Monthly HR blog Newsletter – June 2024 | Consensus HR, Herts, Beds
Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our May 2024 blogs. Here’s a selection of topics we covered:
- Employee Retention Strategies: Keeping Top Talent in 2024 –Workers are increasingly staying put in their current jobs | Consensus HR in Herts, Beds
- The Role of HR in Crisis Management -Matthews v CGI IT UK Ltd – Procedural Fairness and Unfair Dismissal – | Consensus HR in Herts, Beds
- 7 Reasons to hire professional HR services. Consensus HR, Herts, Beds
- Understanding Sexual Harassment at Work | Consensus HR, Herts, Beds
- Failing to follow Code of Practice could cost employers at tribunals | Consensus HR in Herts, Beds.
- Employment Tribunal: The Potential Cost to Your Business | Consensus HR in Herts, Beds
Thank you for joining us for this month’s recap. We hope these discussions provide valuable insights and actionable strategies for your HR practices. Stay tuned for more informative blogs in the coming months!
Employee Retention Strategies: Keeping Top Talent in 2024 –Workers are increasingly staying put in their current jobs | Consensus HR in Herts, Beds
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.
The Role of HR in Crisis Management -Matthews v CGI IT UK Ltd – Procedural Fairness and Unfair Dismissal – | Consensus HR in Herts, Beds
In the case of Matthews v CGI IT UK Ltd, the procedural errors were indeed a significant factor in the tribunal’s decision to deem the dismissal unfair. Here’s a detailed explanation of how the lack of fair procedure contributed to this outcome:
Procedural Fairness and Unfair Dismissal:
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Adherence to Disciplinary Procedures:
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- Employer’s Obligation: Employers are required to follow their own disciplinary procedures and the statutory guidelines (such as the ACAS Code of Practice) when dismissing an employee.
- CGI IT UK Ltd’s Failure: In this case, CGI IT UK Ltd failed to adhere to its internal disciplinary procedures, which led to procedural irregularities. This failure was a critical factor in the tribunal’s finding of unfair dismissal.
7 Reasons to hire professional HR services. Consensus HR, Herts, Beds
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:
Click Here to see the 7 reasons.
Understanding Sexual Harassment at Work | Consensus HR, Herts, Beds
Research shows that 58% of women have experienced sexual harassment, bullying or verbal abuse at work (Unison, 2023). This number increases to 62% of women aged 25 – 34 years.
In addition, a TUC (Trades Union Congress) poll found that in 39% of incidents, the perpetrator of the harassment was a third party rather than a colleague in the workplace. (Examples of third parties are clients and suppliers.) The TUC’s May 2023 poll also found that 43% of women have experienced three or more incidents of bullying at work.
Sadly, most victims don’t report sexual harassment as they fear they won’t be believed, or their working relationships and career prospects may be damaged.
Whilst most sexual harassment victims are female, it is important to note that one in ten complaints of sexual harassment in the workplace are from men. (The Diversity Dashboard.)
Failing to follow Code of Practice could cost employers at tribunals | Consensus HR in Herts, Beds.
On 18 July 2024, a revised Code of Practice covering dismissal and re-engagement (popularly known as “fire and re-hire”) comes into force and makes it clear that employers should only resort to this option as a last resort.
The Government’s decision to update the Code was sparked by the outcry in 2022 when P&O Ferries used a video to tell more than 800 staff members that they were being made redundant with immediate effect.
Available here, the Code sets out how employers should act in these situations.
Click Here to read how failure could cost your business dearly.
Employment Tribunal: The Potential Cost to Your Business | Consensus HR in Herts, Beds
Currently, an employee does not have to pay a fee to make a claim to an employment tribunal. Costs may be incurred to pay witness expenses and, if the claim is lost, the costs of the people or organisation brought to the tribunal. This can include the fees of legal and/or HR support.
Around 95% of cases are settled before a full hearing at an Employment Tribunal. However, when a case does go 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 legal requirements and best practice in the most effective way possible.
The upper limit of compensation awarded by employment tribunals increased in April 2024. The potential cost to employers has now increased to:
- Cap on a Statutory Week’s Pay: £700
(Used for calculating various awards, including statutory redundancy pay and unfair dismissal basic awards.)
- Cap on Statutory Redundancy Pay: £21,000
Click Here to see more possible costs and a variety of issues taken to an Employment Tribunal (ET).
