Blog

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.”

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

12 08 2024

Did You Know? – It is National Allotment Week | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #consensusHR @consensushr @sg1, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME's

National Allotments Week – 12^th – 18^th August 2024

Did You Know? – It is National Allotment Week | Consensus HR in Herts & Beds

National Allotments Week – 12^th – 18^th August 2024 – Consensus HR in Herts & Beds

National Allotments Week in the UK, which takes place from August 12th to August 18th, is an annual event that celebrates and promotes the benefits of allotments and gardening. Organised by the National Allotment Society (NAS), this week-long celebration aims to raise awareness about the importance of allotments in terms of health, well-being, and community building.

Key Objectives of National Allotments Week:

Promote Allotment Gardening:

Encourage people to take up allotment gardening as a hobby, showcasing the joy and satisfaction of growing your own fruits, vegetables, and flowers.

Highlight Health Benefits:

Emphasise the physical and mental health benefits of gardening, including exercise, stress relief, and improved diet from consuming homegrown produce.
Community Engagement: Foster a sense of community by bringing together people of all ages and backgrounds to share their gardening experiences and knowledge.
Sustainability and Environment: Promote sustainable gardening practices that benefit the environment, such as composting, water conservation, and organic gardening techniques.

Typical Activities During National Allotments Week:

Open Days: Allotment sites across the country open their gates to the public, allowing people to visit, explore, and learn about allotment gardening.
Workshops and Demonstrations: Gardening workshops and demonstrations on topics such as composting, seed saving, and pest control.
Competitions and Awards: Competitions for the best-kept allotments, best produce, and innovative gardening techniques.
Community Events: Social events such as barbecues, picnics, and garden parties to bring together allotment holders and the local community.
Educational Programs: Schools and community groups often participate in educational programs to teach children and adults about the benefits of growing their own food.

Our HR comment:

Matthew Chilcott, Owner of Consensus HR comments: “National Allotments Week is a great opportunity for people to connect with nature, learn new skills, and enjoy the many benefits of allotment gardening.”

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

Click Here

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

12 08 2024

Understanding the New “Fire and Re-hire” Code of Practice in the UK | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #consensushr, #fireandrehire, #HRAdvice, #HRSupport, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

In recent years, the practice of “fire and re-hire” has garnered significant attention and debate. This controversial approach, where employers dismiss staff and subsequently re-engage them on less favourable terms, has led to numerous concerns regarding employee rights and the balance of power in the workplace. At Consensus HR, we believe in providing clear and practical guidance to navigate these changes effectively.

What is “Fire and Re-hire”?

“Fire and re-hire,” formally known as Dismissal and Re-engagement, is a process used by employers to modify the terms of employment contracts. While sometimes necessary to adapt to changing business conditions, this practice can be seen as undermining employee security and trust. Consequently, it has drawn significant scrutiny from both employees and policymakers.

The New Statutory Code of Practice

Earlier this year, the UK Government announced the introduction of a new statutory Code of Practice on Dismissal and Re-engagement, aiming to regulate the use of “fire and re-hire” practices. This Code of Practice is designed to ensure that any changes to employment terms are conducted fairly and transparently, protecting employees from unfair treatment.

UK Government says workers 'need to be able to switch off' | Consensus HR in Herts & Beds

Key Elements of the Code of Practice:

Transparent Communication:
- Employers are required to engage in clear, honest, and timely communication with employees about any proposed changes to their terms of employment.
- Employees should be given ample opportunity to understand the reasons behind the changes and how they will be affected.
Fair Consultation Process:
- A thorough consultation process must be conducted, allowing employees to voice their concerns and provide feedback on the proposed changes.
- Employers must consider alternative options and negotiate in good faith to reach a mutually acceptable agreement.
Reasonable Notice:
- Adequate notice periods must be provided to employees before any changes are implemented.
- This ensures that employees have sufficient time to adapt to the new terms or seek alternative employment if necessary.
Legal Compliance:
- The Code of Practice emphasizes the importance of adhering to existing employment laws and regulations.
- Employers must ensure that any changes do not violate contractual obligations or statutory rights.
Support Mechanisms:
- Employers should offer support mechanisms, such as retraining or redeployment opportunities, to help employees transition smoothly to the new terms.

Impact on Employers and Employees

For employers, the introduction of this Code of Practice means a more structured and transparent approach to making contractual changes. While it may involve additional administrative steps, the benefits of maintaining a motivated and engaged workforce far outweigh the costs. Employers who adhere to these guidelines are likely to see improved employee relations and reduced conflict.

For employees, the new Code of Practice offers a layer of protection against arbitrary changes to their employment terms. It ensures that their voices are heard, and their rights are respected throughout the process. Employees can now expect greater transparency and fairness when facing potential changes to their contracts.

How Consensus HR Can Help

At Consensus HR, we understand that navigating these changes can be challenging for both employers and employees. Our team of experienced HR professionals is here to provide support and guidance tailored to your specific needs. Whether you need assistance with consultation processes, communication strategies, or legal compliance, we are here to help you every step of the way.

Our HR comment:

Understanding the New “Fire and Re-hire” Code of Practice in the UK | Consensus HR in Herts & Beds

Matthew Chilcott Owner of Consensus HR comments: “The new “fire and re-hire” Code of Practice marks a significant step towards fairer employment practices in the UK. By promoting transparency, fairness, and compliance, this Code aims to protect employees while allowing businesses to adapt to changing circumstances. At Consensus HR, we are committed to helping you navigate these changes effectively, ensuring a positive and productive workplace for all.

For more information or to discuss how these changes may impact your organisation, please contact us today. Together, we can build a fair and resilient workforce for the future.”

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

Updated guidance on the new sexual harassment legislation – Consensus HR in Herts, Beds

08 08 2024

International Cat & Cycle to Work Day – 8th August 2024

Matthew Chilcott Blog, General @sg1, #cats, #consensushr, #cycletowork, #networkinbeds, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Did you know that today is International Cat & Cycle to Work Day?

International Cat Day:

Today’s day of recognition in the UK is International Cat Day, celebrated on August 8th. This day was created to honor our feline friends and to promote awareness about their care and welfare. Activities typically include adoption drives, educational events on cat health and behavior, and celebrations of the joy that cats bring into our lives (UK Awareness Days) (KnowInsiders).

International Cat Day is celebrated annually on August 8th. Established in 2002 by the International Fund for Animal Welfare (IFAW), the day aims to raise awareness about cats and promote their well-being. The celebration encourages cat owners and animal lovers to honour their feline friends, learn more about cat care, and support cat welfare initiatives.

Key Points About International Cat Day:

History and Purpose:
- Founded by the IFAW to celebrate the bond between humans and cats.
- Aims to highlight issues related to cat health, care, and adoption.
Common Activities:
- Adoption Events: Many animal shelters and rescue organisations hold special events to promote cat adoption.
- Educational Campaigns: Efforts to inform the public about responsible cat ownership, including proper nutrition, healthcare, and spaying/neutering.
- Fundraising and Support: Activities to raise funds for cat shelters, rescues, and animal welfare organisations.
- Social Media Campaigns: Sharing photos, videos, and stories of cats using hashtags like #InternationalCatDay to spread awareness.
Why It Matters:
- Promotes Adoption: Encourages people to adopt cats from shelters and rescues.
- Raises Awareness: Highlights the importance of proper cat care and the responsibilities of cat ownership.
- Supports Animal Welfare: Brings attention to issues such as stray and feral cats, overpopulation, and the need for spaying and neutering programs.

How to Celebrate:

Adopt a Cat: Consider adopting a cat from a local shelter.
Volunteer: Offer your time at a cat rescue or shelter.
Donate: Support animal welfare organisations financially or with supplies.
Educate: Learn more about cat care and share information with others.
Celebrate Your Cat: Spend extra time playing with your cat, give them a special treat, or share their photos on social media.

Resources:

International Cat Day is a wonderful opportunity to celebrate cats, improve their lives, and promote their well-being across the globe.

Cycle to Work Day:

Additionally, today is also Cycle to Work Day, an initiative encouraging people to commute by bicycle, promoting the benefits of cycling for health, the environment, and reducing traffic congestion (UK Awareness Days).

Both of these awareness days highlight the importance of animal welfare and sustainable transportation, respectively.

Cycle to Work Day is an annual event in the UK that promotes cycling as a means of commuting. It aims to encourage people to use bicycles for their daily commute, highlighting the benefits of cycling for personal health, the environment, and reducing traffic congestion.

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

Cycle to Work Day is a great opportunity to start a healthy and sustainable commuting habit. Whether you’re an experienced cyclist or a beginner, participating in this event can provide motivation and support to incorporate cycling into your daily routine.

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

International Cat & Cycle to Work Day - 8th August 2024

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

Click Here

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

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

07 08 2024

Consensus HR’s research into current Employment Tribunal statistics | Consensus HR in Herts & Beds

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

At Consensus HR, we like to continually keep track of statistics at Employment Tribunals (ET’s) within the UK and research into the current Employment Tribunal statistics n the UK has highlighted several key points:

Number of Claims and Backlog:

Between April and June 2023, the Employment Tribunal received 23,693 claims, with 33% being single claims and 67% multiple claims. This was consistent with the previous quarter’s figures. However, the number of claims disposed of decreased to 13,781 from 19,694 in the previous quarter. The backlog of cases increased slightly, standing at 470,898 by the end of June 2023 (Brodies LLP) (Acas).

Types of Claims:

The most common claims were for unlawful deductions from wages (6,161 claims) and breach of contract (5,786 claims) (Brodies LLP).

Representation and Outcomes:

In 2022/23, 60% of claimants had legal representation, a slight decrease from the previous year. Conversely, there was an increase in unrepresented claimants, with 31% having no representation.

The average award for unfair dismissal claims was £12,000 in 2022/23, despite the maximum compensatory award rising in April 2023 (Brodies LLP).

Discrimination Awards:

There were 300 discrimination cases with compensation awarded in 2022/23. The highest compensation was in a disability discrimination case, amounting to £1,767,869. Disability discrimination cases also had the highest average award at £45,435, followed by sex discrimination at £37,607 (Brodies LLP).

Regional Variations:

The number of claims varied slightly by region, with about 5% of claims raised in Scotland in June 2023 (Brodies LLP).

The backlog and ongoing delays remain significant issues within the tribunal system, affecting timely resolutions for claimants and respondents alike (The Law Society)

Our HR comment:

Consensus HR’s research into current Employment Tribunal statistics | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “Consensus HR emphasises the importance for employers to ensure compliance with employment laws such as the Acas Code of Practice and to address workplace issues proactively and timely to avoid disputes when dealing with any incidents in the workplace. The information within this blog also highlights the need for better legal support for respondents (employers) and claimants (employees) and improvements in the tribunal system to handle the backlog efficiently, ensuring timely justice for all parties involved. Businesses should also remember that nobody likes to go to an ET, but should you have too, you need to ensure that you have everything ready for your defence. We always encourage our clients to work proactively, rather than reactively”

For more detailed insights, the Ministry of Justice, ACAS, and related sources provide comprehensive reports and statistical breakdowns on Employment Tribunal activities (Acas) (GOV.UK).”

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

Performance Management / SMART (Appraisals) & Breakfast!

06 08 2024

Delegation Skills | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Training & Development #BTCstevenage, #ConsenHR, #consensus hr, #consensushr, #delegationskills, #hertfordshirebusinesses, #mgtdevelopment, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Why don’t you join the first of our suite of Manager/Business Owner Development Workshops, where we always ensure a maximum of five delegates to create a friendly learning environment?

Oct

30

2024

Delegation Skills | Consensus HR in Herts & Beds

This course if designed for delegates with management responsibility for individuals / a team who find it hard to delegate tasks and wish to gain a full understanding of the best methods available to succeed.

To book

Details

Date : 30th October

Time : 08:30 am - 1:30pm

Cost : £159

Event : Delegation Skills

Management Development course overview:

DELEGATION SKILLS | Consensus HR in Herts & Beds

Who is this course for?

Benefits:

Employee: Ability to delegate successfully to work colleagues using best practice and tested methods.

Organisation:

Ensuring successful organising, managing and delegation of company tasks

Course Syllabus:

Delegates will gain an understanding and ability to:

Appreciate the importance of delegating to others as a way to offload work and get more done in your busy life.
Face your fear of delegation and learn to think of delegating tasks to others as a positive.
Adapt an appropriate strategy to delegate the right tasks to the right people at the right time and in the right way.
Use a systematic step-by-step approach to brief people on what you want to delegate to them.

Training Format:

Presentation
Group Discussion
Group Exercises
Questions & Answers
Review

What you get:

Attendance Certificate
Copy of the development slides used within the workshop
Useful workshop tools to use in the workplace

Date & Time: 9:30am – 1:30pm – Tuesday 8^th September 2020

“Helping companies take the pain out of managing people whilst preventing people problems’

We provide a comprehensive programme of Management development courses at the Business & Technological Centre (BTC), Stevenage or at your own premises. One you have decided on the course your need you can click and book the dates you require and then leave the rest to us.

Our HR comment:

Delegation Skills & Breakfast!

Why don’t you come along to our forthcoming business owner / management development workshop in a friendly environment, maximum of five delegates setting.

This is the first of our suite of development workshops with many more to follow, such as:

Delegation – Workshop available on 30th October 2024
Effective Communication
Managing the team
Delegation skills
Teambuilding
Equality & Diversity
Managing Mental Health at Work
Coaching
Recruitment

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

31 07 2024

Performance Management / SMART (Appraisals) & Breakfast! | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Performance Management @consensushr, @sg1businessclub, ##stevenage, #appraisals, #consensus hr, #consensushr, #Hertfordshire, #networkinbeds, #outsourcedemploymentlaw, #outsourcedHR, #performancereviews, #stevenage, #workshop, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Why don’t you join our Manager / Business Owner Development Workhop?

Maximum of five delegates

Sep

24

2024

Performance Management (Appraisals) for business Owners & Managers

Manage and measure performance with precision while fostering growth and development within your team.

To book

Details

Date : 24th September

Time : 08:30 am - 1pm

Cost : £179

Event : Appraisals

Management Development course overview:

Performance Management / SMART(Appraisals) & Breakfast!

Who is this course for?

Members of the management team who wish to unlock the full potential of their teams with our dynamic workshop tailored for forward-thinking managers. At our workshop you will learn to manage and measure performance with precision while fostering growth and development within your team. Engage in vibrant discussions and hands-on exercises with a select group of just five delegates, ensuring a personalised and impactful experience in a friendly, supportive environment.

Benefits:

For Employees:

Uncover Growth Opportunities: Pinpoint and address training and development needs to pave the way for continuous improvement.
Boost Performance: Reflect on past achievements and set the stage for future success with tailored strategies.
Advance their Career: Identify clear paths for succession and progression, unlocking new professional horizons.

For the Organisation:

Elevate Performance: Enhance overall organisational performance through strategic insights and effective management practices.
Plan for the Future: Identify and nurture potential leaders for seamless succession planning.
Build Trust and Communication: Foster a culture of open communication and trust between employees and management, driving collaboration and success.

Course Syllabus:

Aims of Performance Reviews (Appraisals)
Benefits of Performance Reviews
Conducting Performance Reviews (Appraisals)
Setting ‘SMART’ Objectives
Balancing Challenges & Competence
Key Points

Training Format:

Presentation
Group Discussion
Group Exercises
Questions & Answers
Review

What you get:

Attendance Certificate
Copy of the development slides used within the workshop
Useful workshop tools to use in the workplace

Date & Time: 8:30am – 1pm, Wednesday 24^th September 2024

Breakfast: Bacon or Sausage Bap or Fruit Salad, Range of breakfast beverages.

“Helping companies take the pain out of managing people whilst preventing people problems”

Our HR comment:

Performance Management / SMART (Appraisals) & Breakfast!

Why don’t you come along to our forthcoming business owner / management development workshop in a friendly environment, maximum of five delegates setting.

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

30 07 2024

The Worker Protection Bills | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusiness, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, #protection, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, SME, SME's, stevenage, Worker

From October 2024 the Worker Protection (Amendment of Equality Act 2010) Bill will strengthen existing protection for workers against sexual harassment. The new law will place a new duty on employers to take ‘reasonable steps’ to prevent sexual harassment. Tribunals will have the power to increase compensation by up to 25% if they find an employer has breached this duty. 

The legal change has been much debated during its legislative journey and has undergone two significant changes. Originally, the bill was drafted so that employers were required to take ‘all reasonable steps’; some parties are unhappy with the final obligation for them to take ‘reasonable steps. In addition, the proposed reintroduction of a duty to protect workers against harassment by third parties was dropped.

While commentators are disappointed by what they perceive as a watering down of the new preventative duty, it’s still crucial that employers are aware of its impending introduction and are geared up to comply.

The CIPD’s response to the UK Government’s consultation set out our concerns on whether a new proactive statutory duty on employers would have the desired impact. Employers are already required under the law to take reasonable steps to prevent sexual harassment of workers by their colleagues. We also made the point that much more can be done to bridge the gap regarding current law and its effective implementation in the workplace.

However, now that the new duty is coming into force, it presents an important opportunity to build awareness and encourage compliance to prevent sexual harassment in workplaces. With this aim in mind, we welcome the planned updating of the EHRC’s technical guidance and Employment Code of Practice to reflect the preventative duty.

The first step is educating and raising awareness

The first step for employers is understanding what sexual harassment is and educating their workforce. ‘Harassment’ covers unwanted conduct related to a protected characteristic which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Sexual harassment is unwanted conduct of a sexual nature that has that effect.

The duty that would have made employers liable for third party harassment was dropped, which the CIPD thought was disappointing. However, it’s important to understand that the new preventative duty still requires employers to take reasonable steps to prevent sexual harassment by any perpetrator and that includes third parties such as customers, clients and members of the public.

Performance Management / SMART (Appraisals) & Breakfast! | Consensus HR

How employers can prevent sexual harassment

Employers should be proactive and systematic in how they prevent and tackle sexual harassment at work: this is not a ‘tick-box’ exercise, and employers will need to show evidence of the reasonable steps taken. To do so, they need to focus attention on a number of priority areas, as our guidance explains:

Organisational and cultural change: Senior leaders have a defining influence on the working culture and set the tone for expectations around behaviour and workplace civility. They need to embed and live the values and behaviour that underpin dignity, respect and inclusion.
Policies and procedures: A formal policy won’t change culture on its own but it’s still important to have written policies and guidance. These should define sexual harassment, give examples of what it is and outline everyone’s responsibilities for preventing and tackling it. These can be used to promote the organisation’s commitment and practices to prevent and educate the workforce about sexual harassment. Given its sensitive and potentially complex nature, organisations may wish to consider dealing with harassment under a separate procedure.
Training and development: There should be regular training sessions for all staff so that they understand what sexual harassment is and their role in preventing/addressing it.
Reporting channels and investigating: There need to be well-promoted reporting channels for complaints and the organisation needs to respond to these promptly, fairly and thoroughly. Any evidence of discriminatory behaviour or harassment among staff needs to be investigated and acted on swiftly and a clear message sent out that such behaviour will not be tolerated.
People management capability: Line managers play an important role in identifying, challenging and dealing with unfair treatment including sexual harassment. They need to have the training, education and guidance to give them the confidence to tackle sexual harassment.
Monitoring and review: Monitoring the gender diversity of the workforce at every level, including for recruitment and promotion, will help to highlight if there is any potential discrimination or harassment on grounds of gender. Staff attitude surveys will enable the organisation to collect feedback in areas like gender equality and bullying and harassment.

Our HR comment:

The Worker Protection Bills | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “This bill has long been talked about by Labour and especially the issue in relation to sexual harassment which we have written about many times. We hope at Consensus HR businesses will ensure that all the team are adequately trained and the businesses culture reflects one where everybody is treated correctly and made to feel part of the team for the success of the business and employees.”

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29 07 2024

Are you Proactive or Reactive when it comes to your HR? |Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Rewards & Benefits @sg1businessclub, #hertforshire, #networkinbeds, #proactive, #proactive #outsourcedHR, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Matthew Chilcott, Owner of Consensus HR comments: “Believe me, when it comes to managing and being proactive rather than reactive, it is not easy, but the benefits for businesses, their managers and teams are substantial as shown in our latest blog.”

Being proactive rather than reactive in HR and team management is crucial for fostering a productive, engaged, and resilient workforce. Here’s a detailed breakdown of what this means and why it’s essential:

What Does Being Proactive Mean?

Proactive HR and Management involve anticipating issues before they arise and taking steps to prevent them. This approach focuses on planning, foresight, and preventative measures rather than merely responding to problems as they occur. Key aspects include:

Strategic Planning: Developing long-term strategies for recruitment, employee development, and retention.
Risk Management: Identifying potential risks and implementing policies and practices to mitigate them.
Employee Development: Providing continuous learning opportunities and career development programs to enhance skills and job satisfaction.
Culture Building: Fostering a positive workplace culture through initiatives that promote diversity, inclusion, and employee well-being.
Regular Feedback and Communication: Encouraging open communication and regular feedback to address concerns before they escalate.

Implementing a Proactive Approach

To cultivate a proactive HR and management environment, consider the following strategies:

Set Clear Goals and Objectives: Define what success looks like for your team and organisation and align HR practices to support these goals.
Invest in Training and Development: Equip your team with the skills and knowledge they need to succeed and adapt to changes.
Foster Open Communication: Create channels for open dialogue where employees feel comfortable sharing ideas and concerns.
Monitor Trends and Data: Keep an eye on industry trends, employee metrics, and feedback to anticipate changes and challenges.
Empower Managers: Train managers to be proactive leaders who can identify and address issues early, fostering a proactive culture within their teams.

Why Is Being Proactive Important?

Prevents Problems Before They Escalate: Proactive management can identify and address issues such as low morale, skill gaps, or compliance risks before they become major problems.
- Example: Conducting regular employee engagement surveys to spot potential issues early and implementing changes based on feedback.
Enhances Employee Satisfaction and Retention: When employees feel supported and see that the organisation is invested in their development and well-being, they are more likely to stay engaged and loyal.
- Example: Offering professional development opportunities and recognition programs to boost morale and motivation.
Improves Efficiency and Productivity: By planning ahead and streamlining processes, proactive organisations can operate more efficiently, reducing downtime and enhancing productivity.
- Example: Implementing automated HR systems to handle routine tasks, freeing up time for strategic planning.
Fosters a Positive Work Environment: Proactive measures in culture-building and communication help create a supportive and inclusive workplace where employees feel valued.
- Example: Hosting regular team-building activities and wellness programs to strengthen team bonds and enhance overall well-being.
Enhances Compliance and Risk Management: Proactively staying ahead of legal and regulatory changes reduces the risk of non-compliance and potential penalties.
- Example: Keeping up to date with employment laws and regulations and training managers on compliance best practices.
Supports Innovation and Growth: A proactive approach encourages a forward-thinking mindset, fostering innovation and continuous improvement within the team.
- Example: Encouraging innovation sessions where employees can pitch new ideas and solutions.

Our HR comment:

Our HR comment / Advice: – Are you Proactive or Reactive when it comes to your HR? |Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “In my previous roles, when managing people front and back of house within the Hospitality industry of small and large numbers, the one thing I learnt is that by prioritising proactivity, businesses and managers can build a resilient, engaged workforce that is better prepared to face challenges and seize opportunities, ultimately driving long-term success and growth. However, this is definitely not easy, but the benefits are substantial if you follow best practice and the law and set Policies & Procedures.”

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24 07 2024

UK Government says workers ‘need to be able to switch off’ | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #Employment Contract, #employmentlaw, #hertfordshirebusinesses, #networkinbeds, #ourtsourcedHR, #workinghours, bedfordshire, Business, Business Owners, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

‘need to be able to switch off’

Downing Street has defended plans to give employees the right to switch off from work messages outside office hours. The new government is received out of hours, without fear of reprisals. The proposals, being spearheaded by Deputy Prime Minister Angela Rayner, have faced backlash from businesses and the Conservatives. However, Sir Keir Starmer’s spokeswoman insisted that the plans could increase productivity in Britain. The government’s plans will come in the form of non-binding guidance in a new code of practice for businesses. The TUC has welcomed the plans, stating that no one should be pushed to the brink because of their job. The No10 spokeswoman confirmed ministers were examining models that “support productivity and work flexibility” but said it would be down to individual employers to act. “The government is committed to making work pay and ensuring that working people are protected from exploitative practices and also are supported to ensure that employers are assisting them to be as productive as possible,” she said, adding “We know that, and indeed good employers understand that, for workers to stay motivated they need to be able to switch off. That is good for productivity but of course situations may vary, and people work in different fields and there are circumstances where people do need to be contacted out of hours. ‘That is why there is wider work looking at this issue and different models that we have seen in different countries and looking at this issue more broadly. “Exploring plans to allow workers to avoid emails, texts, and phone calls

Daily Mail

The i

Potential Benefits

Improved Employee Wellbeing: Allowing workers to switch off can significantly reduce stress and burnout, leading to healthier and more productive employees.
Increased Productivity: A well-rested workforce is often more productive and motivated during working hours.
Better Work Relationships: Clear boundaries between work and personal life can improve overall job satisfaction and employee retention.

Potential Challenges

Implementation Costs: Businesses might incur costs in implementing new systems and policies to ensure compliance with the right to disconnect.
Resistance from Employers: Some employers may resist such changes, particularly if they rely on flexibility from their workforce outside standard hours.
Monitoring Compliance: Ensuring all businesses adhere to the new regulations could be challenging and require robust monitoring mechanisms.

Our HR comment:

UK Government says workers ‘need to be able to switch off’ | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments, “The UK Government’s stance on allowing workers to “switch off” reflects a growing recognition of the importance of work-life balance. If implemented and following the non-binding Code of Practice, these changes could reshape employment cultures significantly, emphasising employee wellbeing and sustainable work practices.

At Consensus HR, we always advice our clients to not be contacting member of the team, regardless of role when not working as this is their time! However, in exceptional circumstances, it may need to happen, but managers / businesses should keep a record of when this is happening and why and take the appropriate action as it should always be the exception and not the norm! If it becomes the ‘norm’, the management of the company need to fully investigate for the benefit of the team’s welfare.”

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23 07 2024

Updated guidance on the new sexual harassment legislation – Consensus HR in Herts, Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #HRAdvice, #HRSupport, #networkinbeds, #sexual discrimination, #sexual harassment, #sexualharassment, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

The Equality and Human Rights Commission (EHRC) has released updated guidance on the new sexual harassment legislation, which takes effect on October 26, 2024. This new guidance introduces a mandatory duty for employers to take “reasonable steps” to prevent sexual harassment in the workplace. Key points include:

1. Preventative Duty:

Employers must actively prevent sexual harassment by their own employees as well as third parties, such as clients and customers. This duty does not extend to other forms of harassment or discrimination under the Equality Act 2010 (Clyde & Co) (DLA Piper).

2. Enforcement and Compensation:

If an employer fails to meet this preventative duty, they could face enforcement actions by the EHRC. Additionally, employment tribunals can increase compensation by up to 25% in successful sexual harassment claims where the employer is found to have breached this duty (Equality and Human Rights Commission) (DLA Piper).

3. Reasonable Steps:

What constitutes “reasonable steps” will vary depending on the size and resources of the employer. Steps may include conducting risk assessments, updating policies, training employees, and implementing effective reporting mechanisms (Equality and Human Rights Commission)

4. Consultation:

The EHRC is currently seeking feedback on the updated guidance, with the consultation period running until August 6, 2024 (DLA Piper).

Our HR comment:

Our Comments: – Updated guidance on the new sexual harassment legislation – Consensus HR in Herts, Beds

Matthew Chilcott, Owner of Consensus HR comments: “We have written a number of blogs on this subject which can be seen below, and Employers are advised to proactively assess risks and implement measures to prevent sexual harassment, ensuring compliance with the new legal requirements by the October 2024 deadline whilst ensuring behaviours within their companies and its culture follows best practice and the law.”

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22 07 2024

Liz Kendall, Work and Pensions Secretary sets out details of Back to Work Plan | Consensus HR in Herts, Beds.

Matthew Chilcott Blog, Employment Law, General, Performance Management, Recruitment @sg1businessclub, #backtowork, #backtoworkplan, #bedfordshirebusinesses, #consensus hr, #consensushr, #hertfordshirebusinesses, #networkinbeds, #returntowork, #sickness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The UK government recently unveiled details of its “Back to Work Plan” aimed at reducing long-term unemployment and supporting those with disabilities or long-term health conditions. The plan, announced by the Work and Pensions Secretary, includes several key initiatives to help people get off benefits, stay healthy, and secure employment.

Key components of the plan include:

Enhanced Employment Support: The government is expanding programs like NHS Talking Therapies and Individual Placement and Support (IPS) to provide more comprehensive support for those seeking work (Recruiter) (Express.co.uk).
Reform of Work Capability Assessments: Changes are being made to the Work Capability Assessment process to better evaluate and support individuals with disabilities or health conditions. This aims to ensure more accurate assessments of individuals’ abilities to work and to provide appropriate support (RNIB).
Intensive Job Coaching and Training: Unemployed claimants will receive regular support from work coaches. If they remain unemployed, they will be referred to the Restart scheme, which offers 12 months of intensive training. Persistent unemployment may lead to mandatory work placements or other activities designed to improve employability (RNIB).
Youth Employment Guarantee: The plan includes a guarantee for young people aged 18 to 21, providing opportunities for training, apprenticeships, or job placements (Express.co.uk).
Integration of Services: The plan aims to merge Jobcentre Plus and National Careers Services to create a more streamlined and effective support system for job seekers (Express.co.uk).

(Recruiter) (Express.co.uk).

Our HR comment:

Our HR Comment: – Labour to hold bad employers accountable, says TUC chief | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “We have written a couple of blogs pre- and post-Election and many of the points raised in this article are what we have written about and highlights what we have always said at Consensus HR, businesses have nothing to worry about if they are working to best practice and the law and that is what we do with our clients.”

Here are our previous blogs on the subject:

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National Allotments Week – 12th – 18th August 2024

Did You Know? – It is National Allotment Week | Consensus HR in Herts & Beds

National Allotments Week – 12th – 18th August 2024 – Consensus HR in Herts & Beds

Key Objectives of National Allotments Week:

Promote Allotment Gardening:

Typical Activities During National Allotments Week:

Our HR comment:

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

What is “Fire and Re-hire”?

The New Statutory Code of Practice

Key Elements of the Code of Practice:

Impact on Employers and Employees

How Consensus HR Can Help

Our HR comment:

Understanding the New “Fire and Re-hire” Code of Practice in the UK | Consensus HR in Herts & Beds

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Did you know that today is International Cat & Cycle to Work Day?

International Cat Day:

Key Points About International Cat Day:

How to Celebrate:

Resources:

Cycle to Work Day:

Key Points About Cycle to Work Day:

Resources and Further Information:

Key Points About Cycle to Work Day:

Resources and Further Information:

Key Points About Cycle to Work Day:

Resources and Further Information:

Key Points About Cycle to Work Day:

Resources and Further Information:

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

At Consensus HR, we like to continually keep track of statistics at Employment Tribunals (ET’s) within the UK and research into the current Employment Tribunal statistics n the UK has highlighted several key points:

Number of Claims and Backlog:

Types of Claims:

Representation and Outcomes:

Discrimination Awards:

Regional Variations:

Our HR comment:

Consensus HR’s research into current Employment Tribunal statistics | Consensus HR in Herts & Beds

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Why don’t you join the first of our suite of Manager/Business Owner Development Workshops, where we always ensure a maximum of five delegates to create a friendly learning environment?

Oct

30

2024

Delegation Skills | Consensus HR in Herts & Beds

Details

Management Development course overview:

DELEGATION SKILLS | Consensus HR in Herts & Beds

Who is this course for?

Benefits:

Organisation:

Course Syllabus:

Training Format:

What you get:

Our HR comment:

Delegation Skills & Breakfast!

Why don’t you come along to our forthcoming business owner / management development workshop in a friendly environment, maximum of five delegates setting.

This is the first of our suite of development workshops with many more to follow, such as:

Delegation – Workshop available on 30th October 2024

Effective Communication

National Allotments Week – 12^th – 18^th August 2024

National Allotments Week – 12^th – 18^th August 2024 – Consensus HR in Herts & Beds