Absence Management

12 06 2023

Summer employment issues: a six-point checklist

Matthew Chilcott Absence Management, Blog, Employment Law, General, Health & Safety #holidays, #outsourcedhumanresources, #summerholidays, Business, Business Owners, HR, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Warmer days are here and holidays are on the horizon… now is the time to start thinking about those common employment issues that coincide with the onset of summer. Laura Merrylees of Personnel Today sets out a checklist of six common issues.

Summer employment issues:

Competing summer holiday requests

Under the Working Time Regulations 1998, employers are not obliged to agree to a worker’s request to take holiday at a particular time, unless the employment contract provides otherwise.

If competing requests for holiday are received from different workers, managers may prioritise requests. However they should do this in a way that is fair and consistent, for example on a first-come, first-served basis.

To avoid the short periods of notice for requests and refusals, it makes sense for an employer to have its own holiday policy. It can then set out and communicate its own notice provisions and other arrangements relating to holiday

Un-authorised time off

If a holiday request is refused but the worker goes ahead and takes the time off anyway, it’s important not to jump to conclusions.

An employer should carry out an investigation to establish whether or not the absence was for genuine reasons.

If, however, there is no credible explanation from the worker, it may become a disciplinary issue. The employer’s disciplinary process will need to be followed.

Late return from summer holiday

Issues may also arise in the case of a worker who returns late from his or her summer holiday. In the first instance, an employer should allow the employee the opportunity to provide an explanation.

Supporting evidence, for example a medical certificate in the case of ill health, may be sought.

However, if the explanation does not appear genuine, the employer will need to consider following its disciplinary policy.

Summer dress codes

It may be reasonable for employers to adopt a more relaxed dress code during the summer months. The extent to which an employee may be allowed to dress down when the temperature rises will in part depend on the role he or she performs.

In the case of customer-facing roles, certain standards of presentation may need to be maintained. Equally, for health and safety reasons, it may be necessary for employees to continue to wear protective clothing irrespective of summer heat.

One way or the other, organisations should ensure that the dress code is reasonable. It should be:

Appropriate to the needs of the particular business
Non-discriminatory between groups of employees

Maximum office temperatures

The Workplace (Health, Safety and Welfare) Regulations 1992 state that the temperature in the workplace needs to be “reasonable”. However, there is no maximum temperature.

What is reasonable will depend on the nature of the workplace and the work being carried out by employees. Factors such as whether or not the work is strenuous or physical will need to be taken into account

Summer work experience

The school summer holidays are typically a time when employers offer school-age children the opportunity to carry out work experience. An employer does not have to pay a child of compulsory school age while on work experience.

However, all other rules and restrictions on employing young people will apply, and relevant approvals from the local authority or school governing body will need to be obtained.

Matthew from Consensus HR states “Summer should be a time of relaxation and fun for the team- but employees must remember that the company they work for still needs to operate correctly. Ultimately it is the employer that pays the wages. Time wasted by having to deal with avoidable issues could have been used for the benefit of the business & team in other ways.”

If your business suffers in the summer due to the issues raised in this blog, let us know.

Call Matthew at Consensus HR and see how they can help your business manage common summer employment issues.

Contact us now

If you need support with your team this summer, then we are her to help.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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02 06 2023

£25,000 – Man with cerebral palsy wins discrimination case

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General #disability, #disabilityinworkplace, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

£25,000 – Man with cerebral palsy wins discrimination case against Home Bargains, his former employer. Ryan Walker, who worked as a sales assistant at the company’s Armagh shop, took the case after his duties were changed. He had informed the firm that he needed to be physically active to manage his disability but was later moved from stacking shelves to working on tills. Home Bargains settled the case without admitting liability. Mr Walker said his experience had been awful and he had gone from “enjoying a job for three years to dreading going into work.” Mary Kitson from the Equality Commission for Northern Ireland said: “No employee with a disability should feel that their needs are not understood or valued by their employer.”

BBC News

Our comments: – Man with cerebral palsy wins discrimination case against Home Bargains

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting case that occurred in Northern Ireland which currently does not use the Equality Act 2010 but their own version which is very similar to ours and can be found by clicking here. Companies need to ensure that if informed of a disability they need to obtain professional medical advice to ascertain if any reasonable adjustments are needed as was the case in this scenario. In this situation, the business obviously needed more cashiers but had not fully thought through the consequences and needs of the member of the team involved due to their disability. If you are ever unsure of what action to take to ensure you are working to best practice and law, we advise that you talk to a Chartered HR professional and avoid this kind of scenario in your workplace where somebody dreads coming to work and an award of £25,000.

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18 05 2023

Office working should be ‘default’, Chancellor says

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General, Health & Safety #default, #hybridworking, #office, #officeworking, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The Chancellor has said the “default” location for workers should be in the office, unless there is a good reason to work remotely or in a hybrid pattern. Jeremy Hunt said that while working remotely – which has become increasingly common since the pandemic – has produced “exciting opportunities,” he is worried about a “loss of creativity” when it is permanent. A recent Deloitte survey found that 77% of Gen Z and 71% of millennials would consider looking for a new job if their employer asked them to go to their workplace full-time. Kate Sweeney, partner and human capital lead at Deloitte, said younger workers “expect to be able to flex their work to accommodate their personal life.” She added: “Employers who recognise this desire for choice and support this are more likely to attract, retain and motivate the best talent from these two generations.” Ben Willmott, head of public policy at the Chartered Institute of Personnel and Development, said: “Office environments provide valuable opportunities for collaboration, learning and social interaction, but the pandemic has also demonstrated the value of remote working in fostering employee well-being, and work-life balance, without compromising on productivity.”

BBC News

The Times

Our Comment: Office working should be ‘default’, Chancellor says

Matthew Pinto-Chilcott. FCIPOD, ACEL, Owner of Consensus HR comments: “Following many of our blogs written on this subject and shown below, we can now see within this article on the BBC and The Times that Jeremy Hunt has now made his opinion on the subject of not returning to the office with our Chartered Institute also having a say. We have had to help some of our clients get their teams back to the office but some have also expressed that it does actually work for their business not working from the office full time but on a flexible basis with some set compulsory days such as Tuesday, Wednesday. Business Owners need to ensure that they fully investigate whether this does work for their team and the business and through consultation with the team, take the necessary action as after all, without business there is no job but by not discussing it with the team, it can result in extreme adverse effects for the business such as bad moral, production, retention to name a few.”

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09 05 2023

Rise in long-term sick pushes benefits bill to record high

Matthew Chilcott Absence Management, Blog, Employment Law, General #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The UK is set to spend a record £1.9bn a week on benefits for working-age people this year due to a significant increase in the number of those suffering from long-term sickness. Department for Work and Pensions figures show that claimants will receive more than £100bn from the state, 52% more than before the pandemic. This is an increase of £34bn since Rishi Sunak became Chancellor in 2019-20. Half a million people left the workforce due to long-term sickness during the pandemic, and an additional 224,000 working-age people are expected to claim disability benefits annually, pushing the total to 3.7m by 2027-28. The Institute for Fiscal Studies found that the number of new claims for universal credit and personal independence payments had doubled across every age group. Former Work and Pensions Secretary Sir Iain Duncan Smith blamed ministers for failing to restore strict rules on claimants and failing to treat long-term sickness, particularly anxiety and depression.

The Times

Our HR comment: Rise in long-term sick pushes benefits bill to record high

Matthew Pinto-Chilcott – FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting article in the Times and something within Consensus HR that we are noticing a lot with our clients. Business Owners firstly need to make sure that they have a good, user friendly Sickness and Absence Policy in place that all members of the team are informed about when they start employment with the company and that this is to best practice and the law. This needs to be managed appropriately with back to work interviews for any occasion of absence regardless of length or reason. Absence should be spoken about and measured for all the team and amendments made to company policies and procedures if needed and even the work environment if it is found to be causing issues with members of the team’s health. I always say to people that HR is part of a web where companies must dot the I’s and cross the T’s as it all interacts. An example of this is that within an employees Contract of Employment, you should have a clause that states if needed you will seek GP / Occupational Health advice as at the end of the day we are not the medical professionals! By working with the medical professionals, businesses can ensure that members of the team are looked after and are back into the business asap. Good Health & Safety also plays a key part in the welfare with Risk Assessments and the appropriate training such as Fire, COSHH, Manual Handling to name a few to ensure the health of the team whilst ensuring all advice given by the Health & Safety Executive is followed whilst again adequate HR Policies and Procedures are in place and followed / managed. When working for a major retail chain we made sure that a new employees Induction incorporated all of this whilst making it an enjoyable event on their first day of employment. Yearly refreshers were then retaken during the quieter times of business.”

Key Information and blogs:

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28 04 2023

Sick days reach a record high.

Matthew Chilcott Absence Management, Blog, General #outsourcing, absence, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The number of working days lost to UK workers being ill has climbed to a record high of around 185.6m, Office for National Statistics (ONS) figures show. The sickness rate, which calculates the proportion of working hours lost because of sickness, climbed to 2.6%, the highest level since 2004. Working days lost due to sickness per worker hit 5.7. Yael Selfin, chief economist at KPMG UK, said the increase in working hours lost due to illness “signals further deterioration in the country’s production potential, and if continued, further decline in long term economic growth.” While the ONS report shows that minor illnesses, like colds and flu, accounted for around 29% of all sick days, Investec economist Sandra Horsfield said she had a “strong hunch” that the ongoing prevalence of Covid was the main reason behind the rise. The ONS notes a big rise in chronic sickness since the beginning of the pandemic but James Smith, a developed markets economist at ING, said the main factor driving up the absence rate was temporary sickness. Paul Nowak, general secretary of the TUC, said: “These figures should not be misread as showing the sickness rate for working people. They miss out on many workers with little choice but to work while ill. This includes low-paid workers excluded from sick pay entitlement and those who can’t get by on just £110 a week – the miserly rate for statutory sick pay.”

The Times

City AM

The Evening Standard

Human Times

Our comment:

Matthew Pinto-Chilcott, FCIPD, ACEL comments: “Sick days within any business need to be managed correctly and the right action taken by the company, management and team. Failure to manage sickness can result in bad moral amongst the team and the member involved and a sickness and policy procedure applicable to all should be included. We also encourage the use of the Bradford Index and IT package with a back to work interview so that all businesses can demonstrate that the welfare of their teams is of the utmost importance and managed accordingly.

If your business wishes to manage absence within the team correctly, give us a call now for a non-obligatory chat.

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If you need support with your team this summer, then we are her to help.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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14 03 2023

Poor mental health is the main cause of long-term absence

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

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “When I seen this article today in The Times, I was not surprised to see their statistics in relation to long-term sick leave of members of the team due to mental health. At Consensus HR over the past three years since the Pandemic we have seen a vast increase in us having to ask for medical reports from GP’s and Consultants for members of our client’s teams as previously discussed in some of our blogs. Managing sickness within business has never been more of an issue and it is important that businesses do this correctly and have the right systems in place to support the team member, team and business or it can have severe repercussions.

We help business to manage this and be proactive rather than reactive whilst preventing people problems and ensure all areas of the Employee life cycle are covered from Recruitment, Employee Relations, Training & Development, Rewards and benefits. We take the pain away!”

NEWS ARTICLE: Poor mental health is the main cause of long-term absence, say employers

A poll by PwC for the Times Health Commission suggests that mental illness is the main cause of long-term sickness in the UK workforce. The survey saw two-fifths of employers say they have seen an increase in employees taking long-term sick leave because of mental ill health. More than half of the 150 employers polled said the mental health of staff had worsened since the pandemic, while 53% said the cost-of-living crisis had damaged the wellbeing of their employees. Almost two-thirds (64%) of firms said there has been an increase in the number of staff asking for counselling. More than 40% of employers have seen an increase in changes to working patterns due to ill health since the pandemic and almost half have had an increase in employees requesting flexible working patterns. Anthony Bruce, chairman of health industries at PwC, said: “Helping employees to stay productive in work not only benefits organisations, it promotes the employee’s mental wellbeing and financial security at a time when stress and economic hardship are a worry for many.”

The Times

A few of our previous blogs written on the subject:

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13 03 2023

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

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

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

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

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

Daily Mail

Some of our previous blogs on the subject:

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

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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:

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The Importance of Employee Engagement and How to Improve it

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

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Young workers' safety highlighted during National Apprentice Week

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.

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30 01 2023

Reporting accidents and illness at work

Matthew Chilcott Absence Management, General, Handbook, Health & Safety #employeesickness, #outsourcedhumanresources, #sickness, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: Reporting accidents and illness at work “Throughout my career this is one Health & Safety Form / process that I have not had to complete that often, but it is vital as an employer that you are fully aware the procedure and when to use and who to inform. RIDDOR, is the Reporting Injuries, Diseases, Dangerous, Occurrence Regulations 2013 and our current blog is from the Health & Safety Executive with some key useful information and tools for all employers and businesses to use as needed.”

Make sure you submit a RIDDOR report for a workplace accident or illness where necessary.

RIDDOR puts duties on employers, the self-employed and people in control of work premises to report certain serious workplace accidents, occupational diseases and specified dangerous occurrences.

Visit our website to find out:

Our publication Reporting accidents and incidents at work explains what is required from employers and provides information about RIDDOR.

HSE’s Accident Book can be used to record details of all work-related accidents including injuries that employers must report under RIDDOR.

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Full HR & H&S Support

Consensus HR realises that many UK based SMEs understand the importance of Human Resources (HR) and Health & Safety (H&S) but cannot justify the cost of a full time HR person / team within their business, whilst knowing that 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 and H&S issues and employee problems. Consensus HR can be your organisation’s HR department providing everything you would expect to find in a big company but in a more cost-effective way. 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.

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When it comes to Health & Safety there are many forms and procedures you must follow but what is RIDDOR? and when should you use it?

12 12 2022

Workers stressed over cost of living crisis

Matthew Chilcott Absence Management, Employment Law, General #Mental health, absence, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: – Workers stressed over cost-of-living crisis. With this latest news article within The Guardian, it can hardly be surprising for business owners and managers during these very difficult times that the cost of living is affecting the team’s performance when at work. Unfortunately, this is an economical problem that does not seem to have an end in the foreseeable future and really emphasises the need for productive, best practice, HR, and Line Management. We all need to ensure that we work to our companies HR Policies & Procedures and maintain a consistent, legal, and reasonable approach to all matters of concern such as sick leave, stress, and anxiety to name a few. As discussed in one of our previous blogs, we have seen a huge increase in the requests for advice on sickness and medical reports and we are not the medical professionals and hence must seek their advice / support for the best outcome for the business and employee.

NEWS ARTICLE – Workers stressed over cost of living crisis:

A survey by the Chartered Management Institute (CMI) has found that workers in the UK are becoming so anxious about the cost-of-living crisis that it is affecting their performance at work, with two-thirds of managers reporting issues such as rising absenteeism and lack of engagement among stressed-out staff. The survey of more than 1,000 managers and team leaders revealed that 71% had seen evidence of the crisis increasing stress and anxiety for their teams. Some 41% of the respondents highlighted “more distraction, less focus and attention to detail,” 33% noted increased sick leave of absence and 31% observed a reluctance to take on extra work. “We were very surprised at the extent to which there were these very visible knock-on effects,” said the CMI’s director of policy, Anthony Painter. “There seems to be a sort of bandwidth issue, where people are facing extreme money worries, and that’s narrowing their field of vision, their ability to do their work well.”

The Guardian

The Human Times

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With the economy like it is currently, there has never been more of a time when the health of the team and support offered is of utmost importance. Contact us now to see how we can help.

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Absence Management

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Our HR comment: Rise in long-term sick pushes benefits bill to record high

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NEWS ARTICLE: Poor mental health is the main cause of long-term absence, say employers

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

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