Recruitment

13 11 2024

What is HR? | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Health & Safety, Investigations, Performance Management, Recruitment, Redundancy, Rewards & Benefits, Training & Development

What is HR? Unpacking the Value of Human Resources for Your Business:

As business owners, managers, or employees, you may have heard the term “HR” (Human Resources) thrown around, but have you ever wondered what HR really is and what it does? At Consensus HR, we often find that many people don’t fully realise the scope of HR or how crucial it is to running a successful business. Here, we’ll break down what HR is, what it can do for your business, and how we can help companies of all sizes and sectors prevent people problems.

What is HR?

HR, short for Human Resources, is the department within a company that handles everything related to people – your most valuable asset. This can range from recruitment and training to dealing with legal issues, employee benefits, workplace culture, and more. HR isn’t just about hiring and firing; it’s about managing and developing your team to ensure they work efficiently and in compliance with employment law.

Whether you’re a small business with a few employees or a larger organisation with hundreds, HR plays a pivotal role in making sure your team functions effectively, remains engaged, and that you meet your legal responsibilities as an employer.

What Does HR Do?

Here are some of the key areas HR covers:

Recruitment & Onboarding: HR helps you find the right people for your business and ensures that new employees integrate smoothly into the team.
Performance Management: Ensuring your team is performing at its best is a critical function of HR. This includes conducting appraisals, setting performance goals, and providing feedback.
Training & Development: HR ensures your team is equipped with the right skills, offering development opportunities to grow within their roles.
Employee Relations: Handling conflicts, grievances, and disciplinary issues fairly and legally is vital to maintaining a healthy workplace.
Compliance & Legal Issues: Employment laws are complex and constantly changing. HR ensures that your business stays compliant with laws like the Equality Act 2010, and handles contracts, policies, and procedures to protect your business from legal risks.
Workplace Culture & Well-being: HR plays a critical role in shaping your company’s culture, ensuring a positive working environment, and promoting employee well-being.

How Can Consensus HR Help Your Business?

Many businesses, especially SMEs, don’t have a dedicated HR team, but that’s where we come in. At Consensus HR, we offer outsourced HR solutions to support businesses of all sizes and industries. Whether you’re in retail, hospitality, manufacturing, or a professional services firm, we provide the expertise and guidance you need to manage your team effectively and prevent common people problems.

We’re here to help you:

Develop comprehensive HR policies tailored to your business needs.
Resolve employee disputes before they escalate into legal issues.
Ensure your business is compliant with the latest employment laws.
Manage recruitment and onboarding so you hire the right talent.
Create a performance management system that drives success.

Preventing People Problems:

People problems can have a significant impact on your business if not managed properly. From high staff turnover to poor productivity and even legal challenges, the costs of neglecting HR can add up quickly. Our retained HR services at Consensus HR are designed to help you prevent these issues before they arise, providing you with ongoing support, advice, and solutions to manage your workforce effectively.

In conclusion, HR is a vital function that can make or break your business. At Consensus HR, we understand the challenges employers face and offer practical, personalised HR support that takes the stress out of managing your team. Let us help you prevent people problems and create a productive, compliant, and happy workplace.

Movember UK | Consensus HR in Herts & Beds

If you’re ready to explore how Consensus HR can support your business, visit our website www.consensushr.com or contact us for a consultation. Let’s work together to ensure your business and your team thrive.

Get Involved in Movember 2024:

Whether by growing a moustache, participating in a fitness challenge, or hosting a mental health workshop, there are many ways to get involved with Movember this year. Every little bit helps in raising awareness and funds for crucial men’s health issues.

For more information on how you and your organisation can support Movember UK, visit the official Movember website.

Matthew Chilcott
Owner, Consensus HR

Disclaimer: This article provides general information on the Movember campaign. For specific health concerns or advice, always consult with a healthcare professional.

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

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

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

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

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12 11 2024

Welcome to Our 12-Week HR Essentials | Consensus HR in Herts

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Performance Management, Recruitment, Training & Development @sg1businessclub, #consensushr, #HR Herts, #hr newsletter, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Week 2: Effective Recruitment Strategies | Consensus HR in Herts & Beds

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers:

At Consensus HR, we know that effective HR management is key to creating a productive, compliant, and supportive workplace. Over the next 12 weeks, we’re providing business owners and managers with practical insights into different aspects of HR—from recruitment and onboarding to performance management, mental health support, and legal compliance.

Each weekly blog offers actionable advice to help you strengthen your HR practices, minimise risks, and support your team’s growth and well-being. Join us on this journey as we explore how thoughtful HR can positively impact your business and create a thriving, engaged team.

Week One of Twelve

Week 1: Understanding the Role of HR in Business Success:

Overview:
HR is essential for every business, providing the backbone of employee relations, compliance, and a productive work environment. HR professionals ensure that businesses manage people effectively while remaining compliant with employment laws, making HR vital for growth and stability.

Key Points:

Recruitment & Onboarding: HR handles job postings, interviews, and onboarding processes to ensure new hires are aligned with the company’s values and prepared for their roles.
Employee Relations: HR manages interpersonal relationships, conflict resolution, and communication strategies, which are essential for maintaining a healthy workplace.
Compliance & Policies: HR professionals ensure that businesses comply with employment laws, reducing the risk of legal issues.
Performance Management: HR structures regular reviews, feedback systems, and career development pathways to improve productivity and employee engagement.

At Consensus HR, We’re Here to Help:

Managing HR can feel complex, but you don’t have to navigate it alone. If you have questions about this week’s topic or need tailored HR support for your business, our team is ready to help you create a productive, compliant, and supportive workplace. For more information, visit our website at www.consensushr.com or get in touch with us directly. Let’s work together to make HR a strong asset for your business.

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

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

Your Outsourced Human Resources (HR) Department.

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

17 09 2024

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

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

Introduction:

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

Background of the Case:

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

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

AI in the Workplace| Consensus HR in Herts & Beds

The Tribunal’s Decision

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

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

Implications for Employers

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

Impact on Employee Relations:

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

Conclusion:

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

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

Contact Us

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

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

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:

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:

Anti-Slavery Day | Consensus HR in Herts & Beds.

02 07 2024

Checking an employee’s right to work within the UK. |Consensus HR in Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Recruitment @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, #righttoworkuk, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME, SME's, stevenage

Our Latest blog: Is all your team, all legally entitled to work within the UK?

A key part of any companies Recruiting Strategy should be the checking of an employee’s right to work within the UK and assumptions should never be made. Consensus HR firmly emphasisis to all clients to ensure that they obtain the required document as shown within this blog and a copy kept for future use, if needed. When Matthew Chilcott, our business owner worked for a well-known Hospitality company, he went through the process of getting the companies HR files up to date and asked all members of the team to provide a relevant document that proved their right to work in the UK. Even though this was an inconvenience to many, the team all ensured the relevant document was provided so that a copy could be taken. This process identified a member of the team who was NOT authorised to work within the UK and could have resulted in a hefty fine for the company.

So, In the UK, what are employers required to check that all employees have the right to work in the country. We have produced a step-by-step guide on how to check right to work documents:

1. Obtain the Documents

Ensure you have one of the following sets of documents from the employee:

List A: Documents that show the holder is a British citizen or a citizen of the UK and Commonwealth having the right of abode in the UK, or other types of settled status.
List B: Documents that show the holder has a time-limited right to work in the UK.

2. Verify the Documents

Physically check the original documents in the presence of the holder.
Check for authenticity: Make sure that the documents appear genuine, are not expired, and belong to the person presenting them. This involves:
- Checking photographs and dates of birth for consistency across documents and with the person’s appearance.
- Ensuring the expiry dates of any limited leave to enter or remain in the UK have not passed.
- Checking any work restrictions.
- Ensuring the documents are genuine and have not been tampered with.
- Checking the reasons for any different names across documents (e.g., marriage certificate or divorce decree).

Checking an employee’s right to work within the UK. |Consensus HR in Herts, Beds

3. Make Copies and Record the Date

Make a clear copy of each document in a format which cannot later be altered (e.g., a photocopy or a PDF scan).
Record the date on which the check was made.
For passports, copy any page with the document expiry date, the holder’s nationality, date of birth, and photograph, and any page showing immigration endorsements.
For all other documents, make a complete copy.

4. Online Right to Work Check (Optional)

If the employee has an immigration status that can be checked online (such as settled or pre-settled status under the EU Settlement Scheme, or a biometric residence permit/card), you can use the Home Office online service:

The employee will need to provide you with a “share code” which they can obtain from the UK government website.
Use the share code along with the employee’s date of birth to check their right to work online.
Download or print a copy of the online check result and store it.

5. Follow-Up Checks

If the employee has a time-limited right to work, conduct follow-up checks before their right to work expires.
Set reminders to perform these follow-up checks.

6. Use the Employer Checking Service

If the employee cannot provide the necessary documents and you have a reason to believe they have the right to work, you can contact the Home Office Employer Checking Service.

Documents Accepted for Right to Work Check:

List A (permanent right to work):
- UK passport.
- Biometric Residence Permit indicating indefinite leave to remain.
- Passport or national identity card from a European Economic Area (EEA) country or Switzerland.
- Birth or adoption certificate from the UK, Channel Islands, Isle of Man, or Ireland.
List B (temporary right to work):
- Biometric Residence Permit with a time-limited period.
- Passport endorsed to show the holder can stay in the UK and is allowed to work.
- A positive verification notice from the Home Office Employer Checking Service.

My HR Comment: Are all of your team legally entitled to work within the UK?

Matthew Chilcott, Owner of Consensus HR comments: “By following these steps, you can ensure compliance with UK immigration laws and avoid penalties for employing individuals who do not have the right to work in the UK.”

Consensus HR encourages clients to have a policy in place that covers all areas including:

How robust is your Recruitment Strategy? Talk to Matthew at Consensus HR and find out!”

Further information on my past experience can be found on my LinkedIn profile.

Do you need help with your HR and Employment Law?

If you find it hard to keep on top of HR and Employment Law changes and manage a team, give us a call / email now to talk about how we can help you Prevent People Problems. Consensus HR | Your Outsourced Human Resources & Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems.” – 01438 576750.

Click Here

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

At Consensus HR, we ensure that our clients do not make assumptions when it comes to the performance / abilities of team members and that if identified, we seek the member of teams consent to write to a relevant medical professional to obtain support and advice and any reasonable adjustments needed to ensure what is possible is provided. If you manage a team / business and find it hard to keep on top of changing Employment Law and best practice and wish you could outsource it to a HR Charity for a small monthly investment, give us a call now for a non-obligatory conversation. Consensus HR | Your Outsourced Human Resources and Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems – 01438 576750.

11 06 2024

The new “Fire and Re-hire” Code of Practice | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Recruitment #bedfordshirebusinesses, #consensus hr, #consensushr, #fireandrehire, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Latest blog: Fire and Re-hire

DRAFT CODE OF PRACTICE Issued by the Secretary of State under section 203 of the Trade Union and Labour Relations (Consolidation) Act 1992 On dismissal and re-engagement

The new “Fire and Re-hire” Code of Practice, formalised by the Code of Practice (Dismissal and Re-engagement) Order 2024 (SI 2024/708), aims to safeguard workers’ rights against certain dismissal practices. Prompted by the controversial P&O sackings in early 2022, the government introduced this statutory Code to improve industrial relations and provide practical guidance for employers considering changes to employment contracts.

Key points of the Code include:

Effective Date: The Code will take effect on 18 July 2024.
Scope: The Code applies to any situation where an employer is contemplating altering one or more employees’ contracts and might resort to dismissal and re-engagement if mutual agreement on changes cannot be reached.
Exceptions: The Code does not apply to cases where dismissal and re-engagement discussions began before 18 July 2024, or where the dismissal is solely due to redundancy as defined under the Employment Rights Act 1996.
Coverage: It is applicable regardless of the number of employees affected by the proposed changes.

This legal framework is designed to ensure fair treatment in dismissal and re-engagement scenarios, aiming to enhance transparency and promote constructive industrial relations.

Click Here to view the code

The introduction of the “Fire and Re-hire” Code of Practice in the UK comes with both potential benefits and repercussions for various stakeholders. Here’s an overview:

Benefits:

Improved Employee Protection:
- The Code provides clearer guidelines for employers, ensuring that the process of changing employment terms is fair and transparent.
- Employees gain better protection from arbitrary or sudden changes to their employment conditions without proper consultation or justification.
Enhanced Industrial Relations:
- By promoting fair practices, the Code aims to improve trust and cooperation between employers and employees.
- Better industrial relations can lead to a more harmonious and productive workplace.
Clear Framework for Employers:
- Employers receive a structured approach to making necessary changes to contracts, which can help avoid legal pitfalls and disputes.
- The guidance encourages employers to explore all possible alternatives before resorting to dismissal and re-engagement.
Legal Compliance:
- The Code helps ensure that employers comply with legal standards, potentially reducing the risk of costly litigation and reputational damage.

Repercussions:

Administrative and Operational Burden:
- The implementation of the Code might require additional administrative efforts from employers to ensure compliance.
- Smaller businesses might find the process resource-intensive, impacting their operations.
Potential for Increased Disputes:
- While the Code aims to reduce unfair practices, the formalisation of processes could lead to more disputes if employees feel their rights are not being fully respected.
- Employers may face challenges in negotiating changes, potentially leading to industrial action or legal challenges.
Reduced Flexibility for Employers:
- The need to follow a detailed procedure may limit employers’ ability to quickly adapt to changing market conditions.
- Employers might find it more difficult to implement necessary changes to employment terms, potentially affecting business agility.
Impact on Employment Decisions:
- The stricter regulations might lead some employers to be more cautious in hiring, knowing that changing employment terms later could be more complicated.
- There could be an impact on the willingness of employers to offer long-term contracts if they foresee potential difficulties in adjusting terms.

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

The new "Fire and Re-hire" Code of Practice | Consensus HR in Herts & Beds

Our HR comment: Conclusion.

Matthew Chilcott, Owner of Consensus HR comments: “The “Fire and Re-hire” Code of Practice seeks to balance the interests of both employers and employees by ensuring fair treatment and clear procedures. While it brings significant benefits in terms of protection and industrial relations, it also introduces challenges that require careful management. Employers will need to navigate the new landscape thoughtfully to ensure compliance while maintaining operational flexibility with their team and should seek professional HR advice prior to actioning.”

Do you need help with your HR and Employment Law?

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

The Importance of Transparency in HR | Consensus HR in Herts & Beds

03 06 2024

Social Media and the Recruitment Process | Consensus HR, Herts, Beds

Matthew Chilcott Blog, General, Recruitment #consensus hr, #consensushr, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcedhumanresources, #socialmedia, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Our Latest blog: The Impact of Party Animal Posts

91% of employers use social media as part of their hiring process.

73% of companies have successfully hired a candidate through social media.

These research findings demonstrate the enormous impact of social media on the recruitment process. In addition, 28% of hiring employers are not likely to hire someone without an online presence. (Sources: Glassdoor, CareerBuilder, YouGov.)

All social media is usually researched and accounts are often easily visible unless settings are proactively changed to ‘private’. LinkedIn is the platform most employers use to check candidates’ online presence. It’s also a valuable source of applicants with 45% of recruiters posting content on social media to engage with candidates (StandOutCV).

It’s incredibly important to be socially aware and considerate when posting on social media platforms. This advice is backed up by sobering research findings (YouGov):

28% of employers at large organisations have rejected a candidate during the recruitment process due to their online activity.
16% of people aged 18 – 24 have been rejected for a role at least once due to their social media posts.
32% of Britons support social media checks becoming a standard part of the job application process.

Matthew Chilcott of Consensus HR says: “The job market is so competitive these days. Employers are being very specific about what they want in relation to qualifications and competencies and are only taking on the best applicants. That means your social media presence, whether it be Facebook, LinkedIn, Twitter, Instagram, etc., must be absolutely spotless. The Facebook trawl is becoming standard practice in recruiting and something we use as part of the recruitment process.”

A Positive Impact

Social media profiles can have a favourable impact too. A research participant said: “One candidate’s application wasn’t so great, but her Facebook backed up all the voluntary work she claimed she did. We took her on, and she’s been one of our finest investments.”

Should Social Media Posts Matter?

“A candidate’s qualifications and experience should be an employer’s main focus,” explains Matthew. “However, character and how people portray themselves online are very important too.”

Social media posts can have a negative impact if they involve:

Aggressive or offensive language (75%)
References to drug use (71%)
Bad spelling and grammar (56%)
Drunken pictures (47%)
Political views and activity (29%)
Vanity (26%)

To summarise, while social media content may not be the deciding factor within the recruitment process it is hugely influential and should be managed carefully.

To discuss how social media can help your recruitment process, contact the Consensus HR team for an initial discussion.

Social Media and the Recruitment Process | Consensus HR, Herts, Beds

To Summarise:

While social media content may not be the deciding factor within the recruitment process it is hugely influential and should be managed carefully.

To discuss how social media can help your recruitment process, contact the Consensus HR team for an initial discussion.

Do you need help with your HR and Employment Law?

Click Here

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

22 05 2024

Workers are increasingly staying put in their current jobs | Consensus HR in Herts, Beds

Matthew Chilcott Blog, General, Recruitment, Redundancy #bedfordshirebusinesses, #consensus hr, #consensushr, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Latest blog:

In 2024, a noticeable trend in the UK labour market is that workers are increasingly choosing to stay in their current jobs. This phenomenon is driven by several key factors:

1. Economic Uncertainty and Inflation

The UK economy faces significant uncertainty due to fluctuating economic conditions, including persistent inflation. Workers are cautious about job transitions amid concerns over the cost of living, mortgage rates, and economic stability. Staying in a known job provides financial predictability and security in uncertain times.

2. Improved Job Satisfaction

Many UK employers have enhanced job satisfaction by offering flexible working arrangements, including remote and hybrid work models. These changes have led to a better work-life balance for many employees, making their current jobs more attractive.

3. Competitive Compensation and Benefits

To retain talent, UK companies are offering competitive compensation packages, including salary increases, bonuses, and enhanced benefits such as health insurance and pension contributions. These financial incentives reduce the appeal of seeking new opportunities.

4. Career Development Opportunities

Employers are increasingly focusing on internal career development. They are offering training programs, upskilling opportunities, and clear pathways for career progression. Employees are more likely to stay with companies that invest in their professional growth.

5. Labour Market Conditions

The UK job market has seen fluctuations, with some sectors experiencing layoffs and hiring slowdowns. This uncertainty makes workers hesitant to leave stable positions for new roles that may not offer long-term security.

6. Personal and Family Considerations

The pandemic has led many workers to re-evaluate their personal and family priorities. Stability, job security, and the ability to balance work with personal life are now more important than ever. Staying in a current job that meets these needs is often preferable to the risks associated with a job change.

7. Employer Loyalty Programs

Companies are implementing loyalty programs that reward long-term employees with additional benefits, such as extra holiday entitlement, sabbaticals, and loyalty bonuses. These programs encourage employees to remain with their current employers.

Our HR comment:

Our HR Advice / Comment: Workers are increasingly staying put in their current jobs | Consensus HR in Herts, Beds

Matthew Chilcott, Owner of Consensus HR comments: “In 2024, UK workers are increasingly choosing stability over the uncertainties of job transitions. Economic factors, enhanced job satisfaction, competitive benefits, career development opportunities, and personal priorities are all contributing to this trend. Employers who continue to focus on employee satisfaction and development are likely to see higher retention rates in this evolving labour market.”

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:

20 05 2024

7 Reasons to hire professional HR services. Consensus HR, Herts, Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Health & Safety, Investigations, Performance Management, Recruitment, Redundancy, Rewards & Benefits, Training & Development #bedfordshirebusinesses, #Hertfordshire, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedHR, #outsourcing, #professionalservices, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Latest blog:

7 Reasons to hire professional HR services. Consensus HR, Herts, Beds – How Professional Services Add Value

It’s understandable that business owners want to cut costs. However, this can often lead to poor advice, a low level of customer service and, potentially, higher costs than the ones initially avoided.

It’s fair to assume that price generally equals quality. You get what you pay for!

Sadly, people often take advice from friends or relatives – or Google – rather than consult a professional consultant/tradesperson, purely to avoid costs.

Whether you need legal, human resources, marketing or trades advice, here’s why it’s best to work with a professional rather than take your friend’s advice:

7 Reasons to Hire Professional Services

Professional qualification/licence. Your contractor/consultant should be professionally qualified or trained. Ask them about their training and experience – they should be proud to tell you about it.
Relevant experience. Too often, cutting corners involves taking advice from someone who does not have the knowledge to adapt their understanding to your specific requirement. A professional can adapt their skills to suit the needs of your business.
Insurance. You are protected by professional insurance should something go wrong, or mistakes made. You should check that the person you are hiring has the right insurances in place before starting to work with them.
A professional contractor/consultant generally completes work faster, as well as to a better standard, than someone who is not fully trained.
Professionals can adapt to your situation and/or changing circumstances as jobs progress.
Peace of mind. The reassurance to be gained by working with someone who demonstrates professional knowledge and offers practical advice is invaluable.
Transparent costs. A credible professional should offer a clear quote. Too often, people are tempted by the ‘no win, no fee’ approach. This can include hidden administration and commission costs amounting to more than the cost of hiring a professional in the first instance.

In-House vs Outsourced HR Support

There are many different aspects involved with these options, making it difficult to make a direct comparison. Key factors to consider are:

Time – 45% of small business owners spend at least one day per week working on HR issues. Is this the best use of their time?
Control – involving an external HR specialist offers a different perspective … solutions based on a wealth of experience blended with a deep understanding of the business.
Expertise – engaging an HR professional fills internal skills gaps and ensures up-to-date professional knowledge is applied to HR practices.
Cost – often, paying a full-time HR employee’s salary is more expensive than outsourcing to an HR consultant, due to the flexible nature of the time required.

How Professional Services Add Value | Consensus HR in Herts, Beds

Our HR comment:

“By not seeking professional advice, you risk incurring greater costs in the long run,” says Matthew Chilcott of Consensus HR. “One of our clients risked incurring penalties of almost £50,000 by not engaging relevant legal expertise when a former employee threatened them with Employment Tribunal (ET) proceedings. The fee involved with using our professional Employment Law service was far lower than their potential ET financial penalties.

“It’s a shame that some people don’t value the training and expertise of professionals until something goes wrong. As well as qualifying within their relevant specialist fields, many consultants must demonstrate continuing professional development to retain their qualification. This means their knowledge and skills are always up to date.”

Matthew adds: “When you pay for a professional, you are paying for years of training and expertise, plus the reassurance of their experience and insurance. Long term, it’s quicker, cheaper and much higher quality.”

Would you like to explore how professional human resources support can help your business?

Talk to the friendly team at Consensus HR. Enjoy a free initial consultation with no pressure or jargon. Oh – and be reassured … our HR team is professionally trained and qualified!

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18 03 2024

Salary inflation at the slowest recorded rate in nearly three years | Consensus HR | Herts, Beds

Matthew Chilcott Blog, General, Performance Management, Recruitment, Training & Development #bedfordshirebusinesses, #hertfordshirebusinesses, #hrstrategy, #outsourcedemploymentlaw, #outsourcing, #salaryinflation, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME's, stevenage

While February 2024 saw further increases in rates of starting pay for both permanent and temporary workers, as employers reacted to competition for highly-skilled candidates, the rate of salary inflation was the slowest recorded since 2021.

This is one of the key findings in the latest Report on Jobs published by the Recruitment and Employment Confederation (REC) and KPMG.

Ongoing economic uncertainty and hesitancy to commit to new hires amid cost pressures led to a further marked fall in permanent placements, the report notes, while temp billings dropped at the steepest rate since mid-2020.

With uncertainty over the economic outlook leading employers to often delay or freeze hiring decisions, the number of people placed into permanent jobs across the UK continued to decline markedly midway through the first quarter (Q1) of 2024.

The availability of staff rose for the 12th straight month in February amid reports of redundancies and a slowdown in hiring activity.

REC Chief Executive, Neil Carberry, said: “The temporary labour market is the unsung hero of the economic uncertainty of recent years. It keeps the cogs of the economy turning amidst uncertainty and labour shortages — but it still needs nurturing. As we approach the General Election, businesses will be looking to politicians for commitment on this, and reforms of regulation that will support it from IR35, to regulating of the umbrella market and delivering flexibility to the Apprenticeship Levy.”

The retail and construction sectors led the downturn in demand for temporary workers. Of the 10 surveyed job categories, only blue-collar and engineering noted increases in demand for short-term staff during February.

HRInform

Our HR Comment / Advice:- Salary inflation at the slowest recorded rate in nearly three years | Consensus HR | Herts, Beds

Matthew Chilcott, FCIPD, ACEL, owner of Consensus HR comments: “These statistic from these reports demonstrate the current labour market and vas uncertainties of what to expect with the Election approaching and highlight why businesses need to ensure that their Recruitment Strategy is correct for their business. At Consensus HR, we understand that selecting the right candidates whilst attracting them to your business is never easy, whilst ensuring when you have successfully recruited that you retain them. This is why we always encourage our clients to look at the bigger picture and their companies HR Strategy in general for the success of the business and the member of the team. Getting your recruitment strategy right is the start but then ensuring that they remain motivated and an asset to the company is another chapter. Their Induction, development, performance reviews, Contracts of Employment, Employee Handbooks from day one of employment and the list goes on are all key parts of getting your HR strategy right and becoming an employer of choice. Believe me, this is not easy and maintaining it, is another challenge.

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

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Are you concerned about your companies HR Strategy?

If you wish to talk to us at Consensus HR about your current HR Strategy for your business and team and look at ways of getting the right candidates in the right places whilst ensuring your is a place where people like to come to work and the business succeeds, give us a call now. Consensus HR | Your Outsourced HR & Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems” – 01438 576750

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21 02 2024

Government takes action against ‘fire and rehire’ practices | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Recruitment, Redundancy #bedfordh, #consensushr, #Fire, #outsourcedemploymentlaw, #outsourcedhumanresources, #rehire, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

A new statutory Code of Practice concerning certain controversial dismissal tactics will, the Department for Business and Trade (DBT) argues, protect workers’ rights whilst respecting business flexibility.

Dismissal and re-engagement, also known as ‘fire and rehire’, refers to when an employer sacks an employee and then offers them a new contract on new, often less favourable, terms.

Business Minister Kevin Hollinrake said: “Our new Code will crack down on employers mistreating employees and sets out how they should behave when changing an employee’s contract.”

It will, he went on, make clear how employers must behave in this area and help to preserve security and opportunity for those in work.

A consultation on a draft statutory Code that sets out employers’ responsibilities when seeking to change employment terms and conditions ran from 24 January to 18 April 2023.

The Government has now published its response to the 50 replies it received to that consultation. This can be found at https://www.gov.uk/government/consultations/draft-code-of-practice-on-dismissal-and-re-engagement together with an updated draft statutory Code on dismissal and re-engagement.

This has been laid in Parliament for approval by both Houses and, subject to that approval, it will be brought into effect later in the summer.

Employment tribunals will have the power to apply an uplift of up to 25% of an employee’s compensation if an employer unreasonably fails to comply with the Code.

Head of Public Policy at the Chartered Institute of Personnel and Development (CIPD), Ben Willmott, said: “The Code promotes good practice, making clear employers should always seek to agree any changes to terms and conditions with employees and that ‘fire and rehire’ should only be used as an absolute last resort. It highlights the importance of early and meaningful consultation with employees to maximise the chances of finding alternative solutions which can lead to agreement over proposed changes.”

HRInform – 20-02-24

Our HR Comments: – Government takes action against ‘fire and rehire’ practices | Consensus HR – Herts, Beds

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “The updated draft of the Code for dismissal and re-engagement is an interesting read following the feedback received with the power to award a 25% uplift should an employer not follow the Code. The link provided within this article links to the draft code and the history behind ‘fire and rehire’ and I do not find anything new and should be what any reasonable employer would be following resulting in the correct and legal outcome for the employee(s) involved. Good constructive consultation is key as with all HR and management in general, to ensure a suitable outcome for the member(s) of the team, management and business in general. At Consensus HR, we work with our clients to ensure that any amendments proposed are managed professionally and to best practice.”

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Are you concerned about how you recruit and your recruitment strategy?

If you ever need to recruit and want to ensure that your Recruitment Strategy is fit for purpose and gains the best results for the business and team, give us a call now for a non-obligatory chat on how Consensus HR can help you and your business. Consensus HR | Your Outsourced HR Department – 01438 576750 | “Helping companies take the pain out of managing people whilst Preventing People Problems.”

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13 12 2023

Shanks v Lothian Health Board – Unfair dismissal: Reasonable dismissal – Consensus HR | Herts, Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Investigations, Performance Management, Recruitment, Redundancy #bedfordshirebusinesses, #consensus hr, #consensushr, #em;l, #hertfordshirebusinesses, #outsourcedhumanresources, #reasonableness, #unfairdismissal, bedfordshire, Business, employment law, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Shanks v Lothian Health Board - Unfair dismissal: Reasonable | Consensus HR - Herts, Beds

Shanks v Lothian Health Board – Unfair dismissal: Reasonable dismissal | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is a very interesting case in relation to ‘Reasonableness’ and the fact that when it comes to Law, HR is under Civil Law and the ‘balance of probabilities. Full details of the case can be read by Clicking Here but this press release by our Chartered Instituted explains clearly with a note for employers. In this case, the reasonableness of asking somebody to wear a mask was questioned by the employee who refused despite the employer asking them and all members of the team to wear one which was found to be reasonable. It subsequently resulted in the employee’s dismissal.

Note for employers.

This case is a reminder for employers about the need for reasonableness in decisions on dismissal, and the tests that will be applied to determine this. The EAT judgment made it clear that the focus when determining reasonableness should be on the requirement that the employer is imposing, and not on the employee’s particular views and beliefs on that subject. Where that requirement is to do an act which is lawful, and this is made clear to the employee along with the consequences of non-compliance, taking action up to and including dismissal for breach of that requirement is reasonable.

SUMMARY

When determining whether a requirement put in place by an employer that led to dismissal is reasonable, the tribunal must focus on the reasonableness of the requirement itself and whether the employee’s refusal to follow it was a deliberate and wilful contradiction of the terms of their employment.

LAW

The right not to be unfairly dismissed is found in section 94 of the Employment Rights Act 1996 (“ERA”). Section 98 ERA deals with the fairness of a dismissal and provides that employers must have both a fair reason, selected from a reason provided within that section (in this case, conduct) and have followed a reasonable process in dismissing the employee.

To view further information on Employment Law

At Consensus HR, we provide support when it comes to all areas of HR and Employment Law and full detailed information can be found by Clicking Here

British Home Stores Ltd v Burchell [1980]

This case dealt with what an employer needs to establish before dismissing an employee in conduct cases, and led to what is widely known as the “Burchell test”. The test to be applied is as follows:

(a) The employer formed a belief in the employee’s misconduct

(b) They had grounds for that belief based on the investigation

Iceland Frozen Foods Ltd v Jones [1983]

The EAT in this case gave us another test that should be applied, and it is known as the “range of reasonable responses” test. Under this, the tribunal must consider the reasonableness of the employer’s conduct, and not substitute that with what the members of the tribunal themselves would have decided. In many (though not all) cases there is a “band of reasonable responses” to the employee’s conduct within which one employer might reasonably take one view, and another quite reasonably take another. The tribunal must determine if the decision in question falls within or without that band.

Laws v London Chronicle (indicator Newspapers) Ltd [1959] tells us that for conduct to warrant a summary dismissal, it must be a deliberate and wilful contradiction of the contract terms.

FACTS

The claimant worked for the respondent as a catering assistant.

At the start of the covid pandemic, the respondent produced a risk assessment which instructed staff that where social distancing was not possible, a face mask should be worn. A meeting was later held where the catering team were informed that “masks are now part of uniform policy”. Workers were told unless they could provide an exemption letter from a doctor, they would have to wear a mask as instructed or not attend work.

This prompted the claimant to send their manager an email which included links to information regarding face masks. Within that email, the claimant stated that they believed that wearing a face mask would not stop the spread of the virus, and it would decrease their oxygen levels which could lead to hypoxia or severe hypoxia and cardiac arrest. They also claimed that requiring workers to wear a mask unless they could provide a doctor’s exemption letter was a “…massive breach of the Nolan principles, human rights, employment rights, constitutional rights and the common law”. Based on these beliefs, the claimant refused to wear their mask over both their nose and mouth as instructed and continued to attend work, despite being repeatedly told to wear the mask properly.

Eventually and after a number of months of this behaviour, the claimant was suspended from work. This, the claimant was told, was to de-escalate the situation in the kitchen (as the claimant’s colleagues regularly complained about the claimant and their failure to wear their mask properly), because the claimant posed a threat to themselves and others, and to protect the organisation from risk. The claimant was told they could return to work if they agreed to comply with the face mask rules.

An investigation took place into the claimant’s behaviour. They refused to attend any investigation meetings, and informed the respondent that until they provided supporting evidence as to the lawfulness of the mask wearing policy they would not comply. As a result, the claimant was invited to a disciplinary hearing. This found that the claimant had failed to wear a mask whilst at work as instructed and had not provided mitigation beyond not being provided with scientific evidence of the validity of mask wearing. Their refusal to wear the mask properly was deemed to be gross misconduct, and they were summarily dismissed.

The claimant appealed this dismissal. However, this did not proceed as the respondent instructed ACAS that they were not interested in further attempts to settle the dispute and the claimant deemed it no longer necessary to have the meeting as the respondent continued to fail to provide scientific evidence as to the lawfulness of its mask wearing policy.

Claims were brought for unfair dismissal and breach of contract.

EMPLOYMENT APPEAL TRIBUNAL (EAT)

The claimant argued that the requirement to wear a mask was not legitimately founded in regulations and guidance promulgated by the Scottish Government, and as a result was not a reasonable request and therefore the claimant’s conduct in refusing that request was not gross misconduct and the ET had erred in law in finding so.

The EAT did not uphold the claimant’s arguments. The ET had correctly identified that the requirement to wear a facemask was reasonable and that the claimant’s failure to follow that request was sufficient serious to warrant a summary dismissal. The ET had not erred in law and had correctly applied the relevant tests for reasonableness and unfair dismissal.

The appeal did not therefore succeed.

HR Inform – 7^th December 2023

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If you manage a company with a team of employees and are never sure what is classed as reasonable within the law and how to manage correctly should any incidences happen, give us a call now for a non-obligatory chat – 01438 576750. Consensus HR | Helping companies take the pain out of managing people whilst Preventing People Problems.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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