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Did You Know? A Verbal resignation can be legally binding.

Did You Know? | A Verbal Resignation Can Be Legally Binding | Consensus HR in Herts & Beds

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Did you know that a verbal resignation can be legally binding under UK Employment Law, even if nothing is put in writing?

According to the Employment Rights Act 1996, once an employee communicates their intention to resign—whether verbally or in writing—and it’s clear, unambiguous, and given voluntarily, it can be considered valid. This includes statements such as “I quit” or “I’m leaving.”

🔍 However, if the resignation is given in the heat of the moment, or during high emotional stress, employers must give the employee reasonable time to reconsider before accepting it.

📌 Top Tip for Employers: Always follow up a verbal resignation in writing, confirming the conversation and asking for written confirmation to protect both parties.

✅ Matthew Chilcott, Owner of Consensus HR, comments:

“It’s easy to assume that unless something is in writing, it doesn’t count. But in employment law, a verbal resignation—if clearly stated and voluntary—can carry legal weight. We always advise our clients to seek professional advice immediately in these situations to ensure the correct procedure is followed.”

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👉 www.consensushr.com

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Redundancy_FeaturedImage_WordPress

📉 New Research Reveals Business Owners’ Redundancy Plans | Consensus HR in Herts & Beds

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📉 New Research Reveals Business Owners’ Redundancy Plans

Consensus HR – Your Outsourced HR & Employment Law Partner

A recent series of surveys reveal a concerning trend across UK businesses: a significant proportion of employers are planning redundancies or hiring freezes in the coming months.

According to recent data from The Independent, one in four employers expect to make redundancies in the next quarter. Meanwhile, Workplace Insight reports that nearly a third (31%) of UK business owners anticipate making compulsory redundancies within the next 12 months.

🔎 Why Are Redundancies on the Rise?

Several key factors are influencing this increase:

  • Rising employment costs – Employers are grappling with increases to National Insurance contributions and the National Minimum/Living Wage since April 2025.

  • Ongoing economic uncertainty – Many businesses remain cautious in light of economic and legislative shifts, including employment law reforms.

  • Workforce restructuring – With business models evolving, some employers are scaling back training budgets and freezing recruitment.

This trend could have a long-term effect on workplace culture and team morale if not managed correctly.

🧠 HR Perspective: Managing Redundancy With Sensitivity

While redundancy may sometimes be unavoidable, how it is handled makes a significant difference. The CIPD warns that poor handling of redundancies can lead to reduced employee engagement, productivity loss, and even reputational damage.

Employers must follow a legally compliant and compassionate process, ensuring fairness, transparency, and support throughout.

💬 Comment from Matthew Chilcott – Owner, Consensus HR

“When businesses consider redundancies, they must ensure legal compliance under the Employment Rights Act 1996 and avoid rushed decisions. From selection criteria to consultation, every step must be handled professionally and transparently.

At Consensus HR, we guide employers through a structured, fair, and legally compliant redundancy process that minimises risk and maintains team morale wherever possible.”

“Redundancy should always be a last resort. Alternatives such as flexible working, role restructuring, or redeployment should be explored before terminating contracts.”

✅ HR Best Practices: What Employers Should Do Now

  1. Review employment contracts and policies – Ensure redundancy clauses are clear and updated.

  2. Apply fair selection criteria – Use measurable and objective benchmarks to avoid discrimination.

  3. Communicate openly – Clear, honest, and timely communication reduces anxiety and misunderstandings.

  4. Offer support – Provide affected employees with help such as job search guidance, CV advice, and counselling.

  5. Invest in remaining staff – Rebuild engagement with team briefings, training, and well-being initiatives.

📚 Useful Resources

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👥 Final Thought

As economic pressure builds, redundancy may be a necessary business strategy—but it must be executed with legal due diligence and empathy. How you support your team during change speaks volumes about your organisation’s values.

Need help with a redundancy strategy or team restructuring?
Get in touch with Consensus HR for professional, tailored support.

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
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Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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International Joke Day

😄 International Joke Day – 1st July 2025 | Consensus HR in Herts & Beds

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😄 International Joke Day – 1st July 2025 | Laughter in the Workplace | Consensus HR

At Consensus HR, we’re serious about Human Resources – but we know the value of a good laugh too. That’s why we’re celebrating International Joke Day on 1st July 2025, and recognising the powerful role humour can play in creating positive, productive workplace cultures.

Why Laughter Belongs at Work

Laughter isn’t just good for the soul – it’s good for business. Studies have shown that humour in the workplace can:

  • ✅ Boost morale and employee engagement

  • ✅ Strengthen team bonds

  • ✅ Reduce stress and burnout

  • ✅ Enhance creativity and collaboration

  • ✅ Contribute to a psychologically safe environment

In fact, research from the Harvard Business Review confirms that leaders who incorporate humour into their communication are often seen as more competent and motivating.

Creating a Culture Where Humour Can Thrive

While professionalism remains key, that doesn’t mean the workplace must be humourless. HR can help build cultures where humour is used appropriately to:

  • Break down barriers between departments or management levels

  • Welcome new starters and integrate them into the team

  • Encourage creativity and open-mindedness

  • De-escalate tension during busy or high-pressure periods

It’s all about striking the right balance – encouraging natural, respectful humour while avoiding inappropriate jokes that could cross the line into harassment or exclusion.

If you need guidance on professional boundaries in workplace communication, our team at Consensus HR can help ensure your policies, culture, and training strike the right tone.

Matthew Chilcott, Owner of Consensus HR, Comments:

“International Joke Day is a great reminder that a bit of laughter can go a long way in the workplace. At Consensus HR, we often see how a friendly, inclusive culture – with a dash of humour – can help teams thrive. Good HR isn’t just about compliance, it’s about building environments where people enjoy working together. A happy team is a productive team.”

Our Favourite Workplace-Friendly Joke

Just for fun:

Why did the HR manager bring a ladder to work?
Because they were ready to take workplace morale to the next level! 😄

How We Can Help

From Employee Handbooks to Mental Health Awareness, Team Building Workshops to Conflict Resolution, our outsourced HR services help you create a workplace culture where people can thrive – and even laugh a little!

🔗 Explore our HR Services
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Let’s Talk HR – No Joke!

Whether you’re dealing with serious people issues or simply want to improve your team’s day-to-day experience, we’re here to help.

📞 Call us on 01438 576750
📩 Email: [email protected]

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National PTSD Awareness Day 27th June

🧠27th June – National PTSD Awareness Day | Consensus HR in Herts & Beds

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🧠 National PTSD Awareness Day – 27th June | Supporting Mental Health in the Workplace

Consensus HR – Your Outsourced HR & Employment Law Partner in Herts & Beds

Post-Traumatic Stress Disorder (PTSD) is a serious mental health condition that can affect anyone who has experienced or witnessed traumatic events. While commonly associated with military veterans, PTSD can also impact people in everyday work environments—especially those in high-stress or traumatic sectors such as healthcare, emergency services, education, or customer service roles.

As employers, it’s essential to recognise the signs of PTSD and understand how to support employees in managing their condition effectively, fostering a safe, inclusive, and mentally healthy workplace.

💼 Why PTSD Awareness Matters to Employers

National PTSD Awareness Day, observed on 27th June, shines a spotlight on the condition and its impact on individuals’ wellbeing and productivity. In the workplace, untreated PTSD can lead to:

  • Decreased concentration and performance

  • Increased absenteeism or presenteeism

  • Withdrawal from colleagues and team interaction

  • Higher risk of long-term sickness absence or resignations

Ignoring mental health conditions like PTSD can expose businesses to legal risks under the Equality Act 2010, where PTSD may qualify as a disability—requiring reasonable adjustments to support affected employees.

🧑‍⚕️ How Employers Can Support Employees with PTSD

At Consensus HR, we advise our clients to proactively manage mental health by:

✅ Providing mental health awareness training for line managers
✅ Offering access to Employee Assistance Programmes (EAPs)
✅ Making reasonable workplace adjustments, such as flexible hours or reduced workload
✅ Creating a culture where employees feel safe to disclose mental health conditions
✅ Developing clear, compassionate mental health policies and procedures

💬 Matthew Chilcott, Owner of Consensus HR, comments:

“PTSD is often misunderstood and under-supported in the workplace. On National PTSD Awareness Day, we remind businesses that acknowledging and supporting mental health isn’t just the right thing to do—it’s a legal obligation and a driver of team wellbeing and productivity. At Consensus HR, we work with employers to develop HR strategies that support all employees, especially those who need it most.”

📘 Related Resources & Support

For employers looking to improve their approach to mental health:

🤝 Need Help Supporting Mental Health at Work?

If you’re unsure how to support a team member with PTSD or want to improve your workplace wellbeing policies, contact Consensus HR today. We’re here to help your business remain legally compliant and people focused.

📞 Call us on: 01438 576750
📩 Email: [email protected]
🌐 Visit: www.consensushr.com

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Stay updated on all HR and employment law matters:

📅 Mark the Date: 27th June – National PTSD Awareness Day

Let’s create workplaces that understand, support, and empower employees to thrive, no matter their mental health journey.

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HR Handbook

Did You Know? | Staff Handbooks Are Crucial | Consensus HR in Herts & Beds

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📘 Did You Know? | Staff Handbooks Are Crucial (Even if Not Mandatory)

Consensus HR – Your Outsourced HR & Employment Law Partner

Many business owners are surprised to learn that a staff handbook isn’t legally required in the UK. But here’s the truth: a professionally written staff handbook can be one of the most valuable tools in your HR toolkit.

✅ Why They Matter:

  • Clarify Expectations – From conduct to grievance procedures, a handbook ensures every team member understands what’s expected.

  • Support Legal Compliance – Staff handbooks help reinforce statutory policies (e.g., disciplinary and grievance procedures).

  • Protect Against Tribunal Claims – Inconsistent or undocumented policies are a common weakness in tribunal defence.

  • Strengthen Culture – Reinforce company values, equality, wellbeing, and standards of professionalism.

🗨️ Matthew Chilcott – Owner, Consensus HR

“Even though not legally mandatory, a well-structured staff handbook can save a business thousands in potential legal costs. It forms the foundation for consistent people management and fair treatment across your team.”

🔗 Learn More:

📲 Let’s Connect:

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🌐 Visit Our Website

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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Did You Know? HR Fact -

Did You Know? | Part-Time Workers Are Entitled to Holiday – Pro Rata | Consensus HR in Herts & Beds

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💡 Did you know that all part-time workers are legally entitled to the same holiday entitlement as full-time employees – calculated on a pro-rata basis?

Under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, employers must ensure part-time staff are not treated less favourably in any way due to their working hours.

📌 This includes:

  • Holiday entitlement

  • Pay and pensions

  • Bonuses and benefits

  • Training and promotion opportunities

➡️ Example:
If full-time employees receive 28 days holiday (inclusive of bank holidays), someone working 3 days per week is entitled to 16.8 days.

🔗 Source: GOV.UK – Holiday Entitlement

✅ Stay Compliant with HR Law

At Consensus HR, we support employers in ensuring their workforce—regardless of working patterns—receives fair and legal treatment. Avoid costly mistakes with our expert outsourced HR services.

📞 Get in touch today: www.consensushr.com/contact

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

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
Contact Us

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Autistic Pride Day

Autistic Pride Day – 18th June | Embracing Neurodiversity in the Workplace with Consensus HR in Herts & Beds

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🧠 Autistic Pride Day – 18th June | Celebrating Neurodiversity in the Workplace

Consensus HR – Your Outsourced HR & Employment Law Partner

Autistic Pride Day, observed globally on 18th June, is an annual celebration that raises awareness of the unique strengths and talents of individuals on the autism spectrum. For employers, it is a valuable reminder of the importance of creating inclusive, supportive workplaces that enable neurodiverse employees to thrive.

Understanding Autism in the Workplace

Autism is a neurodevelopmental condition that affects how individuals perceive the world and interact with others. It is a spectrum condition, which means it affects people in different ways. According to the National Autistic Society, around 1 in 100 people in the UK are autistic.

When workplaces proactively embrace neurodiversity, they not only comply with the Equality Act 2010 but also benefit from diverse thinking, attention to detail, and problem-solving capabilities that many autistic individuals bring.

Why Autistic Pride Day Matters for Employers

Autistic Pride Day isn’t just about awareness—it’s about acceptance and empowerment. In the workplace, this can translate into:

  • Reasonable adjustments during recruitment and employment

  • Clear communication styles and predictable routines

  • Sensory-friendly environments

  • Line manager training on neurodiversity

  • Mentoring and peer support programmes

HR Considerations & Legal Obligations

Employers have a legal duty to make reasonable adjustments under the Equality Act 2010 to remove disadvantages faced by autistic employees. This includes:

  • Amending interview processes

  • Providing quiet working areas or flexible hours

  • Offering written instructions and structured feedback

Failing to make these adjustments could lead to discrimination claims at an employment tribunal.

💬 Matthew Chilcott, Owner of Consensus HR, comments:

“At Consensus HR, we believe that every individual deserves to be valued for who they are. Autistic Pride Day is a powerful reminder that inclusion is not just a moral obligation but a business strength. By understanding and supporting the needs of autistic team members, businesses not only foster a more compassionate culture but also unlock a wealth of potential, creativity, and loyalty. We work closely with our clients to ensure their HR policies reflect this ethos and are both legally compliant and practically supportive.”

How Consensus HR Can Help

As your outsourced HR and Employment Law partner, we can help you:

  • Develop inclusive recruitment processes

  • Create supportive workplace adjustments

  • Deliver neurodiversity awareness training

  • Update Employee Handbooks to reflect best practice

📩 Contact us today to ensure your HR practices support a truly inclusive workplace.

🌐 Share this article and spread awareness:

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🔗 LinkedIn: Consensus HR on LinkedIn
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#AutisticPrideDay #Neurodiversity #Inclusion #HRSupport #EqualityAct2010 #EmploymentLaw #ConsensusHR #InclusiveWorkplace #HertsAndBedsHR

 

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SEND

Extra Funding to Support Internships for Young People with SEND | Consensus HR – Your Outsourced HR & Employment Law Partner

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📢 The Government has announced £9.7 million in extra funding to expand its internship programme for young people with special educational needs and disabilities (SEND) in England. This is a positive step towards a more inclusive workforce — and one your business can support with the right HR strategies in place.

The Internships Work programme will help young people with SEND transition more smoothly into paid employment. By 2025, this investment is expected to double the number of supported internships from 2,500 to over 5,000.

At Consensus HR, we believe that inclusive hiring is not just a moral responsibility but a business asset. Businesses that embrace diversity benefit from higher retention, greater innovation, and enhanced workplace culture.

How Can Businesses Get Involved?

✅ Offer supported internship opportunities
✅ Work with Job Coaches trained to help SEND students in the workplace
✅ Implement inclusive HR policies that align with the Equality Act 2010
✅ Partner with HR experts to ensure compliance and best practice

Matthew Chilcott, Owner of Consensus HR, Comments:

“At Consensus HR, we champion equal opportunities and believe every person deserves the chance to thrive in the workplace. The Government’s funding will not only change the lives of young people with SEND but also give businesses the opportunity to enhance their teams through diversity and inclusion. We are proud to support companies in developing inclusive HR practices that are both legally compliant and ethically strong.”

Why Choose Consensus HR?

👥 We provide outsourced HR support tailored to your business
📘 We ensure your Employee Handbook reflects the latest legal requirements
🔍 We audit, update, and implement inclusive recruitment policies
🧠 We offer training and guidance on neurodiversity and disability inclusion
⚖️ We keep you compliant with UK Employment Law and Equality legislation

Let’s Build a More Inclusive Workplace – Together

Whether you’re offering internships or just starting your inclusion journey, Consensus HR is here to support your business with straightforward, compliant, and personalised HR solutions.

📞 Contact us today for a no-obligation chat about how we can support your HR and Employment Law needs.

Follow Us on Social Media:
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#SENDEmployment #InclusiveHiring #HRSupport #UKEmploymentLaw #WorkplaceInclusion #ConsensusHR #OutsourcedHR #InternshipsWork #Neurodiversity #EqualityAct2010 #HRSolutions #HertfordshireHR #BedfordshireBusiness

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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World MS Day

World MS Day – 30th May | Consensus HR in Herts & Beds

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World MS Day – 30th May | HR’s Role in Supporting Employees with Multiple Sclerosis (#MSConnections)
Consensus HR – Outsourced HR & Employment Law Support | Herts & Beds

#MSConnections | #WorldMSDay | #InclusiveWorkplaces | #ConsensusHR

Supporting Team Members with MS in the Workplace

World MS Day takes place annually on 30th May and is a global campaign raising awareness and building community connection for the over 2.9 million people worldwide living with Multiple Sclerosis (MS). This year’s theme, #MSConnections, focuses on breaking social barriers and building meaningful support networks.

For employers, this presents an important opportunity to reflect on how their workplace policies and culture support employees with invisible disabilities like MS.

What is MS and How Does it Affect Work?

Multiple Sclerosis is a chronic neurological condition that affects the central nervous system. Symptoms vary significantly and can include:

  • Fatigue

  • Cognitive difficulties

  • Mobility issues

  • Visual disturbances

  • Muscle spasms

These symptoms can fluctuate over time, making flexibility and understanding in the workplace essential.

Employer Responsibilities: Compliance and Compassion

Under the Equality Act 2010, MS is classed as a disability from the point of diagnosis. Employers are legally required to:

  • Make reasonable adjustments to remove workplace barriers

  • Ensure recruitment and employment practices do not discriminate

  • Foster a workplace culture of inclusion and respect

Reasonable adjustments could include:

  • Flexible working arrangements

  • Adapted equipment or workspaces

  • Adjusted performance management processes

  • Clear communication channels for support and wellbeing

💬 “At Consensus HR, we believe in empowering businesses to create inclusive environments where every team member can thrive. Supporting employees with conditions such as MS isn’t just about legal compliance—it’s about doing the right thing as an employer and fostering a culture where wellbeing and flexibility go hand-in-hand with performance.”
– Matthew Chilcott, FCIPD, ACEL, Owner – Consensus HR

HR Best Practice for Supporting Employees with MS

Consensus HR helps businesses of all sizes implement inclusive HR strategies. Here’s how we support clients:

✅ Tailored Employee Handbooks & Policies
✅ Support with Absence & Capability Management
✅ Training for Line Managers on Disability Awareness
✅ Flexible Working Policies and Templates
✅ Support during Occupational Health Processes
✅ Guidance on Equality Act 2010 Compliance

Helpful Links for Employers:

Let’s Make the Connection – Together

In observance of World MS Day, we invite all business owners, managers, and HR teams to consider how they can better support those living with MS or other long-term conditions.

If you’d like to ensure your HR practices are legally compliant and inclusive, Consensus HR is here to help.

📞 Contact Us Today
☎️ 01438 576750
📧 [email protected]
🌐 www.consensushr.com

Connect with Consensus HR:

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Tags: HR Support | Equality Act | MS Awareness | Reasonable Adjustments | HR Consultancy | Disability Inclusion | World MS Day | HR Compliance | Employment Law UK | Outsourced HR | Consensus HR | #MSConnections

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Holiday_Entitlement_Legal_Right

Did You Know? | Holiday Entitlement Is a Legal Right | Consensus HR in Herts & Beds

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Did You Know? | Holiday Entitlement Is a Legal Right

By Matthew Chilcott – Owner, Consensus HR

Did you know that paid holiday entitlement is a statutory legal right for workers in the UK? Under the Working Time Regulations 1998, full-time employees are entitled to 5.6 weeks’ paid holiday per year – that’s 28 days, which can include public holidays.

Employers must ensure staff take their holidays, and failure to comply can result in tribunal claims and reputational damage.

At Consensus HR, we help businesses stay compliant with UK Employment Law while supporting effective workforce management.

👉 Need help managing leave? Contact us today

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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World Blood Cancer Day

World Blood Cancer Day – 28th May| Consensus HR in Herts & Beds

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World Blood Cancer Day, held annually on 28th May, is a vital opportunity to raise awareness of blood cancer and the importance of early diagnosis, donor registration, and support for those affected.

As HR professionals and employers, this day reminds us of our duty of care and the need to foster a supportive and inclusive workplace culture, especially for employees dealing with serious health conditions.

💼 HR’s Role in Employee Health Support:

Supporting employees with health challenges, including blood cancer, is not only a moral obligation—it is also a crucial part of effective HR management and compliance with UK Employment Law, such as:

  • The Equality Act 2010 – ensuring no discrimination and offering reasonable adjustments in the workplace

  • Sickness absence management and return-to-work plans

  • Access to occupational health support

  • Development of wellbeing policies and clear communication channels

Matthew Chilcott, Owner of Consensus HR, comments:

“World Blood Cancer Day is a poignant reminder of how HR can and should support employees facing life-altering diagnoses. Providing reasonable adjustments, fostering open communication, and applying compassion are central to building a healthy, legally compliant workplace culture.”

✅ Key HR Actions for Employers:

  • Have a clear sickness absence and long-term illness policy

  • Train managers on handling sensitive health conversations

  • Consider flexible working options and adjustments to duties

  • Maintain confidentiality while encouraging openness

  • Ensure your policies reflect the latest employment legislation

At Consensus HR, we help businesses across Hertfordshire and Bedfordshire create legally compliant, people-focused environments that support both employer and employee wellbeing.

📩 Contact Us to review your current health-related HR policies.

📲 Follow Us on Social Media:
LinkedIn | Facebook | Twitter/X

To view more about our range of HR & Employment Law Services

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:
Click Here

Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
Contact Us

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Right to work checks UK

Bill to Expand Employers’ Liabilities. | Consensus HR in Herts & Beds

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Bill to Expand Employers’ Liabilities on Right to Work Checks

Are you prepared for tighter immigration enforcement?

A new Bill currently being debated in Parliament is set to significantly expand employers’ liabilities concerning right to work checks. This legislation forms part of the UK Government’s drive to combat illegal working more aggressively and holds businesses more accountable.

If passed, this Bill could dramatically increase the risks for employers who are not fully compliant with UK right to work legislation.

What Are Right to Work Checks?

Right to work checks are mandatory for all UK employers. They ensure employees are legally permitted to work in the UK and help protect businesses from:

  • Costly civil penalties

  • Criminal prosecution

  • Reputational damage

  • Disruption to operations

Key Changes in the Proposed Bill:

  • Increased Employer Liability: Applies not just to direct employees, but subcontractors and outsourced workers.

  • Higher Civil Penalties: Potential fines rising to £60,000 per illegal worker.

  • Compulsory Digital Checks: Use of Home Office-approved platforms will become standard.

  • Criminal Prosecution for Repeat Offenders: Repeat breaches may result in criminal charges.

  • Supply Chain Scrutiny: Employers will be responsible for third-party compliance.

Matthew Chilcott, FCIPD – Comment:

“Right to work compliance is no longer just an admin task—it’s a vital part of legal risk management. Employers must act now to strengthen their processes and avoid financial and legal exposure. At Consensus HR, we guide businesses to proactively stay compliant and protect themselves from costly mistakes.”
— Matthew Chilcott, FCIPD, ACEL – Owner, Consensus HR

What Employers Need to Do:

✅ Review and update your HR policies
✅ Use the government’s digital verification tools
✅ Keep audit-ready documentation for all employees
✅ Train managers and HR teams
✅ Consult experts like Consensus HR to stay ahead of employment law changes

Why Work with Consensus HR?

At Consensus HR, we provide outsourced HR support tailored to your business. From onboarding and policy management to employment law compliance and documentation audits, we help businesses across Hertfordshire & Bedfordshire remain protected and efficient.

We offer practical support that works—whatever your size or sector.

📞 Contact Us Today

🌐 Website: www.consensushr.com
📧 Email: [email protected]
📞 Phone: 01438 310062

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Right to Work Checks, UK Immigration Compliance, Employer Legal Responsibility, Employment Law 2025, Outsourced HR Services, HR Documentation, Civil Penalties for Illegal Working, HR Audit, Employment Law Support, Consensus HR, Matthew Chilcott

Need help reviewing your right to work policies? Contact our team today and stay compliant.

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Are you concerned about keeping your business up to date with Employment Law changes?

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750
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