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20 09 2024

Celebrating the International Day of Peace: Building Harmony in the Workplace | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #ConsenHR, #consensushr, #internationaldayofpeace, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Celebrating the International Day of Peace: Building Harmony in the Workplace

As we approach the International Day of Peace on September 21st, it’s an opportune moment for all of us at Consensus HR to reflect on the significance of peace, not just globally, but within our workplaces. The theme for this year’s celebration is “Actions for Peace: Our Ambition for the #GlobalGoals,” reminding us that achieving peace isn’t a passive endeavour; it requires proactive steps and commitment at every level.

What is the International Day of Peace?

Established in 1981 by the United Nations, the International Day of Peace is a day dedicated to strengthening the ideals of peace, both within and among all nations and peoples. It is a call to action for everyone—from individuals to businesses—to foster a culture of peace through dialogue, understanding, and mutual respect.

Peace in the Workplace: Why It Matters:

A peaceful workplace isn’t just about the absence of conflict; it’s about creating an environment where everyone feels respected, valued, and heard. At Co nsensus HR, we believe that a harmonious workplace is the bedrock of any successful business. Peace in the workplace can lead to:

Enhanced Productivity: A peaceful environment boosts morale and encourages employees to give their best, leading to higher productivity and job satisfaction.
Better Employee Well-being: A supportive atmosphere reduces stress, decreases absenteeism, and promotes overall mental and physical health.
Improved Collaboration: When employees feel respected and understood, they are more likely to collaborate effectively, leading to innovative solutions and improved team dynamics.

How to Foster Peace in Your Workplace:

Creating a peaceful workplace doesn’t happen overnight, but there are steps businesses can take to cultivate a positive environment:

Promote Open Communication: Encourage employees to voice their concerns and ideas without fear of reprisal. Regular team meetings, feedback sessions, and an open-door policy can help.
Address Conflict Promptly and Fairly: Conflicts are inevitable, but how they are managed makes all the difference. Address issues quickly, impartially, and constructively, ensuring all parties feel heard.
Prioritise Employee Well-being: Initiatives such as managing mental health in the workplace, offering flexible working arrangements, and providing access to mental health resources can significantly enhance peace in the workplace.
Recognise and Reward Positive Behaviours: Acknowledge and reward behaviours that contribute to a harmonious work environment, such as teamwork, empathy, and effective conflict resolution.
Invest in Management Development: Well-trained managers are crucial for maintaining a peaceful work environment. Our Management Development workshops, including sessions on Delegation, Performance Management, and Managing Mental Health, are designed to equip managers with the skills they need to foster a positive, peaceful workplace culture.

Taking Action for Peace:

On this International Day of Peace, let’s commit to creating workplaces that reflect the values of respect, empathy, and collaboration. As business leaders, it’s our responsibility to set the tone, model positive behaviours, and build a culture that prioritises peace and understanding.

By acting today, we can contribute to a more harmonious world, one workplace at a time. Let’s make peace our business goal—not just on September 21st, but every day of the year.

Celebrating the International Day of Peace: Building Harmony in the Workplace | Consensus HR in Herts & Beds

Consensus HR – Your Partner in Building a Harmonious Workplace

If you’re looking to improve your workplace culture or need support in managing workplace conflicts, our team at Consensus HR is here to help. Reach out to us today and let’s work together to build a peaceful and productive environment for your team.

Happy International Day of Peace from all of us at Consensus HR! Let’s make every day a step towards a more peaceful world.

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Tesco 'Fire and Rehire' Case: A Major Win for Workers' Rights | Consensus HR in Herts & Beds

17 09 2024

Tesco ‘Fire and Rehire’ Case: A Major Win for Workers’ Rights | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Recruitment, Redundancy @sg1businessclub, #consensus hr, #consensushr, #fireandrehire, #networkinbeds, #tesco, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Introduction:

Recently, a significant ruling by the UK Employment Tribunal (ET) has captured the attention of businesses, unions, and employees alike: Tesco has lost a critical case concerning the controversial practice of ‘fire and rehire’. This decision is a monumental win for workers’ rights, sending a strong message to employers about the limitations of using such practices as a negotiating tool. At Consensus HR, we believe it’s essential to keep our clients and the wider business community informed about these legal developments, particularly when they directly impact employee relations and management practices.

Background of the Case:

The practice of ‘fire and rehire’ involves dismissing employees and then rehiring them on new, often less favourable, terms and conditions. Tesco, one of the UK’s largest supermarket chains, recently found itself at the centre of a legal battle when it attempted to implement this strategy. The case was brought forward by the Union of Shop, Distributive and Allied Workers (Usdaw), which represented the affected employees.

The core of the dispute revolved around Tesco’s attempt to change the terms of employment for a group of warehouse workers, aiming to remove a specific benefit that the company had previously committed to as a “permanent” part of their employment package. This commitment was described as having no end date and was a significant factor in the employees’ decision to stay with the company.

AI in the Workplace| Consensus HR in Herts & Beds

The Tribunal’s Decision

The ET ruled in favour of the union and the employees, stating that Tesco’s actions were not only unjustified but also constituted a breach of trust and confidence between the employer and the employees. The Tribunal emphasised that Tesco’s promise of a “permanent” benefit was binding and could not be unilaterally withdrawn without significant justification and proper consultation.

This case highlights the critical importance of clear and honest communication between employers and employees, particularly regarding contractual commitments. The Tribunal’s decision sends a clear warning to employers that ‘fire and rehire’ should not be used as a tool to undermine agreed terms and conditions of employment.

Implications for Employers

Reinforce the Need for Fair Consultation: Employers must ensure that any changes to employment terms are negotiated fairly and involve thorough consultation with the affected employees. Attempting to bypass these steps can lead to legal challenges and damage employee relations.
Review Contractual Commitments Carefully: The Tesco case underscores the importance of understanding the nature of contractual promises. Employers should be cautious when making statements about permanent or ongoing benefits, as these can be legally binding.
Consider Alternative Approaches: Before resorting to ‘fire and rehire’, employers should explore alternative methods of negotiation, such as offering voluntary changes or additional incentives for employees to accept new terms.
Seek Professional Guidance: Engaging with HR professionals or legal experts can help employers navigate complex employee relations issues and avoid the pitfalls seen in this case.

Impact on Employee Relations:

For employees, this ruling is a reminder of the protection that UK employment law offers against unfair changes to employment terms. It empowers workers to challenge practices they believe to be unjust and encourages greater transparency from employers. However, it’s also essential for employees to engage constructively in any consultation process and seek professional advice if unsure about their rights.

Conclusion:

The Tesco ‘fire and rehire’ case is a landmark ruling with far-reaching implications for both employers and employees across the UK. At Consensus HR, we encourage businesses to take proactive steps in managing employee relations and to seek guidance when navigating changes to employment terms. Ensuring fair and transparent practices not only upholds the law but also fosters a positive working environment that benefits everyone involved.

If you have any questions or need advice on managing changes within your team, please do not hesitate to contact us at Consensus HR. Our team is here to help you navigate the complexities of employment law and maintain a productive, compliant workplace.

Contact Us

For further guidance on employee relations and HR management, reach out to Consensus HR. We are dedicated to supporting businesses through the challenges of modern employment.

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Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

16 09 2024

Recycle Week: Why Recycling Matters More Than Ever – A Message from the Consensus HR Team

Matthew Chilcott Blog, General @sg1businessclub, #ConsenHR, #consensushr, #networkinbeds, #outsourcedemploymentlaw, #recycling, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

As Recycle Week kicks off on September 16th:

As Recycle Week kicks off on September 16th, we at Consensus HR want to take this opportunity to reflect on the importance of recycling, both in our personal lives and within our workplaces. At our office at the BTC, Stevenage, they recently introduced recycling bins in all our kitchens and which has proven to be a huge success. This year’s theme, “The Big Recycling Hunt,” emphasises the need for everyone to take that extra step to ensure recyclable items don’t end up in the wrong places.

Why Recycling Matters:

Recycling is more than just a buzzword—it’s a critical action that helps protect our planet. By recycling, we can significantly reduce the amount of waste sent to landfills, conserve natural resources, and cut down on pollution. The benefits are not just environmental; recycling also plays a vital role in supporting the economy by creating jobs and promoting sustainable industries.

Recycling in the Workplace:

At Consensus HR, we’re committed to making sustainability part of our workplace culture. Whether it’s ensuring that our office waste is properly sorted or encouraging employees to think twice before printing documents, every small action contributes to a larger impact. On all our emails we have “Please consider the environment before printing this email” to emphasise the importance of not printing, if you can help it and there is no real need.

Businesses have a unique opportunity to lead by example, setting standards that inspire employees, clients, and the broader community to prioritise recycling.

Here are a few tips on how you can enhance recycling efforts in your workplace:

Set Up Recycling Stations: Make recycling easy and accessible by placing clearly labelled bins in communal areas like kitchens and office floors.
Educate Your Team: Regularly update your team on what can and cannot be recycled. Many common items, such as coffee cups and plastic wraps, are often mistakenly placed in the wrong bins.
Reduce Paper Waste: Encourage digital communication and filing systems to minimise the need for printing. When printing is necessary, use both sides of the paper.
Recycle Electronics Responsibly: Office electronics can be recycled, but they require special handling. Set up a system for properly disposing of old computers, phones, and other gadgets.
Promote Reusable Items: Swap single-use items for reusables—think water bottles, coffee cups, and cutlery. Not only do these reduce waste, but they also save money in the long run.

Get Involved in Recycle Week:

This Recycle Week, we challenge you to take a closer look at your recycling habits. Are there items you’re regularly throwing away that could be recycled? Could your business do more to reduce its environmental footprint? Now is the perfect time to start making those small changes that lead to big results.

Recycle Week: Why Recycling Matters More Than Ever

Why Recycling Matters More Than Ever. Consensus HR - Herts, Beds

At Consensus HR, we believe that sustainable business practices are essential, not just for the environment but for the overall well-being of our communities. By fostering a culture of responsibility and awareness, we can all contribute to a greener future.

Let’s make every week Recycle Week by continuously striving to recycle more and waste less. Remember, every item you recycle is a step towards a healthier planet. So, let’s get hunting for those recyclables and make this year’s Recycle Week a successful one!

Happy Recycling Week from the Consensus HR Team!

Feel free to share this blog on your website or social media channels. If you have any questions about implementing better recycling practices in your workplace or want to learn more about our services, don’t hesitate to contact us. Together, we can make a difference!

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At Consensus HR, we ensure that our clients do not make assumptions when it comes to the performance / abilities of team members and that if identified, we seek the member of teams consent to write to a relevant medical professional to obtain support and advice and any reasonable adjustments needed to ensure what is possible is provided. If you manage a team / business and find it hard to keep on top of changing Employment Law and best practice and wish you could outsource it to a HR Charity for a small monthly investment, give us a call now for a non-obligatory conversation. 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.

10 09 2024

September 2024 Employment Law Newsletter | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #Bedfordshire @SG1, #consensushr, #networkinbeds, #Newsletter, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Welcome to our latest September 2024 Employment Law Newsletter | Consensus HR – Herts, Beds. In this newsletter, we focus on:

Labour proposes the right to a four-day week
Indirect discrimination equals the same disadvantage

Labour proposes the right to a four-day week

The news media has been delighting in striking fear into the hearts of employers by claiming that Labour plans to introduce the right for employees to demand a four-day week. The truth is that as part of its proposed new employment law changes, employees will be allowed to request to work compressed hours over four days to allow for three days off.

Speaking on LBC Radio, Education Minister Baroness Jacqui Smith said that compressing work hours and offering flexible working is “actually good for productivity”, enabling people to attain a better work-life balance, spend more time with their family and friends, and encourage more people into the workplace.

In its Election Manifesto, the Labour Government said it will also look at:

Day-one rights — protections, sick pay and parental leave available from day one
‘Right to switch off’ — a new code of practice agreed with employees
Banning fire and rehire
Banning zero-hour contracts
Protections for new mothers
Creation of a Fair Work Agency

Businesses across the UK were invited to participate in a new trial of a four-day working week in the autumn. This follows the major success of a six-month pilot in 2022, which saw many benefits in employee wellbeing, and 56 of the 61 participating companies planning to switch to a four-day work week permanently.

In R (Karmakar) v Royal College of GPs [2024] EWHC 2211 (Admin), the High Court ruled that the Royal College of GPs behaved unreasonably by not offering a disabled candidate the right to repeat an applied knowledge test.

Dr Karmaker was a trainee GP. She sat the Royal College’s applied knowledge test three times and failed. She was subsequently diagnosed with a neurodiverse cognitive profile. She sat the test a fourth time and still failed despite getting a better result.

The Royal College’s policy only allowed four attempts at passing the test but granted Dr Karmaker a fifth try. Again, she failed, but only by a small margin. She asked the Royal College to disregard her first three attempts at taking the test as know reasonable adjustments for her disability were provided. The Royal College refused. Dr Karmaker applied for Judicial Review of the refusal decision, arguing it was an unlawful fettering (rigidly obeying rules or policies created by the organisation itself) following the Royal College’s discretion, irrational, amounted to indirect discrimination, and was in breach of the public sector equality duty (PSED), and the duty to make reasonable adjustments set out in the Equality Act 2010.

The High Court stuck out the claim of unlawful fettering of discretion on the grounds that it did not apply to discretion not created by statute. It also found the Royal College did not breach the Equality Act 2010. However, the Court concluded it was irrational to give candidates who knew they had a disability extra time over several attempts at the test, but not to offer the same to those who discovered a disability later.

Indirect discrimination equals the same disadvantage

In British Airways plc v Rollett and others and Minister for Women and Equalities (Intervener) [2024] EAT 131, due to a restructuring exercise, British Airways cabin crew based at Heathrow Airport had their schedules altered. The Claimants submitted to the Tribunal that the scheduling changes put at a disadvantage:

Employees (predominantly non-British nationals) who lived abroad and commuted to Heathrow, and
Employees (predominantly women) with caring responsibilities.

Some of the Claimants did not share the same protected characteristics (of being non-British, or women) but argued they suffered the same disadvantage as those who did. For example, a British national who lived in France, and a male employee with caring responsibilities.

At the first hearing, the Employment Tribunal (ET) concluded it could hear the indirect discrimination claims. This jurisdiction was based on the European Court of Justice case CHEZ Razpredelenie Bulgaria AD v Komisia za zashtita ot diskriminatsia (Case C-83/14) EU:C:2015:480 in which the Court held that a Claimant can establish indirect discrimination even if they do not share the protected characteristic of the disadvantaged group. All they have to show is that they suffered the same disadvantage as the disadvantaged group.

British Airways appealed the ET’s decision. The Employment Appeal Tribunal (EAT) dismissed the appeal, stating that the ET had not made a mistake when it concluded it had jurisdiction to hear the indirect discrimination claims.

It is important to note that the decision on whether British Airways actually discriminated against the Claimants has not yet been made. But employers should be aware that

from 1 January 2024, a new section was inserted into the Equality Act 2010. Section 19A provides that Claimants without the protected characteristic of the disadvantaged group can bring indirect discrimination claims provided they experience the same disadvantage. Section 19A brings the CHEZ decision into UK law.

This newsletter does not provide a full statement of the law and readers are advise to take legal advice before taking any action based on the information contained herein’.

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09 09 2024

AI in the Workplace| Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #AI, #bedfordshirebusiness, #networkinbeds, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

AI in the Workplace Opportunities and HR Considerations

By Matthew Chilcott, Consensus HR

Artificial Intelligence (AI) is transforming workplaces across the globe, offering businesses new opportunities to improve efficiency, decision-making, and customer service. However, as companies integrate AI into their operations, it’s crucial to navigate the potential human resources (HR) challenges that accompany this technological shift.

The Rise of AI in the Workplace

AI is reshaping the way businesses operate, from automating routine tasks to providing data-driven insights that enhance strategic planning. In HR, AI tools can streamline recruitment by screening resumes, managing employee onboarding, and even predicting staff turnover. AI-powered chatbots and virtual assistants can handle common employee queries, freeing up HR teams to focus on more strategic initiatives.

Key HR Issues to Consider

Bias and Fairness: AI systems are only as good as the data they are trained on. If this data is biased, AI can inadvertently perpetuate discrimination in recruitment, promotions, and other HR processes. Ensuring that AI tools are transparent, fair, and regularly audited for biases is essential.
Privacy and Data Security: AI relies heavily on data, including sensitive employee information. Businesses must ensure robust data security measures are in place to protect against breaches and comply with data protection laws such as GDPR. Transparency with employees about how their data is used is also critical to maintaining trust.
Job Displacement and Reskilling: The automation of tasks traditionally performed by humans can lead to job displacement, raising concerns among employees about their future roles. HR must play a proactive role in reskilling and upskilling employees to adapt to new AI-driven roles, ensuring a smooth transition and maintaining workforce morale.
Ethical Considerations: The use of AI in decision-making processes, especially those affecting employment, can raise ethical questions. HR leaders need to establish clear ethical guidelines around AI use, ensuring decisions remain fair and respect the rights of employees.
Employee Well-being and AI Interaction: The increasing presence of AI can change the workplace dynamics and affect employee well-being. Over-reliance on AI for management decisions can create a disconnect between staff and leadership, leading to reduced job satisfaction. Maintaining a human touch in HR processes is essential to balancing technology with empathy.

Our HR comment: AI in the Workplace| Consensus HR in Herts & Beds

Our HR comment / Advice: –

AI presents tremendous opportunities for enhancing workplace efficiency and effectiveness, but it also introduces new challenges that businesses must carefully manage. By addressing potential HR issues, such as bias, privacy, job displacement, and ethical concerns, companies can ensure a responsible and effective integration of AI into their workplace.

About the Author
Matthew Chilcott is a leading HR consultant with Consensus HR, dedicated to helping businesses navigate the complexities of modern HR challenges, including the rise of AI in the workplace. For more information, visit Consensus HR.

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03 09 2024

Our Eight Best Practices and Legal Requirements for Providing Employee References | Consensus HR

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1businessclub, #bestpractice, #consensus hr, #consensushr, #networkinbeds, #New, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, references, Small Business, SME, SME's, stevenage

Part Two of Two:

When an employee decides to leave your business, one common task for employers is handling requests for references. At Consensus HR, we are frequently asked about the best practices and legal obligations regarding employee references in the UK. Understanding these aspects is crucial to ensure compliance with the law while also maintaining good business practices.

4. Handling Negative References

If you have to provide a negative reference, tread carefully:

Be Honest but Factual: If you mention any negative aspects, ensure they are based on facts and can be substantiated. For example, if an employee was dismissed for misconduct, you can state that the employee was dismissed and the reason if asked.
Neutral or Minimal References: Some employers prefer to provide only a factual reference (employment dates and job title) to avoid potential disputes.

5. Data Protection Considerations

Under the UK General Data Protection Regulation (GDPR), employees have the right to request access to their personal data, which includes references given to third parties. However, references are generally protected from disclosure under the GDPR if providing the reference would disclose the personal data of a third party (the referee). Still, if an employee requests access to a reference you have provided, you may need to disclose it unless an exemption applies.

To comply with GDPR:

Consent: Ensure that you have the employee’s consent or a legitimate reason for processing their data when providing a reference.
Confidentiality: Maintain confidentiality and handle personal data responsibly. Avoid sharing sensitive information without explicit consent.

Concentrating on your business is essential for growth and success—let Consensus HR handle your HR needs so you can stay focused on what matters most. With expert support in compliance, employee relations, and HR strategy, we take the stress out of managing your workforce, reducing risk and saving you time. Let us be your trusted HR partner, ensuring smooth operations while you drive your business forward.

6. The Role of Refusal in Providing a Reference

Employers have the right to refuse to provide a reference, but it is essential to handle such situations delicately:

Non-Discriminatory: Ensure that any decision not to provide a reference is consistent and not based on discriminatory grounds such as race, gender, or disability.
Communication: Clearly communicate your reference policy to all employees, so they understand what to expect when leaving the business.

7. Managing Reference Requests: Best Practices

To effectively manage reference requests, consider implementing the following best practices:

Create a Reference Policy: Develop a clear, consistent policy for providing references that outlines what information will be included and who is authorized to provide it.
Train Managers and HR Staff: Ensure that all managers and HR personnel are aware of the reference policy and understand the legal implications of providing a reference.
Document Everything: Keep a record of all reference requests and the information provided. This can be crucial if a dispute arises in the future.

8. Final Thoughts: Balancing Legal Compliance and Good Practice

Providing references for former employees is a balancing act between legal compliance and good business practice. While you are not always legally obliged to provide a reference, when you choose to do so, ensure it is fair, accurate, and consistent with your company’s policies and the law.

By following these best practices, you can manage reference requests effectively, minimise legal risks, and maintain a positive reputation for your business.

Our HR comment: Our Eight Best Practices and Legal Requirements for Providing Employee References | Consensus HR

Our HR comment / Advice: –

Matthew Chilcott, Owner of Consensus HR comments: “By adopting these approaches, you protect your business while also providing a fair and honest representation of your former employees, supporting them in their future career endeavours. For tailored advice and support on handling employee references, get in touch with Consensus HR today.

If we can help you in any way, give us a call or send us an email today for a non obligatory chat.

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02 09 2024

Our Eight Best Practices and Legal Requirements for Providing Employee References | Consensus HR

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1businessclub, #consensushr, #networkinbeds, #outsourcedemploymentlaw, #stevenage #bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, references, Small Business, SME, SME's, stevenage

Part One of Two:

When an employee decides to leave your business, one common task for employers is handling requests for references. At Consensus HR, we are frequently asked about the best practices and legal obligations regarding employee references in the UK. Understanding these aspects is crucial to ensure compliance with the law while also maintaining good business practices.

1. Understanding Your Legal Obligations: Are References Mandatory?

In the UK, there is no general legal obligation for employers to provide a reference for an employee or former employee. However, there are some exceptions:

Contractual Obligation: If an employment contract or company policy states that a reference will be provided, the employer must adhere to that commitment.
Sector-Specific Requirements: Certain sectors, such as financial services, may have regulatory obligations to provide a reference. Always check any industry-specific guidelines that may apply.

Concentrating on your business is essential for growth and success—let Consensus HR handle your HR needs so you can stay focused on what matters most. With expert support in compliance, employee relations, and HR strategy, we take the stress out of managing your workforce, reducing risk and saving you time. Let us be your trusted HR partner, ensuring smooth operations while you drive your business forward.

2. Providing References: Keeping It Fair and Accurate

While there is no obligation to provide a reference, if you choose to do so, it must be accurate and fair. This is a legal requirement under the law of negligence and defamation:

Accuracy: Ensure all information in the reference is factually correct. Avoid including any unverified information or subjective opinions that cannot be backed up.
Fairness: A reference should not be misleading or present an inaccurate picture of the employee. Omitting key facts, such as an employee’s dismissal for gross misconduct, could be seen as misleading to the prospective employer.

3. The Content of References: What to Include and Exclude

When providing a reference, it is good practice to include only basic details:

Employment Dates: Confirm the start and end dates of the employee’s tenure.
Job Title: Provide the job title(s) held by the employee.
Responsibilities: Outline the main duties or responsibilities, if appropriate.

It is advisable to avoid including details that could be viewed as subjective or discriminatory, such as comments on the employee’s character, attendance, or health, unless they are factual and relevant to the job they have applied for.

By following these best practices, you can manage reference requests effectively, minimise legal risks, and maintain a positive reputation for your business.

Our HR comment: Our Eight Best Practices and Legal Requirements for Providing Employee References | Consensus HR

Our HR comment / Advice: –

If we can help you in any way, give us a call or send us an email today for a non obligatory chat.

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28 08 2024

Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #consensus hr, #consensushr, #employeewellbeing, #flexibleworking, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

In the UK, Consensus HR plays a crucial role in guiding businesses through the complexities of flexible working and employee well-being, ensuring that companies not only meet legal requirements but also adopt best practices that are vital in today’s competitive landscape. As the British Chamber of Commerce’s (BCC) recent survey highlights, flexible working and employee well-being are increasingly seen as essential components of a successful business strategy and for businesses who want to stand out in a crowded job market.

Its survey of 1300 businesses noted that attracting and retaining talent is a key priority for most, but they are operating in a market where, e.g. from May to July 2024 there were 884,000 vacancies in the economy, while the number of economically inactive people (those not looking for work) stood at over 9.4 million.

The BCC research also shows 62% of businesses reporting that they are experiencing skills shortages, rising to 74% for manufacturing firms. Noting that 14% of businesses reported they were unable to hire or retain people specifically because of childcare responsibilities, the BCC suggests that introducing flexible working can help employees balance work with other commitments.

Benefits of Flexible Working:

1. Enhanced Productivity:

- Consensus HR helps UK businesses implement flexible working arrangements that can lead to higher productivity. In the UK context, the ability to work during the most productive hours is crucial, particularly as the traditional 9-to-5 workday becomes less relevant.
- Research supported by Consensus HR in the UK indicates that 43% of employees report increased productivity when flexible working options are available.

2. Improved Work-Life Balance:

- UK employers are increasingly focused on improving work-life balance, and Consensus HR is at the forefront of advising businesses on how to implement flexible working policies effectively.
- In the UK, 73% of employees report that flexible working helps them achieve a better work-life balance, a figure that Consensus HR frequently cites in their consultations.

3. Attraction and Retention of Top Talent:

- In the UK’s competitive job market, Consensus HR advises companies on how flexible working can be a key differentiator in attracting and retaining skilled workers.
- According to UK-specific data, 81% of workers would prefer jobs that offer flexible working options, which is a critical insight for UK businesses looking to remain competitive in talent acquisition.

4. Cost Efficiency:

- Consensus HR highlights the cost-saving potential of flexible working for UK companies, particularly in reducing the need for large office spaces in high-rent areas like London.
- UK businesses can save thousands per employee each year by implementing flexible working arrangements, with savings on office space and commuting costs being particularly significant.

5. Increased Employee Satisfaction:

- Consensus HR underscores the importance of flexible working in boosting employee satisfaction within UK workplaces. Employees who have control over their work schedules are more likely to be satisfied and engaged.
- UK studies show a strong link between flexible working and higher employee engagement, a key factor in reducing turnover and enhancing overall business performance.

Benefits of Employee Well-being Initiatives:

1. Reduced Absenteeism:

- In the UK, absenteeism due to stress and mental health issues is a significant concern. Consensus HR helps businesses implement well-being programs that address these issues, leading to a reduction in absenteeism.
- The UK government and NHS have highlighted the importance of workplace well-being, with studies showing that every £1 invested in mental health support can yield a £4 return in terms of reduced absenteeism and increased productivity.

2. Enhanced Performance:

- Consensus HR assists UK businesses in developing well-being strategies that directly contribute to improved employee performance. By focusing on mental and physical health, UK companies can create a more productive workforce.
- Gallup’s research, relevant in the UK context, shows that employees who feel their well-being is supported are 21% more likely to be engaged at work, a statistic that Consensus HR uses to advocate for comprehensive well-being programs.

3. Better Workplace Culture:

- Consensus HR promotes well-being initiatives as a means to enhance workplace culture across UK businesses. A positive culture not only attracts top talent but also fosters better teamwork and collaboration.
- In the UK, 58% of employees reported that well-being programs positively influenced their relationships at work, according to a study by the Chartered Institute of Personnel and Development (CIPD).

4. Retention and Attraction:

- Consensus HR advises UK businesses on the importance of well-being programs in retaining and attracting employees. With the UK workforce increasingly valuing employers who prioritise health and well-being, these programs are becoming a key factor in employer branding.
- A survey by the UK-based insurer Bupa found that 74% of employees consider well-being programs a significant factor when choosing a job, underlining the importance of these initiatives in the UK.

5. Increased Innovation:

- Consensus HR highlights the link between well-being and innovation, particularly relevant for UK businesses in sectors that rely on creativity and innovation.
- Research from the University of Warwick, often referenced by Consensus HR, found that happiness and well-being can increase productivity by 12%, showing a direct connection between well-being initiatives and business success in the UK.

UK-Specific Statistics Highlighted by Consensus HR:

Flexible Working: According to UK-specific research by the Office for National Statistics (ONS), 30% of UK employees worked remotely in 2021, and the trend is expected to continue, driven by the demand for flexible working options.
Employee Well-being: The UK workplace wellness market was valued at over £2.7 billion in 2020, reflecting the increasing importance of employee well-being in UK businesses, a figure often cited by Consensus HR.

Our HR comment: Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

Our HR comment / Advice: –

Matthew Chilcott, Owner of Consensus HR comments: “Our continual involvement with our clients in promoting flexible working and employee well-being highlights their essential role in shaping modern workplace strategies. We help our clients and their businesses realise the substantial benefits of these approaches, from increased productivity and employee satisfaction to cost savings and innovation. Our expertise ensures companies are not only adhering with Employment Law but also positioned for success in a competitive market.”

If we can help you in any way, give us a call or send us an email today for a non obligatory chat.

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27 08 2024

Equal Pay Employment Tribunal Case: What Employers Need to Know | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #consensushr, #networkinbeds, #Next, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

On the BBC News today – 27^th September 2024 and in a significant ruling, the Employment Tribunal has recently announced a verdict on a high-profile equal pay case. This decision has far-reaching implications for employers across the UK, particularly those in industries where pay disparities between male and female employees have been a long-standing issue.

At Consensus HR, we believe it’s crucial for employers to understand the ramifications of this case, as it serves as a stark reminder of the importance of pay equity in the workplace. Below, we break down the key aspects of the case and offer practical advice for employers to ensure compliance and fairness in their pay practices.

The Case Overview:

The recent Employment Tribunal case involved a group of female employees who claimed that they were being paid less than their male counterparts for performing the same work. The women argued that this disparity violated the Equal Pay Act, which mandates that men and women should receive equal pay for equal work. The Tribunal found in favor of the claimants, ruling that the pay difference could not be justified by any factor other than gender.

This ruling reinforces the legal obligations of employers to ensure that their pay structures are free from gender bias. It also highlights the need for transparency and regular reviews of pay practices to prevent discrimination.

Trade unions and business organisations meet to discuss workers’ rights |Consensus HR in Herts & Beds

What This Means for Employers

Legal Obligations:

The ruling underscores the legal requirement for employers to provide equal pay for equal work. Failure to do so can result in costly litigation, reputational damage, and financial penalties. Employers must be vigilant in their pay practices and ensure that they are compliant with the Equal Pay Act.

Pay Audits:

Conducting regular pay audits is now more important than ever. These audits help identify any discrepancies in pay between male and female employees and provide an opportunity to address them before they escalate into legal issues. Employers should document these audits and any actions taken to rectify disparities.

Job Evaluations:

To avoid pay discrimination, employers should use consistent and objective criteria for evaluating job roles. Job evaluations should be free from gender bias and based on factors such as skills, experience, responsibilities, and performance.

Transparency:

Promoting transparency in pay structures can help build trust within the workforce and prevent potential disputes. Employers should consider publishing pay ranges for roles and openly communicating how pay decisions are made.

Training and Awareness:

HR teams and managers should be trained on the principles of equal pay and the importance of avoiding gender bias in pay decisions. Awareness programs can help prevent unconscious bias and ensure that all employees are treated fairly.

Practical Steps for Employers

Review and Update Policies:

Ensure that your company’s pay policies are up-to-date and comply with current legislation. Policies should clearly outline the company’s commitment to equal pay and the steps taken to achieve it.

Regular Monitoring:

Implement a system for regular monitoring of pay equity within your organization. This can include periodic reviews of pay data, employee feedback, and comparisons with industry benchmarks.

Engage Employees:

Involve employees in discussions about pay equity. Create channels for employees to voice concerns about pay and ensure that these are addressed promptly and transparently.

Our HR comment:

Our HR comment / Advice: – Equal Pay Employment Tribunal Case: What Employers Need to Know | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “The recent Employment Tribunal case serves as a crucial reminder for employers to prioritise pay equity in their organisations. By taking proactive steps to ensure compliance with the Equal Pay Act, employers can not only avoid legal pitfalls but also foster a more inclusive and equitable workplace.

At Consensus HR, we are here to support businesses in navigating these complex issues. If you need assistance with pay audits, policy reviews, or training on equal pay, please don’t hesitate to contact us. Together, we can create a fair and transparent workplace for all employees.

Contact us today to learn more about how we can help your business achieve pay equity and compliance.”

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21 08 2024

Management Development Workshops | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Performance Management, Training & Development @sg1businessclub, #appraisaltraining, #consensus hr, #consensushr, #delegationskills, #employeeworkshop, #managementskills, #networkinbeds, Appraisals, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Management, Small Business, SME, SME's

Suite of Management Development Workshops | Consensus HR in Herts & Beds

Consensus HR is excited to announce the first two courses in our comprehensive Management Suite, designed to equip managers with essential skills for success.

Delegation Skills

Unlock the secrets to effective delegation with our in-depth course. Learn how to empower your team, improve productivity, and focus on what truly matters. Dive into strategies that ensure tasks are assigned to the right people, maximising efficiency and fostering a collaborative work environment. Learn more and register here.

Performance Management (SMART) Appraisals

Master the art of performance management with our SMART appraisals workshop. Discover how to set clear, achievable goals and provide constructive feedback that drives employee development and organisational growth. This course is perfect for those looking to enhance their leadership by aligning team performance with company objectives. Find out more and secure your spot.

Following our insightful blog post from June 25, 2024, “Managerial Skills – Success Essentials,” we are planning to offer more workshops covering critical areas such as:

Managing and Implementing Performance Management (Appraisals)
Improving and Managing Mental Health in the Workplace
Teamwork & Delegation Skills
Diversity and Equality
Successful Recruitment Interviewing
Communication Skills
Equality & Dignity

Stay tuned for more details and registration information on these upcoming workshops, as we continue to support managers in building stronger, more effective teams.

My HR Comment / Advice: Management Development.

Management Development Workshops | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “By developing these skills, a manager can navigate the complexities of their role more effectively and create a productive, positive work environment. These skills should be part of an employee’s performance review (Appraisal) which should take place in a structured format at least every six months using their Job Description and measurable Competency Framework.

Managing a team or business is never easy and as I always say “Rome, was not built in a day!”. However, Rome can be built successfully over a structured time frame and with a detailed Management Development Plan for the business owner, manager and team. I know when I was privileged to be a manager many years ago within Hospitalities and Forte Restaurants / Welcome Break, I needed to develop in many management skills as those highlighted within this article. I was lucky as a detailed plan was offered but the majority was on the job at the coal face.

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20 08 2024

Trade unions and business organisations meet to discuss workers’ rights |Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1businessclub, #consensushr, #makeworkpay, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

As it sets out the first details of its Plan to Make Work Pay, the Government said that both businesses and workers will get a bigger voice at the table.

Minister for Employment Rights, Justin Madders, and the Deputy Prime Minister, Angela Rayner, have met senior representatives from trade unions and business organisations for the first time to discuss workers’ rights.

They agreed to “wipe the slate clean” and begin a new relationship of respect and collaboration to help deliver the Government’s first mission — to kickstart economic growth.

The meeting discussed views on the Employment Rights Bill which the Government believes will play a key role in delivering its Plan to Make Work Pay and which will be introduced in the next few weeks.

Mr Madders said that the Plan sets out an ambitious agenda to ensure workplace rights are fit for a modern economy, empower working people and deliver economic growth. It will support more people to stay in work, make work more family-friendly and improve living standards.

Peter Cheese, Chief Executive of the Chartered Institute of Personnel and Development (CIPD) said: “We recognise and welcome a number of the changes in the Government’s Plan to Make Work Pay. Together they amount to the biggest transformation of workers’ rights in a generation. Therefore, consultation will be essential to ensure that any reforms achieve the right outcomes for individuals and employers.”

The Government confirmed that trade union and business representatives will be invited to continue to engage on the Plan through similar meetings and to share insights via upcoming consultations.

Make Work Pay

The Plan will:

ban exploitative zero-hours contracts
end the practice of fire and re-hire
introduce, from day one, basic rights to parental leave, sick pay and protection from unfair dismissal
strengthen the collective voice of workers, including through their trade unions, and create a Single Enforcement Body to ensure employment rights are upheld
make sure the minimum wage is a genuine living wage by changing the remit of the independent Low Pay Commission so that, for the first time, it takes account of the cost of living
remove discriminatory age bands so that all adults are entitled to the same minimum wage.

CIPD – HR Inform

Our HR comment:

Our HR comment / Advice: – Trade unions and business organisations meet to discuss workers’ rights |Consensus HR in Herts & Beds |Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “The proposed reforms, such as banning zero-hours contracts and providing employment rights from day one, could lead to significant changes in the labour market. However, potential challenges in implementing these reforms, particularly from larger employers who may be resistant to changes that affect their current working systems must be recognised for both their potential benefits and complexities of the policy. Companies of all sizes need to ensure that they seek appropriate advice and support from HR Consultants / Departments to ensure the successful implementation of all the changes, so as to ensure a smooth implementation.”

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

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

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14 08 2024

Why Your Business Should Invest in Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #invest, #networkinbeds, #outsourcedemploymentlaw, #stevenge, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Why Your Business Should Invest in Consensus HR’s Monthly HR & Employment Law Support

In today’s dynamic business environment, staying compliant with ever-evolving employment laws and maintaining a productive workforce can be challenging. For businesses of all sizes, effective human resource management is crucial to success. At Consensus HR, we offer a comprehensive HR and Employment Law support service for a monthly investment. Here’s why signing up with us can be one of the best decisions for your business.

Expertise and Experience at Your Fingertips

Navigating the complexities of HR and employment law requires expertise and experience. Our team at Consensus HR consists of seasoned professionals who stay abreast of the latest legal developments and best practices. By subscribing to our monthly service, you gain access to this wealth of knowledge without the overhead costs of hiring a full-time HR team. This ensures that your business remains compliant and up-to-date with the latest regulations, minimizing the risk of costly legal disputes.

Cost-Effective HR Solutions

Hiring an in-house HR team can be expensive, especially for small and medium-sized enterprises. Our monthly subscription service offers a cost-effective alternative, providing you with comprehensive HR support at a fraction of the cost. This investment not only saves you money but also delivers high-quality, professional HR services that are scalable to your business needs.

Tailored Support for Your Business Needs

Every business is unique, and so are its HR requirements. At Consensus HR, we understand this and offer tailored support to meet your specific needs. Whether you require assistance with recruitment, performance management, employee relations, or compliance issues, our services are customized to address your unique challenges and objectives. This personalized approach ensures that you receive the most relevant and effective HR support.

Proactive Compliance Management

Employment laws are continually changing, and non-compliance can result in significant penalties and damage to your reputation. Our team proactively monitors legal developments and ensures that your policies and practices are always in line with current legislation. We help you implement necessary changes promptly, reducing the risk of non-compliance and protecting your business from potential legal issues.

Enhanced Employee Relations and Productivity

A well-managed HR function leads to better employee relations and increased productivity. Our expert guidance on best practices in HR management helps you create a positive work environment where employees feel valued and motivated. From resolving conflicts to implementing effective performance management systems, we support you in fostering a productive and harmonious workplace.

Access to Comprehensive Resources and Tools

As a subscriber to our monthly service, you gain access to a wide range of resources and tools designed to streamline your HR processes. This includes templates for employment contracts, policies, and procedures, as well as access to our HR software that simplifies record-keeping and compliance tracking. These resources save you time and effort, allowing you to focus on growing your business.

Peace of Mind

Running a business comes with enough challenges without having to worry about HR and legal compliance. By partnering with Consensus HR, you gain peace of mind knowing that your HR needs are handled by professionals. This allows you to concentrate on strategic business initiatives, confident that your HR operations are in safe hands.

Support in Crisis Management

In times of crisis, such as a legal dispute or an urgent HR issue, having expert support readily available is invaluable. Our team is on hand to provide immediate assistance and guide you through any challenges that arise. This ensures that you can respond quickly and effectively, minimizing disruption to your business.

Continuous Improvement and Training

We believe in continuous improvement and offer training and development opportunities for your management team. This ensures that your leaders are equipped with the latest knowledge and skills to manage their teams effectively. Our training programs cover a wide range of topics, from employment law updates to leadership development, empowering your managers to drive your business forward.

Our HR comment:

Matthew Chilcott, Owner of Consensus HR comments: “Investing in Consensus HR’s monthly HR and Employment Law support is a strategic decision that offers numerous benefits. From expert guidance and compliance management to improved employee relations and cost-effective solutions, our services are designed to support your business’s growth and success. Don’t wait until you face an HR crisis—proactively protect and enhance your business by partnering with Consensus HR. Contact us today to learn more about how our tailored HR solutions can meet your needs and help your business thrive.”

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