Employment Contracts

Retail union calls on Low Pay Commission to be ambitious on minimum wage rates | Consensus HR in Herts & Beds

25 10 2023

Banker bonus cap to be scrapped | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, General, Performance Management, Rewards & Benefits #bedfordshirebusinesses, #consensus hr, #consensushr, #hertfordshirebusinesses, #outsourcedhumanresources, #rewards, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The cap on bankers’ bonuses is being removed as of October 31. The cap, which limited the bonuses employees of banks, building societies and investment firms could receive to a maximum of twice their basic salary, was introduced in 2014 in a bid to curb excessive risk-taking in the financial services industry in the wake of the 2008 financial crisis. The decision to remove the cap came following a four-month consultation by the Prudential Regulation Authority (PRA) and the Financial Conduct Authority. The regulators said the move will address “unintended consequences” of the cap: salaries had been increased as a workaround. The PRA added that scrapping the bonus cap would boost the “safety and soundness” of banks, which would be able to “restructure pay faster, and the change would give firms further flexibility over their cost base to deal with downturns.” Paul Nowak, general secretary of the TUC, criticised the decision to lift the bonus cap when “City financiers are already enjoying bumper bonuses.” He said the “obscene” decision is “an insult to working people.”

Our HR comment: – Banker bonus cap to be scrapped | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting news article in the majority of the press recently which seems to be supported by two major bodies within that industry but not the TUC. At Consensus HR we believe everybody should be rewarded appropriately for the work that they do with the company having a set reward Strategy and Policy. Rewards should be managed appropriately using a system that all the team can take part in and be rewarded for being successful whilst supporting the success of the business. This is why we always encourage our clients to have a set company performance review process with twice yearly performance reviews with all the team where SMART objectives are written and the team / companies success measures against these. All members of the team are rewarded for their personal input and the overall success of the company which can be financial or a reward of the employees’ choice to a set value. This process is also used for new recruits when joining the company, which after their probationary period automatically flows in the companies set process”.

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If you would like to discuss ways of rewarding your team for theirs and the company’s success, give us a call now for a non- obligatory chat on how this can be achieved. | Banker bonus cap to be scrapped | Consensus HR – Herts, Beds

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24 10 2023

Getting ready for the clocks to go back | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General #bedfordshirebusinesses, #changing of clocks, #hertfordshirebusinesses, #outsourcedhumanresources, #outsourcing, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

With the date approaching, what are the implications with the clocks going back and HR / businesses and their teams?

The CIPD our Chartered Institute explains:

This coming Sunday, 29 October 2023, British summertime comes to an end, and we move towards the darkest time of the year. For some, it will mean an extra hour in bed. But what about those who are working, or due to start work, during that extra hour? And what is the fairest way to deal with them?

The law and the clock change

When the clocks go back, the first hour of Sunday 29th October is essentially repeated. No, it’s not time travel, but a leftover of a time when much more of our day to day lives were dictated by the rise and set of the sun. This means that for those working over that time could end up having to work for an extra hour, depending on their contractual wording.

Organisations can choose how they treat the extra hour, subject to any contractual entitlements, but should act consistently and fairly. One way to achieve this is if they require staff to work the extra hour in October, they could allow employees to go home an hour earlier when the clocks go forward in March. This will cancel out any extra hours worked over the year.

Ahead of the day, organisations should review the wording of their employees’ contracts to see what they have to do about this.

Below, we set out scenarios to demonstrate the impact the clock change has on pay.

The contract states that the employee’s shift starts at 12am and finishes at 8am.

With this wording, the employee will be required to stay at work until 8 am. The effect of this is that their usual eight-hour shift will, for one day only, become a nine-hour shift.

The implications

The employee is likely to expect other hours pay for this work.

Where the contract states they are entitled to hourly pay for every hour worked, they will be owed additional pay for working that extra hour.

If instead they are salaried, generally they would receive their normal salary regardless of whether they work extra. However, organisational overtime rules may mean the employee needs to be paid for this time. Also, salaried workers still need to receive the legal minimum wage for this period so, where they are paid on or just above minimum wage, they may have to be paid the extra hour to receive their legal minimum entitlement.

The contract states that the shift lasts for eight hours starting from 12am.

Whilst usually the employee in this scenario would have to stay at work until 8 am, this wording allows them to leave at 7am instead. In doing this, their usual eight hours of work is maintained, as they will have worked eight hours. It is possible to agree with the employee that they will work an extra hour and leave at their normal finishing time.

The implications

If the nature of their job is such that another employee takes over from them, for example shift work in a care home, the employee starting after will need to start an hour earlier than normal to ensure the work is covered, if the employee already working refuses to stay on.

The employee agrees to work the extra hour, but this will mean their average working hours overnight will be over eight.

All night workers must not work, on average, more than 8 hours in any 24-hour period within a given reference period. Therefore, this scenario means that by agreeing to work the additional hour, their working hours are in breach of the Working Time Regulations 1998 (WTR).

The implications

Employees cannot waive their right to the restriction on their average night-time working hours (although the reference period can be extended under a relevant agreement). As such, whilst the employee is in agreement, to allow them to work the extra hour would be a breach of the WTR for which the employer could be liable to formal action under those regulations.

Next steps

Now is the time for employers to decide how they want to manage the upcoming clock change and inform their employees of the organisational position. Practically, it is also recommended to pre-warn workers scheduled to work on Sunday about the clocks going back to ensure they attend work on time. This should help to avoid confusion on the day, and any lateness that may be attributed to it.

Article written by the Chartered Institute of Personnel & Development (CIPD)

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19 10 2023

HSBC blocks staff from texting on work phones | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Handbook #bedfordshirebusinesses, #hertfordshirebusinesses, #mobile phones, #outsourcedhumanresources, #outsourcing, #technology, #texting, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

HSBC is blocking staff from texting on their work phones, in the latest fallout from regulatory probes into the industry’s use of unauthorised communication methods. The firm is in the process of disabling the function on employees’ company-issued phones, meaning they will be unable to send or receive text messages. HSBC had already blocked staff from using WhatsApp on work phones. “Banks use a wide range of approved channels to communicate in compliance with regulatory obligations,” a spokesperson for the bank said. A small number of workers in regulated roles will still be allowed to send text messages on phones where the activity is archived. The move comes as financial watchdogs investigate the devices and systems used by traders and dealmakers to share information, and the way their employers keep track of these. Earlier this year, HSBC agreed to pay tens of millions of dollars in settlements to US regulators over its failure to monitor employees’ communications on unauthorised messaging apps, including WhatsApp. Overall, financial firms including Bank of America, Wells Fargo, Barclays and Citigroup have agreed to pay more than $2.5bn to US regulators for violating recordkeeping rules. In addition to large investment banks, major private equity firms and hedge funds have also being probed for their use of apps and personal phones.

Bloomberg

Our HR comment: – HSBC blocks staff from texting on work phones | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Is this the way forward with mobile phones especially and personal technology being used more in the workplace? I can fully understand the need for this is a sector such as banking but what about other sectors? Mobile phones and other forms of technology are now the norm in our life’s and although from a completely different angle, Consensus HR encourage all our clients when writing their HR Policies and Procedures to ensure the only methods of communication are either by telephone or person as have found especially when dealing with absence and sickness this is the most efficient way and not texts!” What are your views and experience?

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If your company is experiencing major problems with sickness and absence or any area of HR and management, give us a call now for a non-obligatory chat to see how Consensus HR can help you, your team and business.

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18 10 2023

Tax office staff to be paid more in three-day week trial | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, General, Payrol #bedfordshirebusinesses, #hybridworking, #outsourcing, #taxoffice, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

HMRC staff will be paid more to work a three-day week over the summer as part of a trial to improve customer service levels. The pilot will involve a selection of customer service staff working fewer hours over the summer and then longer hours during tax return season. To encourage workers to sign up to the scheme, HMRC is offering a 1% pay rise. HMRC said the trial would allow it to “assess the benefits for both our customers and our colleagues.” The scheme, which will start next year and run for 12 months, is designed to help improve customer service levels that have been labelled “unacceptable” by the Public Accounts Committee. The tax office has faced criticism for its levels of customer service. It closed its self-assessment helpline over the summer and also shut its VAT helpline this year. It is noted that tax office staff are already permitted to work from home for two days a week under a “hybrid home-office working policy” approved in 2020.

The Daily Telegraph

The Times

Our HR comments: – Tax office staff to be paid more in three-day week trial | Consensus HR – Herts, Beds

Matthew P Chilcott – FCIPD, ACEL, Owner of Consensus HR comments: “Well, what an interesting article to hear that a Government department is embracing flexible working in a big way and that department being one that every business has to interact with at some stage or other. The scheme here possibly demonstrates the way forward for business that can provide this and with the technology available and practices that occurred during the Pandemic. Many businesses though regardless of technology etc will not be able to offer this to their teams such as Hospitalities and retail and many businesses are finding the managing / logistics of this extremely hard. The Tax office unfortunately is known for poor customer service and as with many public sector services, if you try to call them, you are left waiting extremely long times for somebody to answer, so maybe this will improve thing and we wait to see. Hybrid working is still showing itself a lot in the news and how many businesses are now requiring their staff to return to the office, 5 days a week as the effects of working from home on the team and business are starting to show their effects. Does your business offer Hybrid working? Do you work in a business that does and find it affects the team? Let us know please in our comments.”

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If your business is experiencing members of the team requesting Hybrid working or changes to their terms and conditions and you do not know which way to turn, give us a call now and Consensus HR will help you prevent people problems.

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Sexism in the City inquiry begins | Consensus HR – Herts, Beds

11 10 2023

Vacancies fall for first time in three years. | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, General, Recruitment #bedfordshirebusinesses, #employment, #hertfordshirebusinesses, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME, SME's, stevenage

Job openings have fallen for the first time in almost three years and wage growth is slowing, according to analysis by the Recruitment and Employment Confederation (REC) and KPMG. The vacancy index slipped to a reading of 49.2 in September, the first time in more than two years that it had fallen below the 50-point threshold that separates growth from contraction. The decline was driven by a dip in public sector hiring. The report also shows that starting salary wage growth slumped to a two-and-a-half-year low, while temporary staff wage growth stalled to its slowest pace in 31 months. Claire Warnes, a partner at KPMG UK, said: “Employers are clearly nervous due to the long-term economic uncertainty and budget constraints that are affecting businesses everywhere. This is leading to a continued reliance on temporary staff.” REC chief executive Neil Carberry said: “This feels like a market that is finding the bottom of a year-long slowdown. The relative buoyancy of the private sector is likely to be driving this more positive outlook.”

The Times

The Daily Telegraph

Our HR comment: Vacancies fall for first time in three years. | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: – “This is an interesting article with some interesting statistics and shows that the recruitment sector is seeing major changes with growth slowing for the first time in the last three years. There is currently a lot of uncertainty in the market, and we wait to see what the rest of the year brings with an anticipated election next year. At Consensus HR, when we are asked to run a recruitment campaign for a client, we always ensure that we have a detailed strategy meeting to ensure we are only attracting the right people using the right media considering the salary for the role, role requirements, culture of the business and the overall recruitment strategy for the company. We help companies when they decide to recruit their first employee and beyond to put in place the HR / Legal foundations required for the success of the employee and the business. This helps to ensure that the business owner can get on with what they know best, their business with us giving them support when it comes to their team.”

Here are a view of our previous blogs written on the subject:

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If your company is considering recruiting for a new member to the team or your first employee, give us a call now for a non-obligatory chat on the best way forward.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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Rayner says workers will get rights from day one under Labour | Consensus HR, Herts, Beds.

09 10 2023

Rayner says workers will get rights from day one under Labour | Consensus HR, Herts, Beds.

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Recruitment #consensus hr, #hertfordshirebusinesses, #outsourcedhumanresources, #workers, bedfordshire, Business, Business Owners, hertfordshire, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Labour’s deputy leader Angela Rayner has promised that workers will get employment rights on “day one” of their jobs under any Labour government. Rayner claimed she would not be “watering down” pledges to strengthen workers’ rights and promised new legislation within 100 days of winning an election. She said: “We’ll ban zero-hour contracts, end fire and rehire and give workers basic rights from day one.” Rayner also pledged to go “further and faster in closing the gender pay gap, make work more family friendly, and tackle sexual harassment” She also issued a promise to “raise the floor on wages” as she boasted of how the previous Labour government had introduced the minimum wage in defiance of warnings that it would increase unemployment.

The Times

Our HR comment: – Rayner says workers will get rights from day one under Labour | Consensus HR, Herts, Beds.

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting article in The Times, this week whilst the Labour conference takes place and outlines a few employment rights that they would introduce if successful at an election. One of Angela’s comments is in relation to zero-hour Contracts and the fact she would ban these is a subject that has been ongoing since their introduction but many businesses in certain sectors find these beneficial as well as the employee involved. Initially I was very sceptical about zero-hour contracts but have found with some of our clients that they do have a purpose if used and managed correctly for the benefit of the employee and business. Business owners / managers also need to ensure that they remember that although a person may be on a zero-hour contract, they are still entitled to the same as someone on a standard contract with set hours / days and need to ensure they provide this such as accrued holidays.”

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If you employ a team and are not sure what type of Contract you should have within your business for the team and business, give us a non-obligatory call now to discuss.

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27 09 2023

Therapy sessions start for long-term sick | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, General, Health & Safety #hertfordshirebusinesses, #longermsick, #outsourcing, #sickness, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Therapists employed by the state will this week begin consultations with the long-term sick after ministers expressed frustration that the NHS is not doing enough to get people back work. Physiotherapists, mental health counsellors and stroke specialists hired by the Department for Work and Pensions will offer assessments to people claiming sickness benefits in an effort to reduce the number classed as unfit to work. Pilot sessions will begin in London and Birmingham, with the Government hoping to expand the scheme by hiring more therapists. Work and Pensions Secretary Mel Stride said: “Many of our claimants have complex health conditions, and this trial will explore whether they could benefit from support from medical professionals with specialist knowledge.”

The Times

Our HR comments: – Therapy sessions start for long-term sick | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Following recent reports and statistics in relation to increases in long term sick, it is great to see this new scheme being piloted by the Government to offer assessments to people claiming sickness benefits. It will be great for businesses to be able to seek support and advice from specialists whilst the employees affected get the support they need to return to work. At Consensus HR, we regularly help companies and employees to return to the workplace but currently consists of us either writing to their GP or seeking support from an Occupational Health Provider. All of this is a lengthy process with a number of forms having to be completed and the consent from the employee requested to seek information. Hopefully, this new pilot will prove to be a success for both the member of the team and the companies involved.”

Here are a few of our previous blogs written on the subject of Long-Term Sickness:

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If you have members of the team who are currently on long term sick leave and you wish to look and the best suitable options to be able to support them back into the workplace, give us a call now.

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25 09 2023

UK office attendance at 40% as workers embrace flexibility | Consensus HR – Herts Beds

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General, Recruitment #flexibleworking, #hertfordshirebusinesses, #hybridworking, #outsourcing, #pandemic, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

A survey on working habits in the UK has revealed that just 40% of employees are currently working five days a week in the office. Commuting time, the cost of eating out for lunch and other expenses are the biggest barriers to working full time at the office, said researchers in the report from Ipsos Karian and Box. Younger staff members, in particular, have expressed concerns about missing out on skills development when working remotely. Nearly half of workers aged 18 to 24 said they “always” or “frequently” felt lonely if they spent half their working week at home. Additionally, they feared they were learning fewer “critical skills” necessary for career progression and promotions. The survey suggested that employees who spend three days a week in the office strike the right balance between office and remote work, enabling effective career development discussions and idea generation.

The Sunday Telegraph

Our HR comment: – UK office attendance at 40% as workers embrace flexibility | Consensus HR – Herts Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is a subject we have written about many times since the end of the Pandemic and a few of our blogs can be seen below. Many companies are now getting their teams back into the workplace with many working Hybrid and in the office at least three days a week. We have found that many employers are stating that employees must be in the office Tuesday, Wednesday, Thursday and working from home Monday & Friday and some requiring all the team to return to the work place full-time. Many articles are also showing that many people are finding the new working regime hard to handle and this article in ‘The Sunday Telegraph’ shows the effect it is having on the younger 18 – 24 year olds. What is the answer? This is still unknown and the consequences going forward for the business, their teams and the younger generation.

Here are a few of our other blogs written on the subject:

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If you wish to talk to somebody about getting your team back into the office or looking at suitable solutions such as hybrid working, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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22 09 2023

New coalition aims to shatter glass ceilings in the construction industry | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Recruitment #diversity, #equality, #equalityact2010, #equalityanddiversity, #hertfordshirebusinesses, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Leading organisations in the construction industry have launched a coalition called the Construction Inclusion Coalition to tackle the lack of diversity in the sector. The group, which includes Travis Perkins, The Wolseley Group, and Ibstock, aims to address sexism and encourage more diverse recruitment. A recent poll conducted by the coalition found that only one third of Britons would feel confident their female family or friends would be safe and respected in the industry. The coalition is urging businesses to join the initiative and take the Built on Better Pledge, which outlines measures to attract a more diverse workforce. Mark Reynolds, co-chair of the Construction Leadership Council, said that equity, diversity, and inclusion are vital for the future of construction. Simon Oakland, Wolseley chief executive, emphasised the importance of attracting a more diverse range of people to the construction sector.

Daily Mail

Our HR comment: – New coalition aims to shatter glass ceilings in the construction industry | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Wow! What a fantastic and interesting article in the Daily Mail this week in relation to the Construction industry and tackling the lack of diversity in the sector! Diversity and inclusion is a subject we continually write blogs about and the business world has seen many examples of bad diversity in the workplace and it is great to see this initiative by members of the construction industry.

Here are a view of our previous blogs on the subject:

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At Consensus HR, Diversity & Inclusion is just one of the areas of HR that we deal with on a daily basis and if you wish to discuss how you can ensure your business works to best practice and the law and is an employer of choice, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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From automation to job creation: UK firms embrace AI and robotics | Consensus HR – Herts, Beds

21 09 2023

From automation to job creation: UK firms embrace AI and robotics | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, General, Recruitment #AI, #hertfordshirebusinesses, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Research by the Institute for the Future of Work (IFOW), Imperial College London and Warwick Business school has found that the adoption of artificial intelligence (AI), robotics and automated equipment has an overall positive impact on jobs. Of the more than 1,000 UK firms surveyed, over three-quarters said that use of the technology had created new roles within the company. Additionally, some 69% said they believed the technologies had improved job quality either a little or a lot. “This report not only highlights that the adoption of AI is well under way across UK firms, but also that it is possible for this tech transformation to lead to both net job creation, and more ‘good work’ – great news as we try to solve the UK’s productivity puzzle,” said Anna Thomas, director of IFOW.

The Guardian

Our HR comment: – From automation to job creation: UK firms embrace AI and robotics | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is a very interesting story in ‘The Guardian’ in relation to AI and we have written a few blogs on the subject which can be seen below. This article demonstrates that there could be a positive outcome from the introduction of AI with the creation of more jobs rather than what was originally thought. What are you thoughts? Are you using AI more in your workplace? As discussed prior we do not use AI currently and do not see a use for it but who knows, in the future? We believe all aspects of HR need a human to ensure its success but would be interested to know other professionals opinions.

Here are some of our previous blogs written on the subject:

Contact us now

If you need any support with your HR and team within your business, give us a call now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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20 09 2023

Union calls for answers over Wilko pension deficit | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Redundancy @sg1, #outsourcing, #pensions, #redundancy, #wilko, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The union representing Wilko workers has called on MPs to question Lisa Wilkinson on how her family, which received almost £100m in dividends in the decade before the retailer’s collapse, will plug the company’s multimillion-pound pension fund deficit. Sir Steve Webb said the pensions regulator “will be all over this and looking very closely at what happened.” Wilkinson previously defended the pay-outs and pointed to its £100m worth of assets and a bank balance of £58m at the time. She told the Times that the board had “checked… there was sufficient cash, we went through the right governance, the auditors checked it off,” adding that what the family had taken out “really wouldn’t have made a difference.” Meanwhile, Wilko’s administrators, PwC, said on Tuesday that 111 more stores will close this week.

The Times

London Evening Standard

The Sun

Our HR comment and advice: – Union calls for answers over Wilko pension deficit | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Since this was first announced in the news, we have followed this situation and a few of our blogs on the subject can be seen below. It is very sad when any business folds and especially when it is such a well know brand as Wilkos. As written throughout, a range of buyers were found but unfortunately for various reasons none were successful, and the business has been broken up and the name sold and now it has been published that there is a pension deficit! My thoughts are with the employees who many worked continually whilst a new buyer was found and who now are going to be made redundant with what I believe in the circumstances will only be statutory redundancy and now questions over their Pension. I wish all of them the best in finding a new role within retail with hopefully ‘The Range’ and other retailers who have already expressed an interest in parts of the business.”

Here are a few of our previous blogs written on the subject:

Wilko administrators urged to consider bids that save jobs | Consensus HR – Herts, Beds
Wilko collapses into administration | Consensus HR – Herts, Beds
Redundancy & Maternity Leave. What is the law?
Redundancy

Contact us now

If your business is facing difficult times and believe you may have to make major changes to the structure, then gives us a call now to help you work to best practice and the law.

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BP to review personal relationships following Looney departure | Consensus HR – Herts, Beds

19 09 2023

Employers are seeing an increase in staff being off sick | Consensus HR – Herts, Beds

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General, Health & Safety #outsourcing, absence, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

On the 18th of September 2023 our Chartered Institute of Personnel & Development wrote the following article on Employers are seeing an increase in staff being off sick which provides some interesting statistics. This is a subject we have written a number of blogs on in the past and full details can be seen at the bottom of the page.

Employers are seeing an increase in staff being off sick.

A quarter of employers have seen an increase in staff being off sick compared to a year ago, according to a new survey carried out by YouGov for Acas.

This found that while 9% had seen a decrease, 26% of employers had seen an increase in sickness absence.

Acas Chief Executive, Susan Clews, said: “Bosses that handle sickness absences effectively can help to reduce it, prevent any unnecessary disputes at work and stay within the law. Acas has advice and training for businesses on how to prevent sickness absences and address the causes.”

Reducing sickness absence

Acas advises employers to:

put in place an absence policy that is clear on what is expected of managers and their staff if they need time off work!
create a culture at work where staff feel supported and comfortable raising problems that they trust will be taken seriously!
deal with the causes of absence such as work-related stress or workers struggling to balance work and caring responsibilities.

Good work-life balance

To help staff, employers should:

encourage them to speak up if they feel they are under too much pressure at work.
train managers to spot signs of a poor work-life balance.
offer flexible working where possible!
encourage breaks from work, including during the day and making sure employees take holidays!
regularly review workloads.
lead by example as, if managers and senior leaders have a good work-life balance, this will create a culture for employees to follow.

Our HR comment: Employers are seeing an increase in staff being off sick.

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This article from our Chartered Institute demonstrates some excellent examples of how to ensure your team are kept in work and enjoying what they are asked to do for their benefit / health but also for the benefit and success of the business. The Pandemic and recent years have thrown many obstacles at businesses and their success but businesses owners / managers always need to remember the welfare of their team. At Consensus HR we actively encourage all our clients to use these methods suggested by the CIPD and have clearly written and user friendly / legal Policies & Procedures to use when dealing with sick members of the team.”

Here are a few of our previous blogs written on the subject: –

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If you would like to discuss how you can manage the sickness within your team successfully through the use of a user friendly, best practice and legal policy whilst also using modern age IT to manage, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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Employment Contracts

Our HR comment: – Banker bonus cap to be scrapped | Consensus HR – Herts, Beds

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

The law and the clock change

The contract states that the employee’s shift starts at 12am and finishes at 8am.

The contract states that the shift lasts for eight hours starting from 12am.

The employee agrees to work the extra hour, but this will mean their average working hours overnight will be over eight.

Next steps

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR comment: – HSBC blocks staff from texting on work phones | Consensus HR – Herts, Beds

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR comments: – Tax office staff to be paid more in three-day week trial | Consensus HR – Herts, Beds

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR comment: Vacancies fall for first time in three years. | Consensus HR – Herts, Beds

Here are a view of our previous blogs written on the subject:

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR comment: – Rayner says workers will get rights from day one under Labour | Consensus HR, Herts, Beds.

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR comments: – Therapy sessions start for long-term sick | Consensus HR – Herts, Beds

Here are a few of our previous blogs written on the subject of Long-Term Sickness:

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our HR comment: – UK office attendance at 40% as workers embrace flexibility | Consensus HR – Herts Beds

Here are a few of our other blogs written on the subject:

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.