity, and a more effective and efficient business operation. Investing in HR programs and initiatives, such as leadership development, diversity and inclusion, and employee engagement, will ensure that the organisation remains competitive in today’s fast-paced business environment and attracts and retains the best talent.

In addition to the tangible benefits of a strong HR function, there are also intangible benefits that are equally important. A company with a positive workplace culture and engaged employees is more likely to have a good reputation, which can lead to increased brand recognition and a positive image in the eyes of customers and stakeholders. This, in turn, can lead to increased customer loyalty and a more stable customer base, which is critical for long-term success.

It’s also worth mentioning that HR is not just about managing employees, but it’s also about managing the company’s most significant asset: its people. By providing support, guidance, and development opportunities, HR helps employees reach their full potential and contribute to the success of the organisation. Additionally, by fostering a positive and inclusive workplace culture, HR can help to create a workplace that employees are proud to be a part of, which in turn leads to higher levels of employee satisfaction, motivation, and performance.

Contact us now

If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

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.