#bedfordshirebusiness

28 10 2024

Monthly HR blog Newsletter – October 2024 | Consensus HR, Herts, Beds

Matthew Chilcott General, Newsletter @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #HRNewsletter, #networkinbeds, ¢HRN, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our October 2024 blogs. Here’s a selection of topics we covered:

Celebrating Our Win: SME-Focused HR Consultancy of the Year 2024
Breast Cancer Awareness Month – October 2024
The Importance of Transparency in HR
Tesco ‘Fire and Rehire’ Case
A Warning to Employers: Take Sexual Harassment Seriously or Face Severe Consequences
Supporting Workplace Mental Health: An HR Perspective on World Mental Health Day
How to Improve Employment Opportunities and Break Down Workplace Barriers in the UK
Celebrating Diversity and Promoting Equality

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!

Celebrating Our Win: SME-Focused HR Consultancy of the Year 2024

At Consensus HR, we are thrilled to announce that we have been awarded the title of SME-Focused HR Consultancy of the Year 2024 for the Home Counties at the prestigious Global Business Awards! This recognition reflects our unwavering commitment to providing exceptional HR services tailored to the unique needs of small and medium-sized enterprises (SMEs).

Breast Cancer Awareness Month – October 2024 :

October is Breast Cancer Awareness Month, a time dedicated to raising awareness about the importance of early detection and support for individuals impacted by this disease. For businesses, this annual campaign presents an opportunity to not only promote awareness but also to reflect on how companies can support their employees who may be affected by breast cancer, either personally or through a loved one. As an HR professional, it is crucial to ensure that policies and workplace culture foster understanding, flexibility, and empathy.

To read our full blog, Click Here

The Importance of Transparency in HR:

The Importance of Transparency in HR: A Key to Building Trust and Success

By Matthew Chilcott, Owner of Consensus HR

In today’s business landscape, transparency is not just a buzzword—it’s a necessity. Whether you’re a small startup or a large corporation, the way your Human Resources (HR) department operates can significantly impact your company’s culture, employee satisfaction, and overall success. At Consensus HR, we firmly believe in the power of transparent HR practices and is part of the reason, we partnered up with Breathe HR and to become a client of Consensus HR with Breathe HR IT support, Click Here . But why is transparency so important, and what could be the consequences if it’s not embraced?

Tesco ‘Fire and Rehire’ Case:

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.

To read our full blog, Click Here

A Warning to Employers: Take Sexual Harassment Seriously or Face Severe Consequences

By Matthew Chilcott, Owner of Consensus HR

As an employer, you have a legal duty under the Equality Act 2010 to prevent sexual harassment in the workplace. Failure to do so could result in severe consequences not just for your employees, but for your business as well. Recent cases have shown that the courts are not hesitant to impose significant penalties on employers who fail in this duty.

Supporting Workplace Mental Health: An HR Perspective on World Mental Health Day

World Mental Health Day, observed on October 10th, offers a vital reminder of the importance of mental well-being both personally and professionally. As business owners and managers, it’s essential to recognise that mental health is just as important as physical health. Supporting your team’s mental well-being is not only a moral responsibility but can also have a positive impact on productivity, employee retention, and overall workplace culture.

To read our full blog, Click Here

How to Improve Employment Opportunities and Break Down Workplace Barriers in the UK in Herts & Beds

By Matthew Chilcott, Owner, Consensus HR

The UK workplace is undergoing a rapid transformation, with increasing diversity and a growing focus on inclusivity. However, many organisations still face challenges when it comes to providing equal employment opportunities and breaking down workplace barriers. At Consensus HR, we believe that addressing these issues is critical not just for compliance but for creating a thriving and motivated workforce. Below are some key strategies that can help your business improve employment opportunities and foster a barrier-free workplace.

Celebrating Diversity and Promoting Equality:

Black History Month 2024 – October

As we celebrate Black History Month 2024, it’s essential to reflect on the progress made in fostering equality, as well as the work still needed to create truly inclusive workplaces. Black History Month serves as a time to recognise the contributions, achievements, and struggles of the Black community in the UK and around the world. It is a powerful reminder of the importance of diversity in every aspect of society, including the workplace.

At Consensus HR, we strongly believe in the importance of creating an environment where everyone, regardless of race, can thrive and feel valued. This commitment is reflected in the UK’s Equality Act 2010, which serves as a fundamental piece of legislation to protect individuals from discrimination in the workplace and beyond.

To read our full blog, Click Here

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.

23 10 2024

SME-Focused HR Consultancy of the Year 2024 – Home Counties

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusiness, #consensushr, #HRAdvice, #HRSupport, #SMEAwardHR, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Consensus HR: Award-Winning HR Consultancy in the Home Counties

At Consensus HR, we are delighted to announce our recent win of the prestigious SME-Focused HR Consultancy of the Year 2024 – Home Counties, awarded by Corporate Vision. This recognition solidifies our commitment to providing tailored, people-focused HR solutions for businesses across the region, helping employers to navigate complex HR challenges effectively.

Our journey of excellence doesn’t stop there. Over the years, we have consistently been recognised for our innovative and client-centric approach. Here are some of the accolades we have proudly received:

SME News Southern Enterprise Award Winner 2023
SME News Business Elite Awards Winner 2022 – Leading Innovators in HR Solutions – South England
SME News UK Enterprise Awards Winner 2021 – Best HR Consultancy – Home Counties

CLICK HERE for full details of our award.

These awards reflect our ongoing dedication to offering comprehensive HR services, whether it’s handling day-to-day employment issues, ensuring compliance with ever-changing legislation, or supporting businesses through strategic development.

At Consensus HR, we pride ourselves on being more than just an HR service provider. We become a vital extension of your team, delivering practical, commercial, and bespoke HR solutions that align with your business objectives.

Why Choose Consensus HR?

As an award-winning consultancy, we support businesses of all sizes, ensuring they are fully compliant with employment law while helping them foster a positive workplace culture. Whether you need assistance with recruitment, employee relations, or implementing effective HR policies, our experienced team is here to guide you every step of the way.

If you’re looking for an HR partner that truly understands the needs of SMEs and delivers expert, hands-on support, contact us today. With Consensus HR by your side, your business can confidently navigate the complex world of HR, ensuring that you focus on what you do best – running your business.

For more details about our award-winning services, visit www.consensushr.com.

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?

DALL·E 2024-10-25 09.47.22 - A calm, uplifting image for Mental Health Day with no text. The design features a serene, abstract human silhouette surrounded by soothing elements li

10 10 2024

Supporting Workplace Mental Health. | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #bedfordshirebusiness, #consensushr, #Health&Safety, #Mental health, #networkinbeds, #outsourcedemploymentlaw, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Supporting Workplace Mental Health: An HR Perspective on World Mental Health Day

In my experience working with businesses of all sizes, it’s clear that creating a supportive environment requires more than just good intentions. Here are some practical ways business leaders can actively support their teams’ mental health:

Promote Open Communication:

Encourage a culture where employees feel comfortable discussing their mental health without fear of stigma or repercussions. This can be achieved by having regular check-ins and promoting an open-door policy. Simple actions like genuinely asking, “How are you doing?” can go a long way in showing support.

Training for Managers:

Often, managers are the first point of contact when an employee is struggling. Providing mental health training to managers ensures they are equipped to recognise signs of mental health challenges and know how to handle them sensitively. Our Managing Mental Health in the Workplace workshop, for example, educates managers on how to identify and address mental health concerns in a supportive way.

Flexible Working Arrangements:

Flexibility can play a major role in reducing stress. Offering remote work options, flexible hours, or the opportunity for mental health days can alleviate some of the pressures that employees face. Having clear policies that allow for flexibility shows that you care about their well-being.

Access to Resources and Support:

Businesses can provide access to mental health resources, whether through an Employee Assistance Programme (EAP), local mental health charities, or by sharing helpful information and contacts. Providing these resources gives employees the opportunity to seek help when they need it, knowing the company stands behind them.

Workload Management:

A key cause of stress in the workplace is unmanageable workloads. Regularly review employees’ responsibilities to ensure they are realistic. Delegation, another key area we cover in our management development workshops, is essential not only for productivity but for preventing burnout.

Foster a Healthy Work-Life Balance:

Encourage your team to disconnect outside of working hours. Ensure that there are boundaries in place to avoid excessive overtime and provide reminders of the importance of taking breaks. A well-rested employee is more engaged, productive, and happy.

Recognise and Address Workplace Stressors:

Workplace environments can be breeding grounds for stress if not properly managed. Regularly assess the workplace atmosphere and actively work on areas that may contribute to stress, such as heavy workloads, unrealistic deadlines, or inadequate resources.

Supporting Workplace Mental Health. | Consensus HR in Herts & Beds

Why This Matters:

Creating a mentally healthy workplace isn’t just beneficial for employees, but for businesses too. Reduced absenteeism, improved performance, and better team morale are all benefits of promoting mental well-being. On World Mental Health Day, take a moment to assess how your business supports mental health and where improvements can be made.

By addressing mental health proactively, businesses can build a culture that values the well-being of every team member.

For more information on how Consensus HR can help your business develop strategies for supporting mental health in the workplace, feel free to get in touch. Let’s work together to create healthier, happier workplaces this World Mental Health Day.

Matthew Chilcott is the owner of Consensus HR, offering tailored HR solutions for businesses of all sizes. Contact us today for support with managing workplace mental health or other HR matters.

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

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

Click Here

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

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

Your Outsourced Human Resources (HR) Department.

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

09 09 2024

AI in the Workplace| Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #AI, #bedfordshirebusiness, #networkinbeds, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

AI in the Workplace Opportunities and HR Considerations

By Matthew Chilcott, Consensus HR

Artificial Intelligence (AI) is transforming workplaces across the globe, offering businesses new opportunities to improve efficiency, decision-making, and customer service. However, as companies integrate AI into their operations, it’s crucial to navigate the potential human resources (HR) challenges that accompany this technological shift.

The Rise of AI in the Workplace

AI is reshaping the way businesses operate, from automating routine tasks to providing data-driven insights that enhance strategic planning. In HR, AI tools can streamline recruitment by screening resumes, managing employee onboarding, and even predicting staff turnover. AI-powered chatbots and virtual assistants can handle common employee queries, freeing up HR teams to focus on more strategic initiatives.

AI in the Workplace| Consensus HR in Herts & Beds

Key HR Issues to Consider

Bias and Fairness: AI systems are only as good as the data they are trained on. If this data is biased, AI can inadvertently perpetuate discrimination in recruitment, promotions, and other HR processes. Ensuring that AI tools are transparent, fair, and regularly audited for biases is essential.
Privacy and Data Security: AI relies heavily on data, including sensitive employee information. Businesses must ensure robust data security measures are in place to protect against breaches and comply with data protection laws such as GDPR. Transparency with employees about how their data is used is also critical to maintaining trust.
Job Displacement and Reskilling: The automation of tasks traditionally performed by humans can lead to job displacement, raising concerns among employees about their future roles. HR must play a proactive role in reskilling and upskilling employees to adapt to new AI-driven roles, ensuring a smooth transition and maintaining workforce morale.
Ethical Considerations: The use of AI in decision-making processes, especially those affecting employment, can raise ethical questions. HR leaders need to establish clear ethical guidelines around AI use, ensuring decisions remain fair and respect the rights of employees.
Employee Well-being and AI Interaction: The increasing presence of AI can change the workplace dynamics and affect employee well-being. Over-reliance on AI for management decisions can create a disconnect between staff and leadership, leading to reduced job satisfaction. Maintaining a human touch in HR processes is essential to balancing technology with empathy.

Our HR comment: AI in the Workplace| Consensus HR in Herts & Beds

Our HR comment / Advice: –

AI presents tremendous opportunities for enhancing workplace efficiency and effectiveness, but it also introduces new challenges that businesses must carefully manage. By addressing potential HR issues, such as bias, privacy, job displacement, and ethical concerns, companies can ensure a responsible and effective integration of AI into their workplace.

About the Author
Matthew Chilcott is a leading HR consultant with Consensus HR, dedicated to helping businesses navigate the complexities of modern HR challenges, including the rise of AI in the workplace. For more information, visit Consensus HR.

If we can help you in any way, give us a call or send us an email today for a non obligatory chat.

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:

14 08 2024

Why Your Business Should Invest in Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #invest, #networkinbeds, #outsourcedemploymentlaw, #stevenge, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Why Your Business Should Invest in Consensus HR’s Monthly HR & Employment Law Support

In today’s dynamic business environment, staying compliant with ever-evolving employment laws and maintaining a productive workforce can be challenging. For businesses of all sizes, effective human resource management is crucial to success. At Consensus HR, we offer a comprehensive HR and Employment Law support service for a monthly investment. Here’s why signing up with us can be one of the best decisions for your business.

Expertise and Experience at Your Fingertips

Navigating the complexities of HR and employment law requires expertise and experience. Our team at Consensus HR consists of seasoned professionals who stay abreast of the latest legal developments and best practices. By subscribing to our monthly service, you gain access to this wealth of knowledge without the overhead costs of hiring a full-time HR team. This ensures that your business remains compliant and up-to-date with the latest regulations, minimizing the risk of costly legal disputes.

Cost-Effective HR Solutions

Hiring an in-house HR team can be expensive, especially for small and medium-sized enterprises. Our monthly subscription service offers a cost-effective alternative, providing you with comprehensive HR support at a fraction of the cost. This investment not only saves you money but also delivers high-quality, professional HR services that are scalable to your business needs.

Tailored Support for Your Business Needs

Every business is unique, and so are its HR requirements. At Consensus HR, we understand this and offer tailored support to meet your specific needs. Whether you require assistance with recruitment, performance management, employee relations, or compliance issues, our services are customized to address your unique challenges and objectives. This personalized approach ensures that you receive the most relevant and effective HR support.

Proactive Compliance Management

Employment laws are continually changing, and non-compliance can result in significant penalties and damage to your reputation. Our team proactively monitors legal developments and ensures that your policies and practices are always in line with current legislation. We help you implement necessary changes promptly, reducing the risk of non-compliance and protecting your business from potential legal issues.

Enhanced Employee Relations and Productivity

A well-managed HR function leads to better employee relations and increased productivity. Our expert guidance on best practices in HR management helps you create a positive work environment where employees feel valued and motivated. From resolving conflicts to implementing effective performance management systems, we support you in fostering a productive and harmonious workplace.

Access to Comprehensive Resources and Tools

As a subscriber to our monthly service, you gain access to a wide range of resources and tools designed to streamline your HR processes. This includes templates for employment contracts, policies, and procedures, as well as access to our HR software that simplifies record-keeping and compliance tracking. These resources save you time and effort, allowing you to focus on growing your business.

Peace of Mind

Running a business comes with enough challenges without having to worry about HR and legal compliance. By partnering with Consensus HR, you gain peace of mind knowing that your HR needs are handled by professionals. This allows you to concentrate on strategic business initiatives, confident that your HR operations are in safe hands.

Support in Crisis Management

In times of crisis, such as a legal dispute or an urgent HR issue, having expert support readily available is invaluable. Our team is on hand to provide immediate assistance and guide you through any challenges that arise. This ensures that you can respond quickly and effectively, minimizing disruption to your business.

Continuous Improvement and Training

We believe in continuous improvement and offer training and development opportunities for your management team. This ensures that your leaders are equipped with the latest knowledge and skills to manage their teams effectively. Our training programs cover a wide range of topics, from employment law updates to leadership development, empowering your managers to drive your business forward.

Our HR comment:

Matthew Chilcott, Owner of Consensus HR comments: “Investing in Consensus HR’s monthly HR and Employment Law support is a strategic decision that offers numerous benefits. From expert guidance and compliance management to improved employee relations and cost-effective solutions, our services are designed to support your business’s growth and success. Don’t wait until you face an HR crisis—proactively protect and enhance your business by partnering with Consensus HR. Contact us today to learn more about how our tailored HR solutions can meet your needs and help your business thrive.”

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

Click Here

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

30 07 2024

The Worker Protection Bills | Consensus HR in Herts & Beds

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

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

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

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

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

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

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

The first step is educating and raising awareness

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

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

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

How employers can prevent sexual harassment

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

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

Our HR comment:

The Worker Protection Bills | Consensus HR in Herts & Beds

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

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

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

24 07 2024

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

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

‘need to be able to switch off’

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

Daily Mail

The i

Potential Benefits

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

Potential Challenges

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

Our HR comment:

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

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

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

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:

23 07 2024

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

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

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

1. Preventative Duty:

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

2. Enforcement and Compensation:

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

3. Reasonable Steps:

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

4. Consultation:

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

Our HR comment:

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

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

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:

17 07 2024

July 2024 Employment Law Newsletter | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusiness, #bedfordshirebusinesses, #ConsenHR, #consensus hr, #hertfordshirebusinesses, #networkinbeds, Business, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Welcome to our latest July 2024 Employment Law Newsletter | Consensus HR – Herts, Beds. In this newsletter, we focus on:

Poultry Workers travel time not ‘working time’
Improved workplace provision for those menstruating
Generative AI is not replacing jobs
Subject Access Request (SAR) denial upheld where there is a risk of intimidation
Commenting on colleagues appearance could count as sexual harassment

Poultry workers travel times not ‘working time’

In Taylors Service Ltd (dissolved) and another v The Commissioners for HM Revenue and Customs [2024] EAT 102, the Employment Appeals Tribunal (EAT) held that time spent ‘just’ travelling was not ‘time work’ for the purposes of regulation 30 of the National Minimum Wage Regulations 2015, and nor could it be deemed to be ‘time work’ under the exception for travel time in regulation 34.

Time work is defined as work outside of salaried work for which a worker is entitled to be paid. Travel time between jobs or business locations can be treated as time work. However, the following is not classed as time work:

Travel between the worker’s home and their usual place of work.
Travel between the worker’s home and an assignment.

In this case, Taylors Service Ltd (TSL) and Taylors Poultry Services (TPS) engaged workers on zero hours contracts and supplied them to the poultry industry. The companies provided a minibus that would collect the workers from their homes (or occasionally from their business premises) and transport them directly to their first assignment. On top of a normal working day, these journeys could be up to eight hours long. The workers were paid £2.50 per hour.

In 2020, HMRC decided that the time workers spent travelling to and from farms around the country should be reimbursed at the NMW and issued Notices of Underpayment totalling around £62,000 of wage arrears, plus penalties. TSL and TPS had their claim against the wage arrears dismissed in the Employment Tribunal (ET). However, the EAT overturned the ET’s ruling, citing the Supreme Court’s decision in Royal Mencap Society v Tomlinson-Blake; Shannon v Rampersad and another (t/a Clifton House Residential Home) [2021] UKSC 8. In this case, the Supreme Court held that care workers who were expected to sleep at, or near, their workplace, and be available to be called on during the night, were not entitled to the NMW for their entire sleep-in shifts. When workers were sleeping, they were not working; rather they were ‘available to work’. The EAT, having examined the Supreme Court’s reasoning, stated that time spent travelling to work could not be classed as working unless there was work to be done whilst travelling.

The EAT recognised that this decision may be unfair as the workers had no choice but to travel long distances if they accepted specific assignments; however, it was for Parliament, not the Courts, to amend any defects in the legislation.

Improved workplace provision for those menstruating

A study by Heriot-Watt University, which reviewed evidence on menstrual health and conducted 55 interviews, revealed that menstruation remains a significant cultural taboo in many workplaces. The research highlights that women, trans and non-binary people who menstruate face challenges, including poor access to toilets and washing facilities, and pain and mental health symptoms.

The study calls for line managers to be educated on the topic, the introduction of menstrual health education programmes, and for menstrual products to be made available in all workplace toilet and bathroom facilities.

Flexible Working - Are you ready? | Consensus HR, Herts, Beds

Generative AI is not replacing jobs

Putting to rest fears of mass unemployment (for now), research by Nash Squared, a global provider of technology and talent solutions, found that whilst 74% of UK tech employers have incorporated generative AI into their business to some extent, 51% say that it is used as a productivity tool to support existing jobs, with 99% stating that it will not replace employees.

Subject Access Request (SAR) denial upheld where there is a risk of intimidation

In Harrison v Cameron and other [2024] EWHC 1377 (KB), the High Court upheld a Controller’s refusal to name people recorded in a heated telephone conversation in response to a SAR. This was because there was a significant risk of the SAR requester intimidating the recipients of the recording.

Commenting on colleagues appearance could count as sexual harassment

The ET has ruled that telling a colleague they look “nice” could be sexual harassment. According to The Telegraph, a senior lawyer made such a comment to a legal secretary at his law firm before asking her “Am I allowed to say that?”.

The comment was found by the ET to be a sexual one which created an “intimidating” environment for the Claimant who described feeling “violated”. Although it did not on its own breach any employment laws, taken alongside other incidents of ‘unwanted conduct’, it could result in an employee making a successful ET claim.

This newsletter does not provide a full statement of the law and readers are advise to take legal advice before taking any action based on the information contained herein’.

Our HR Comment / Advice: – March 2024 Newsletter | Consensus HR | Herts, Beds, UK

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: – “April 2024 sees a number of Employment Law Changes across a range of areas, and it is important that businesses keep up with the changing of Employment Law so that they are always working to best practice for the benefit of the team and success of the business. At Consensus HR, we ensure that all our monthly retained clients who have invested in an Employee Handbook for their team and business continually have their copies updated and recommend that all members of the team are briefed on the changes, generally through the use of the fully interactive HR IT system.”

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?

If you manage a team and wish to ensure the smooth running of all HR and Employment Law aspects required with the team, give us a call now for a non-obligatory chat and can talk through our vast range of services, we can offer for a small monthly / one-off investment. Consensus HR | Your Outsourced Human Resources & Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems – 014338 576750

12 07 2024

Monthly HR blog Newsletter – July 2024 | Consensus HR, Herts, Beds

Matthew Chilcott Blog, General, Newsletter @consensushr #consensushr, @sg1businessclub, #Bedfordshire, #bedfordshirebusiness, #hertfordshirebusinesses, #monthlyblognewsletter, #monthlyHRblog, #monthlyHRNewsletter, #networkinbeds, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #stevenage, #stevenge #hertfordshire

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our June 2024 blogs. Here’s a selection of topics we covered:

HR Consultancy Firm Of The Year – 24/25 – Consensus HR in Herts
Managerial Skills: Success Essentials | Consensus HR in Herts & Beds
Disability in the UK Workforce
When using a Settlement Agreement to settle a dispute in the UK | Consensus HR in Herts, Beds
Possible financial, reputational, repercussions of not following professional qualified and accredited HR & Employment law Advice | Consensus HR in Herts, Beds
Reasonable Adjustments re Disability Discrimination | Consensus HR

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!

HR Consultancy Firm Of The Year – 24/25 – Consensus HR in Herts

Wow!!The judges were particularly impressed by the customisation of services available from the experts at Consensus HR, especially for their SME clients.

Managerial Skills: Success Essentials | Consensus HR in Herts & Beds

At Consensus HR, we work with a number of clients of various sizes and sectors from one employee to 250 employees. As part of our HR & Employment Law services we provide we continually work with them and their management to run the business successfully whilst making it an enjoyable and productive place to work. Many people are given a managerial role but not the development / skills to do it correctly for theirs and business success, but why is being a manager not easy and what skills do they need to be a success?

Being a manager is challenging due to a variety of factors, including the complexity of responsibilities, the need to balance different expectations, and the necessity of possessing a diverse skill set. Here are some reasons why being a manager is not easy:

Balancing Multiple Roles and Responsibilities: Managers often must juggle administrative duties, strategic planning, team management, and personal contributions to projects.
People Management: Managing a diverse team with different personalities, motivations, and work styles requires empathy, patience, and strong interpersonal skills. Resolving conflicts, providing feedback, and fostering a positive team environment are crucial yet challenging aspects.

Click Here to read ouf full article.

Equality should be taken seriously in all workplaces. In the UK, the Equality Act 2010 remains the legislation legally protecting people from any kind of discrimination in the workplace and wider society. Employers must be aware of the financial penalties and damage to corporate reputation that may result from non-compliance. However, some employers are not doing all they can to accommodate disabled job applicants.

Disability in the UK Workforce

Disability is associated with higher levels of inequality across the labour force and social and political environments. In the UK, 24% of the total population is classified as disabled (Family Resources Survey). This involves 13 and every 50 females and 11 in every 50 males.

At 29.8%, the disability employment gap in the UK is now at its widest point since 2018. People diagnosed with mental health or emotional disabilities like mood disorders (41%) and unseen disabilities like diabetes (39%) find it easier to get a job compared to other disabled Britons.

To read our full article, Click Here

When using a Settlement Agreement to settle a dispute in the UK | Consensus HR in Herts, Beds

When using a Settlement Agreement to settle a dispute in the UK with an employee what are the possible repercussions of not allowing them to seek independent legal advice or following professionally, qualified and accredited advice HR Advice?

When using a Settlement Agreement to settle a dispute in the UK with an employee, it is legally required for the employee to seek independent legal advice. The possible repercussions of not allowing them to seek this advice or not following professionally qualified and accredited HR advice can be significant:

Click Here to read our full article.

Possible financial, reputational, repercussions of not following professional qualified and accredited HR & Employment law Advice | Consensus HR in Herts, Beds

What are the possible financial, reputational and other repercussions in the UK of not following professional qualified and accredited HR & Employment law advice from a HR Consultant?

In the UK, the repercussions of not following professional, qualified, and accredited HR and Employment law advice from a HR Consultant can be significant and multifaceted. Here are the detailed financial, reputational, and other repercussions:

Financial Repercussions:

Employment Tribunal Claims: Employees can bring claims to an employment tribunal for issues such as unfair dismissal, discrimination, and breach of contract. This can result in substantial financial awards against the company.
Legal Costs: Defending claims in employment tribunals or courts can be very costly, including solicitor fees, barrister fees, and other associated legal expenses.

To read our full article, Click Here

Reasonable Adjustments re Disability Discrimination | Consensus HR

he Equality Act 2010 says that employers must make reasonable adjustments for:

employees and workers,
contractors and self-employed people hired to personally do the work, and
job applicants.

A ‘reasonable adjustment’ is a change to remove or reduce any disadvantage associated with a person’s disability. For employers, this is important when people apply for or perform a role. Action could involve changing an existing employee’s working conditions or environment. When recruiting, at all stages of the recruitment process must not discriminate against disabled applicants.

To read our full article, Click Here

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?

09 07 2024

When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, General, Performance Management, Training & Development @sg1businessclub, #bedfordshirebusiness, #bedfordshirebusinesses, #ConsenHR, #consensushr, #Hertfordshire, #managingemployees, #networkinbeds, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #outsourcing, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support

Our Latest blog: When it comes to managing employees, why do you have to manage correctly?

Managing people is not easy and takes a lot of skills, time and patience but managing employees correctly is crucial for a variety of reasons that impact both the short-term and long-term success of an organisation. Here are some key reasons why effective employee management is essential:

Productivity and Efficiency

Optimised Performance: Proper management ensures that employees understand their roles, responsibilities, and expectations, which leads to better performance and higher productivity.
Clear Goals and Objectives: Setting clear goals helps employees stay focused and aligned with the company’s objectives.

Employee Engagement and Motivation

Job Satisfaction: Good management practices such as recognition, feedback, and career development opportunities increase job satisfaction and reduce turnover.
Motivation: Motivated employees are more likely to be engaged, committed, and willing to go above and beyond in their roles.

When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds

Talent Retention

Lower Turnover Rates: Effective management reduces employee turnover by creating a positive work environment where employees feel valued and supported.
Skill Development: Investing in employees’ professional growth through training and development helps retain top talent.

Company Culture

Positive Work Environment: Good management fosters a positive company culture, which can improve teamwork, communication, and overall morale.
Conflict Resolution: Effective managers handle conflicts professionally and fairly, maintaining a harmonious workplace.

Legal and Ethical Compliance

Avoiding Litigation: Proper management ensures compliance with employment laws and regulations, reducing the risk of lawsuits and legal issues.
Ethical Standards: Managers set the tone for ethical behaviour within the organisation, promoting integrity and trust.

Financial Performance

Cost Efficiency: Efficient management practices lead to better use of resources, reducing waste and unnecessary expenses.
Profitability: High employee productivity and low turnover contribute to the company’s profitability and financial health.

Reputation and Employer Branding

Attracting Talent: Companies known for good management and a positive work environment attract top talent.
Customer Satisfaction: Satisfied employees often provide better service, leading to higher customer satisfaction and loyalty.

Innovation and Growth

Encouraging Creativity: Effective managers create an environment where employees feel safe to share ideas and innovate.
Adaptability: A well-managed team can quickly adapt to changes and new challenges, driving business growth and competitiveness.

What are the Best Practices for Managing Employees:

Clear Communication: Establish open lines of communication to ensure employees are well-informed and can voice their concerns.
Setting Expectations: Clearly define job roles, expectations, and performance metrics.
Regular Feedback: Provide constructive feedback regularly to help employees improve and grow.
Recognition and Rewards: Acknowledge and reward employees’ hard work and achievements.
Training and Development: Offer opportunities for professional development and career advancement.
Fair Treatment: Ensure all employees are treated fairly and with respect, promoting equality and diversity.
Work-Life Balance: Support employees in maintaining a healthy work-life balance to prevent burnout and stress.

My HR Comment / Advice: Managing employees.

Matthew Chilcott, Owner of Consensus HR comments: “In summary, managing employees correctly is vital for maximising their potential, maintaining a positive work environment, ensuring legal compliance, and achieving organisational success. Effective management contributes to the overall health and success of the company and team. Nobody says managing employees is easy and believe me having the opportunity to manage many teams in many sectors from 1 – 450 employees they all take their time, patience, dedication and understanding but by ensuring you follows what is mentioned within this blog, your time managing should be made easier.”

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

What is it referred to within your business? Personnel or HR? Talk to Matthew at Consensus HR and discuss!”

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

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?

05 07 2024

What happens at an Employment Tribunal (ET)? | Consensus HR in Herts & Beds

Matthew Chilcott Employment Law, General @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #employmenlaw, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourced hr, outsourcedHR, Small Business, SME, SME's, stevenage

Latest blog: What actually happens when you have to go to an Employment Tribunal (ET)?

One of the many things we get asked at Consensus HR, is what happens at an Employment Tribunal (ET), should it unfortunately lead to this?

An Employment Tribunal (ET) in the UK is a legal forum where disputes between employers and employees are resolved. These disputes often involve issues such as unfair dismissal, discrimination, wage disputes, breach of contract, and other employment-related matters.

Here’s a detailed overview of what happens at an Employment Tribunal in the UK:

1. Filing a Claim

Claimant: The process begins when the employee (claimant) files a claim with the Employment Tribunal. This must usually be done within three months of the incident or employment termination.
ACAS Early Conciliation: Before filing a claim, the claimant must notify ACAS (Advisory, Conciliation and Arbitration Service) and attempt Early Conciliation to resolve the dispute.

2. Response from Employer

Respondent: The employer (respondent) is notified of the claim and must respond, typically within 28 days. This response will outline their defense against the claim.

3. Pre-Hearing Procedures

Case Management: A preliminary hearing may be held to manage the case, clarify the issues, and set deadlines. This could be conducted via phone or in person.
Disclosure of Evidence: Both parties exchange relevant documents and witness statements.
Settlement Discussions: There may be opportunities for settlement discussions or further conciliation to avoid a full hearing.

4. The Tribunal Hearing

Panel Composition: A typical tribunal panel consists of an Employment Judge and, in some cases, two lay members with experience in employment matters.
Presentation of Cases: Both parties present their cases, starting with the claimant. This includes presenting evidence, calling witnesses, and cross-examining the other party’s witnesses.
Legal Representation: Parties may represent themselves or have legal representation.

5 . Tribunal Decision

Deliberation: After hearing the evidence, the tribunal deliberates and makes a decision.
Judgment: The tribunal issues a judgment, which may be delivered immediately after the hearing or at a later date in writing.
Remedies: If the claimant wins, the tribunal may award remedies such as compensation, reinstatement, or re-engagement.

6. Post-Hearing

Appeals: Either party can appeal the tribunal’s decision to the Employment Appeal Tribunal (EAT) on points of law.
Enforcement: If the employer does not comply with the tribunal’s judgment, the claimant may need to take further legal steps to enforce it.

What happens at an Employment Tribunal (ET)? | Consensus HR in Herts & Beds

Our HR comment:

Matthew Chilcott, Owner of Consensus HR comments: “Going to an Employment Tribunal (ET) is never overall an enjoyable experience and especially when you have to be questioned by the legal representation and is key that you are prepared and know your facts about the case. If you are to be present and be questioned, you would have already completed a Statement which sometimes you may be asked to read to the ET, or they will go direct to questioning you based on your statement. You will firstly be asked to tell the truth, the whole truth with a bible or other religious material based on your religion / belief.

The main thing to remember is that we are dealing with Civil Law and the balance of probabilities and reasonableness, and you need to demonstrate that all the action taken was reasonable and what a reasonable employer would do and that you followed the ACAS code of Practice and relevant law.

This said though and as with any area when it comes to law and giving evidence, it can be stressful but remember to prepare, prepare and prepare and you know your facts and what is within your Statement and the action you took and your legal team/ HR are there to support you.”

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?

Cookie	Duration	Description
cookielawinfo-checkbox-analytics	11 months	This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Analytics".
cookielawinfo-checkbox-functional	11 months	The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional".
cookielawinfo-checkbox-necessary	11 months	This cookie is set by GDPR Cookie Consent plugin. The cookies is used to store the user consent for the cookies in the category "Necessary".
cookielawinfo-checkbox-others	11 months	This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other.
cookielawinfo-checkbox-performance	11 months	This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Performance".
viewed_cookie_policy	11 months	The cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. It does not store any personal data.

#bedfordshirebusiness

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our October 2024 blogs. Here’s a selection of topics we covered:

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!

Celebrating Our Win: SME-Focused HR Consultancy of the Year 2024

Breast Cancer Awareness Month – October 2024 :

The Importance of Transparency in HR:

The Importance of Transparency in HR: A Key to Building Trust and Success

By Matthew Chilcott, Owner of Consensus HR

Tesco ‘Fire and Rehire’ Case:

A Warning to Employers: Take Sexual Harassment Seriously or Face Severe Consequences

By Matthew Chilcott, Owner of Consensus HR

Supporting Workplace Mental Health: An HR Perspective on World Mental Health Day

How to Improve Employment Opportunities and Break Down Workplace Barriers in the UK in Herts & Beds

By Matthew Chilcott, Owner, Consensus HR

Celebrating Diversity and Promoting Equality:

Black History Month 2024 – October

Do you need help with your HR and Employment Law?

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

Consensus HR: Award-Winning HR Consultancy in the Home Counties

Why Choose Consensus HR?

Do you need help with your HR and Employment Law?

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

Supporting Workplace Mental Health: An HR Perspective on World Mental Health Day

Supporting Workplace Mental Health: An HR Perspective on World Mental Health Day

Promote Open Communication:

Training for Managers:

Flexible Working Arrangements:

Access to Resources and Support:

Workload Management:

Foster a Healthy Work-Life Balance:

Recognise and Address Workplace Stressors:

Why This Matters:

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

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

Your Outsourced Human Resources (HR) Department.

AI in the Workplace Opportunities and HR Considerations

By Matthew Chilcott, Consensus HR

The Rise of AI in the Workplace

Key HR Issues to Consider

Our HR comment: AI in the Workplace| Consensus HR in Herts & Beds

Our HR comment / Advice: –

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

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

Your Outsourced Human Resources (HR) Department.

Why Your Business Should Invest in Consensus HR’s Monthly HR & Employment Law Support

Expertise and Experience at Your Fingertips

Cost-Effective HR Solutions

Tailored Support for Your Business Needs

Proactive Compliance Management

Enhanced Employee Relations and Productivity

Access to Comprehensive Resources and Tools

Peace of Mind

Support in Crisis Management

Continuous Improvement and Training

Our HR comment:

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

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

The first step is educating and raising awareness

How employers can prevent sexual harassment

Our HR comment:

The Worker Protection Bills | Consensus HR in Herts & Beds

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

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

Your Outsourced Human Resources (HR) Department.

‘need to be able to switch off’

Potential Benefits

Potential Challenges

Our HR comment:

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

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

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

Your Outsourced Human Resources (HR) Department.

1. Preventative Duty:

2. Enforcement and Compensation:

3. Reasonable Steps:

4. Consultation:

Our HR comment:

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

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