Employment Law

26 07 2023

Health & Safety Update | Consensus HR – Herts, Beds

Matthew Chilcott Employment Law, General, Health & Safety #Health&Safety, #herts, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

One hundred and thirty-five workers were killed in work-related incidents in Great Britain in the last year, according to figures published by the Health and Safety Executive.

The industries with the highest deaths were construction (45), agriculture, forestry, and fishing (21), manufacturing (15), and transportation and storage (15). Agriculture, forestry, and fishing has the highest rate of fatal injury per 100,000 workers of all the main industrial sectors followed by waste and recycling.

The annual data release published by the Health and Safety Executive (HSE), Great Britain’s workplace regulator, covers the period from April 2022 to March 2023.

The three most common causes of fatal injuries are falls from height (40), being struck by a moving object (29), and being struck by a moving vehicle (20).

The total of 135 worker deaths in 2022/23 is higher than the previous year (123) but is in line with pre-pandemic levels. The figure for 2020/21 was 145.

Great Britain is one of the safest places in the world to work. There has been a long-term downward trend in the rate of fatal injuries to workers, though in the years prior to the coronavirus pandemic the rate was broadly flat.

A further 68 members of the public were killed following a work-related incident in 2022/23. This is a decrease of 20 from last year.

HSE’s Chief Executive Sarah Albon said: “Any loss of life in the workplace is a tragedy.

“While these figures show Great Britain is one of the safest countries in the world to work, safety must continue to be at the top of everyone’s agenda.

“Our mission is to protect people and places and we remain committed to maintaining safe workplaces and holding employers to account for their actions.”

HSE has also published the annual figures for Mesothelioma, a cancer caused by past exposure to asbestos. The figures show 2,268 people died from the disease in 2021. This is a fall of 302 compared with the 2,570 deaths in 2020 and substantially lower than the average of 2,520 deaths per year over the period 2012-2019.

Asbestos-related diseases take decades to develop. Most people with them today will largely have been exposed before the tightening of controls and the use of asbestos was banned in 1999.

The current regulations state that where asbestos is present in buildings it must be managed, maintained in a good condition, and stay undisturbed. If this level of protection cannot be achieved, then asbestos must be removed.

These regulations have led to a significant reduction in exposure and the number of people developing asbestos-related illness is predicted to fall as we get further from the date asbestos was banned in 1999. Prior to that point, asbestos was used extensively in construction.

HSE’s approach to asbestos management is based on evidence that is constantly reviewed. HSE has recently launched a campaign called Asbestos & You to raise awareness of the risks associated with the dangerous substance.

Find out more about the Asbestos and You campaign, and visit HSE’s website for further guidance on asbestos.

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Misconduct issues can hit any business, of any size. Update from Consensus HR, expert outsourced HR services. Herts, Beds, Cambs Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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Employment Tribunal: The Potential Cost to Your Business

25 07 2023

Call for more people insight on boards | Consensus HR, Herts, Beds

Matthew Chilcott Blog, Employment Law, General #herts, #outsourcedhumanresources, #theboard, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The Chartered Institute of Personnel and Development (CIPD) is urging business leaders to bring HR expertise on to their boards to improve insight into the workforce and improve corporate culture. A new report from the CIPD found just a quarter of FTSE 350 firms have a board member with an HR background, while only 2% have an HR director as an executive board member. The report also found a lack of HR representation on remuneration and nomination committees and said this undermines firms’ corporate governance, particularly given that most questions on board effectiveness from the Financial Reporting Council (FRC) concern people issues. The CIPD is calling for the FRC to consider refinements to the UK Corporate Governance Code and accompanying guidance to require boards to include a wider variety of expertise. Greater “people insight” would help organisations recognize the value of their workforces and manage people-related risks effectively, the CIPD said.

Workplace Insight

Personnel Today

Our HR Comment: – Call for more people insight on boards

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This article amazes me and demonstrates how businesses of all sizes within the UK view HR and what is has to offer the company and its team. The old Personnel and Training department ok but the whole point of HR is that we are a key part of the business and the decisions that it makes to improve the team and the culture of the business. A HR background and experience is vital for the success of a business and even better if your HR professional has experience and knowledge of working in the field as well.

If you require HR support from a team that has been on both sides of the business, give us a call now and have a non obligatory conversation with us.

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Misconduct issues can hit any business, of any size. Update from Consensus HR, expert outsourced HR services. Herts, Beds, Cambs Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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24 07 2023

How to Handle Potential Misconduct | Consensus HR |Herts, Beds, Cambs

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General #Employment Contract, #employmentlaw, #employmenttribunal;, #outsourcedhumanresources, #outsourcing, Business, Business Owners, Disciplinary, Grievance, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Treating Potential Misconduct Appropriately

People problems can hit any size of business. Misconduct cases are more common than you may think. They can involve:

Theft
Sexual harassment
Abuse of power
Falsifying documentation
Health and safety breaches
Goods or property damage
Drug and/or alcohol use

A TUC survey found that 58% of women of all ages reported they had experienced being harassed, bullied or verbally abused while trying to do their job. In almost 40% of the most recent incidents to affect a victim, responsibility lay with a third party, such as a customer or client.

Very recently, high-profile cases involving potential employee misconduct have hit the headlines, involving media presenters who are household names.

‘It’s crucial to have robust disciplinary procedures in place. This ensures that, as a responsible and reasonable employer, you can deal with instances of alleged misconduct and inappropriate behaviour legally and fairly,’ says Matthew P Chilcott of Consensus HR.

When you decide on a disciplinary you need to ensure that a thorough investigation has taken place. This considers the allegations and relevant punishment involved, applying the outcome to all employees involved.’

He adds: ‘From experience, I know this can be hard for some employers who do not have the staff numbers to manage the situation correctly. Businesses of all sizes must ensure that they seek the relevant support needed. Otherwise, they risk expensive tribunal claims and a negative reputation as an employer.’

Do you have robust, fair HR practices in place to deal with employee misconduct?

Talk to the friendly experts at Consensus HR. Explore how your HR practices can be improved, protecting your business and your employees.

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Misconduct issues can hit any business, of any size. Update from Consensus HR, expert outsourced HR services. Herts, Beds, Cambs Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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21 07 2023

Employers could legally have to offer free health checks to staff

Matthew Chilcott Blog, Employment Law, General, Health & Safety #employeesickness, #employmentlaw, #Health&Safety, #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Support, Small Business, SME, SME's

Employers could be legally required to offer free health checks to staff under new rules proposed by ministers. Under plans designed to reduce workplace absence, the government could also expand tax breaks for services such as eye tests and basic medical check-ups to cover a wider range of medical services. In a document setting out the consultation on tax breaks, Chancellor Jeremy Hunt and Work and Pensions Secretary Mel Stride warned there are now 6.5m working age people who are neither in work nor looking for a job, and 2.6m people economically inactive due to long-term sickness. They wrote: “Typically, for every 13 people currently working, one person is long-term sick. Maintaining workforce participation is crucial to ensure that we have enough workers to support the future needs of the UK and maximise productivity growth.” A separate consultation from the Department for Work and Pensions suggests that larger firms could be required by law to offer a basic level of occupational health services to staff. Analysis shows that just 45% of British workers have access to occupational health services at work, falling to 18% among small businesses. The two ministers observed: “Greater access to good quality occupational health services has the potential to reduce UK productivity losses caused by long-term sickness and disability, and improve people’s lives by reducing sickness and ill-health.” Separately, writing for the FT, Brooke Masters says the more employers insert themselves into supporting mental health, the more they open themselves up to claims that they are falling short.

Financial Times

The Times

Daily Mail

Our HR Comment- Employers could legally have to offer free health checks to staff

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “At Consensus HR we are seeing an increase in the need to use our Occupational Health Providers more for independent professional advice on how to manage employees sickness and this article in the papers demonstrates in statistics how big a problem this is becoming. This proposal looks like a good idea but obviously it is at its early stages and it will not be until it progresses will be know the true costs to employers financially and operationally. We will keep you updated.”

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Long term sickness and health issues can hit any business, of any size. Update from Consensus HR, expert outsourced HR services. Herts, Beds, Cambs Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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21 07 2023

Millions to benefit from new flexible working measures

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

Millions of British workers will have more flexibility over where and when they work as the Flexible Working Bill achieves Royal Assent.

From:: Department for Business and Trade, Advisory, Conciliation and Arbitration Service, and Kevin Hollinrake MP
Published: 20 July 2023

Minister for Enterprise, Markets and Small Business, Kevin Hollinrake MP

Millions of British workers will have more flexibility over where and when they work as the Flexible Working Bill achieves Royal Assent.
Workers will have the right to request flexible working from day one of a new job, with employers required to consider any requests and provide a reason before rejection.
Follows a wave of wins for workers after a record National Minimum Wage uplift and boosts to employment protections for parents and unpaid carers.

Employees across the UK will be given even more flexibility over where and when they work, as the Employment Relations (Flexible Working) Bill receives Royal Assent.

Delivering on a 2019 Manifesto commitment to encourage flexible working, the Act will require employers to consider and discuss any requests made by their employee – who will have the right to two requests a year – within two months of a request, down from three.

Flexible working is a broad term and can relate to working hours or pattern including part-time, term-time, flexi-time, compressed hours, or adjusting start and finish times. It can also include flexibility over where someone works, whether that be from home or a satellite office shortening their commute.

As well as clear benefits to workers, the measures are also good for British business. Research has shown companies that embrace flexible working can attract more talent, improve staff motivation and reduce staff turnover – boosting their business’s productivity and competitiveness.

CIPD research shows that 6 percent of employees changed jobs last year specifically due to a lack of flexible options and 12 percent left their profession altogether due to a lack of flexibility within the sector. This represents almost 2 and 4 million workers respectively.

Click Here for further information.

Our HR Comment: Millions to benefit from new flexible working measures

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “The Employment Relations (Flexible Working) Bill 2022-23 is a Private Member’s Bill, Bill 22 of the 2022-23 session, introduced on 15 June 2022 by Labour MP Yasmin Qureshi who came ninth in the Private Members’ Bill ballot for the 2022-23 session. Since this time we have known that this has been coming and a copy of the Bill can be found by clicking here. There are a number of changes to the current legislation as outlined in the article from the Government which will put more emphasis on the employer to justify why more fully after consultation with the employee why they will not accept a flexible working requests;. Employees will also be able to request flexible working twice in a year rather than the current one at present. We will be working with our monthly retained clients to update their Current HR Policies and Procedures and Handbooks to ensure the new law is incorporated and acted upon as soon as possible.

If you wish to keep on top of Employment Law and the changes that are currently happening, give us a call now.

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Employment Law and flexible working issues can hit any business, of any size. Update from Consensus HR, expert outsourced HR services. Herts, Beds, Cambs Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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19 07 2023

Brits spend less time in the office than the rest of Europe.

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Rewards & Benefits #outsourcedHR, #outsourcedhumanresources, #outsourcing, #remoteworking, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

A poll of 42,400 full-time employees in 34 countries shows that British workers spend an average of 1.5 days a week working remotely, compared with an international average of 0.9. This means Brits work more hours from home than almost every other nationality, with only Canadian workers spending less time in the office. Employees in France work just 0.6 days a week at home, while in Italy it is 0.7 days and in Spain the average is 0.9 days of remote work. In America, workers spend 1.4 days a week at home, while in Australia the number is 1.3. In Canada, office staff spend 1.7 days a week working remotely. Asked how often they would like to work outside of the office, UK-based workers said they would like to work an average of 2.3 days a week from home. Mathias Dolls, of the IFO Centre for Macroeconomics and Surveys, said: “What we’re seeing is that employees really value the option to work from home. However, there’s a gap between the number of days that employees would like to work from home and the number that their employers are planning for them.”

The Times

Our HR Comment: Brits spend less time in the office than the rest of Europe.

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Some very interesting statistics in this article within The Times in relation to workers working remotely in the UK in comparison to other countries. Do you allow your employees to work remotely? Since the Pandemic we have written many blogs on Hybrid and flexible working but is this the way forward? It is interesting to see that we are leading the way in 34 countries with an average of 1.5 days a week working remotely.

Employers need to make sure that they take all the necessary action in relation to Health & Safety and HR Policies and Procedures to ensure the smooth running of remote working.”

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Do you wish to know more about how to manage remote working? Update from Consensus HR, expert outsourced HR services. Herts, Beds, Cambs Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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19 07 2023

Dispute resolution reaches record demand in 2023

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General #ACAS, #Dispute resolutions, #outsourcedhumanresources, #outsourcing, #smallbusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Arbitration service Acas has reported a record increase in demand for dispute resolution services between 1 April 2022 and 31 March 2023, handling over 600 collective conciliations in 2022-23, compared to 500 the year before. There public body said there were 649,000 calls to its helpline and 105,000 early conciliation notifications, in which Acas speaks to the employer and employee separately to try and resolve a dispute. Its new website advice for employers and employees on conflict resolution also received 14.4 million visits. Susan Clews, Acas chief executive, said resolving disputes outside of court saves employers and employees time and money. “We also helped over 72,000 individual dispute cases avoid the need to progress to a costly tribunal. With the cost of workplace conflict in Britain estimated to be £28.5bn per year, our services continue to be a critical national asset.”

HR Magazine

Our HR Comment: Dispute resolution reaches record demand in 2023

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “ACAS is such an important body and writes the Code of Practice that governs how disputes are managed in the workplace and is how all HR professionals deal with disputes within the workforce. This article in the HR Magazine demonstrates the vital service that they provide but business owners and managers should be managing correctly and making reasonable decisions whilst following this code of practice at all times. The use of ACAS should be a last resort and only after you have dealt with any disputes correctly as outlined in the ACAS Code of practice.

If you are having any disputes in your workplace with the team and are not sure how to manage it correctly and to best practice and the law, contact us now.

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If you have disputes in the workplace, give us a call now to help you manage to best practice and the law. Update from Consensus HR, expert outsourced HR services. Herts, Beds, Cambs Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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18 07 2023

McDonald’s workers speak out over sexual abuse claims

Matthew Chilcott Employment Law, General, Training & Development #outsourcedhumanresources, #outsourcing, #sexual harassment, #sexualharassment, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

A toxic culture of sexual assault, harassment, racism and bullying has been alleged by more than 100 current and recent UK staff at outlets of the fast-food chain McDonald’s.

The BBC was told that workers, some as young as 17, are being groped and harassed almost routinely.

The UK equality watchdog said it was “concerned” by the BBC’s findings and is launching a new email hotline.

McDonald’s said it had “fallen short” and it “deeply apologised”.

It added that all employees deserved to work in a safe, respectful and inclusive workplace.

The BBC began investigating working conditions at McDonald’s in February, after the company signed a legally binding agreement with the Equality and Human Rights Commission (EHRC) in which it pledged to protect its staff from sexual harassment.

At the time, McDonald’s insisted: “We already have a strong track record in this area.”

But our investigation has revealed a very different picture.

Over a five-month period, we reached out to McDonald’s workers to ask about their experiences of working there. Of the more than 100 allegations from employees we spoke to, 31 related to sexual assault, and 78 related to sexual harassment.

We also heard 18 allegations of racism, while six people made allegations of homophobia.

Warning – this article contains distressing content

To read the full BBC story click here

Our HR Comment: McDonald’s workers speak out over sexual abuse claims

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “What is going on? Just opened the BBC internet to see the news for the day and seen this article involving Mc Donald’s, a restaurant chain that I believed were an employer of choice following stories in the past. However, reading this article it is very much the opposite. Many areas of the Equality Act 2010 are included, and the HR and Operations teams have a lot to deal with and put right based on this article. Nobody goes to work to be mistreated in any way and business owners / managers need to ensure that the correct Policies and Procedures and development is in place to ensure the correct attitudes and behaviours are present at all times. Many years ago when I worked for Welcome Break UK within Operations as Operations Manager and HR, within fast footfall catering / retail we never experienced this kind of behaviour and Mc Donald’s needs to get its management to manage appropriately and respectfully now and ensure that all the team are adequately trained / developed in all aspects of the Equality Act 2010 and anybody that does not adhere to any laws and best practice have the appropriate action taken against them regardless of their position within the company!””

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Equality in the Workplace. If you are experience problems contact us now. Update from Consensus HR, expert outsourced HR services. Herts, Beds, Cambs Give us a call now if you wish to discuss.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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18 07 2023

Higher public sector pay rises would add little to inflation, think-tank says.

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

The Institute for Public Policy Research (IPPR) think-tank says higher pay increases for public sector workers would not be inflationary, undermining the government’s key argument against larger wage settlements. The IPPR report said raising pay by 10% on average for public sector workers would not add significantly to inflation. The think-tank said a settlement of as much as 10.5% could be used to restore public sector pay to pre-pandemic levels after inflation was taken into account while adding 0.14 percentage points to inflation at most, if funded by higher borrowing. It added that successive years of below-inflation pay rises had hit the living standards of public sector workers, contributing to a recruitment and retention crisis that is undermining the quality of services. Paul Nowak, general secretary of the Trades Union Congress, said: “It is nonsense to blame workers for stubborn inflation when pay packets have been obliterated. Real wages have been falling and have been for almost two years.”

The Guardian

Our Comment: Higher public sector pay rises would add little to inflation, think-tank says.

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “The Pandemic has a lot to answer for and especially when it comes to the public sector and their pay over this period. This article from The Guardian is very interesting and is one view on how to solve the current strike action that is taking place within the NHS and cancellation of much needed operations. Companies need to ensure when carrying out their annual pay review that it is taken seriously, and all relevant information gathered such as the performance of the employee and business and a fair and reasonable pay reward if applicable offered as your team will now many of the difficulties / successes the business has had over the past year.”

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Are you about to carry out your companies yearly pay review and not sure which way to turn? Give us a call now for a non obligatory chat.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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17 07 2023

Ministers will not make firms report ethnicity pay gap

Matthew Chilcott Blog, Employment Law, General #equality, #equalityact2010, #equalityanddiversity, #ethnicity, #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Ministers have opted against forcing employers to publish wage differences between workers of different ethnicities. Following an investigation into whether mandatory pay gap reporting would help eradicate disparities between the pay and career prospects of minority groups, officials have said: “We do not believe that now is the right time to take forward a mandatory approach to ethnicity pay reporting.” The statement added: “It is clear that a single reporting model may not work for all employers and that ‘a one-size fits all’ approach to action-planning will not be appropriate in all circumstances.” TUC general secretary Paul Nowak said that while ministers had pledged to address inequality and racism in the labour market, “once again they’ve backed down on their promises.” While firms with more than 250 employees are required to publish their gender pay gap, reporting ethnicity pay disparities is voluntary. Labour has vowed to introduce mandatory ethnicity pay gap reporting for firms with more than 250 staff.

Daily Mirror

Our Comment: Ministers will not make firms report ethnicity pay gap.

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments:

“The reporting of statistics between any differences within a company’s workforce such as age, sex, ethnicity seems to have always been a problem, but why is this? I know the collating of the information can be hard for some businesses and many employees from experience are not forthcoming when it comes to providing this kind of information but surely if we are to make a difference in the workplace, basic information needs to be obtained doesn’t it? None of our clients are over the 250-employee mark but in the past when I have worked in industries of this size, we would provide a form in their initial induction pack to gather this information, but did anything happen to this? Did it help us when drafting and implementing / managing our recruitment strategy? Yes, and by using this information we were able manage accordingly.”

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What could an Employment Tribunal cost your business? Avoid the stress and cost with Consensus HR. Professional outsourced HR services. Call us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

17 07 2023

Employment Tribunal Payments | Consensus HR | Outsourced HR Services

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General #employmentlaw, #employmenttribunal;, #outsourcedhumanresources, #outsourcing, Business, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Employment Tribunal: The Potential Cost to Your Business – Employment Tribunal Payments | Consensus HR | Outsourced HR Services

Since the introduction of fees, the employment tribunal has, thankfully, become a less common destination for business owners and HR professionals.

52% of all claims submitted, on average in the last 10 years, settle through Acas or are withdrawn, including cases which are settled privately. Of those that were pursued, only 8% of cases were successful at trial. This is over the same 10-year period, with the remainder of cases being either unsuccessful, struck out, dismissed at a preliminary hearing, or a default judgment granted.

However, when a case does come to court, the amount of the award can cost the employer dearly. This is why the Consensus HR team always emphasises the importance of being proactive rather than reactive. We ensure our clients are following the law and best practice in the easiest most effective way possible.

The latest annual statistics show that during 2021/22 the types of tribunals and average compensation awarded were:

Unfair dismissal

Number of claims awarded compensation 633

Average award £13,541

Race Discrimination jurisdictions

Number of claims awarded compensation 30

Average award £27,607

Sex Discrimination jurisdictions

Number of claims awarded compensation 45

Average award £24,630

Disability Discrimination jurisdictions

Number of claims awarded compensation 93

Average award £26,172

Religious Discrimination jurisdictions

Number of claims awarded compensation 10

Average award £19,709

Sexual Orientation Discrimination jurisdictions

Number of claims awarded compensation 6

Average award £32,680

Age Discrimination jurisdictions

Number of claims awarded compensation 11

Average award £18,623

At Consensus HR, we work with our clients to ensure that the correct policies, procedures and contracts are put into place and then acted upon. This ensures that the company operates well,

improves on bottom line profit,
reduces operating costs, and
is an employer of choice.

It involves rewarding your team adequately for the work they complete and with relevant management as needed. This isn’t an easy or quick task. One of our favourite sayings at Consensus HR is: “Rome was not built in a day”. Our HR services enable us to support our clients on a continual basis to continually improve whilst having a return on investment.

Avoid the cost and stress of an employment tribunal! Talk to the team at Consensus HR. Let’s explore your HR practices and avoid any people-based problems. Should you be involved with an employment tribunal, we can help you prepare for and navigate the process involved.

Contact us now

What could an Employment Tribunal cost your business? Avoid the stress and cost with Consensus HR. Professional outsourced HR services. Call us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

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

07 07 2023

Almost 1 in 3 UK women expect to stop working before retirement age.

Matthew Chilcott Blog, Employment Law, General, Recruitment, Redundancy #retirement age, #women, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Almost one in three UK women expect to stop working before retirement age.

Almost one in three female workers in Britain expect to stop working before reaching their retirement age, according to a survey published by the British Standards Institution (BSI). The poll found that 29% of women expected to leave the workforce before retirement, with 42% citing health or well-being concerns and a fifth mentioning the menopause. Caring responsibilities and a lack of work flexibility were also mentioned as barriers to work. Anne Hayes, the BSI’s Director of Sectors, emphasised the need for strategies to address these issues, including support for menopausal workers and flexible working arrangements. The survey highlights the challenge of increasing the number of people in work in the UK, particularly among women aged 50 to 64. The BSI did not survey men to compare their reasons for leaving the labour market. Over half of the women surveyed found it difficult to raise menopause-related issues with their employers, and three-fifths felt uncomfortable discussing health and well-being with male managers.

Reuters

Our Comment: – Almost one in three UK women expect to stop working before retirement age.

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is a very interesting article in Reuters and based on a recent survey carried out by the BSI and highlights the importance of employers ensuring that the health and welfare of their teams is of the utmost importance for the continual success of the business. This article is based on statistics for women, but the majority of points raised are relevant to all with the ever-changing employee market and retention of employees.”

If you wish to look at your current recruitment and retention strategy for your company, please give us a call or email now.

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If you would like support with your Recruitment and retention call us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

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