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06 03 2025

📚 Celebrating World Book Day | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General #bedfordshirebusinesses, #Books, #BTCstevenage, #ConsenHR, #consensushr, #Stevenagebusineses, #worldbookday, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

The Power of Learning in the Workplace:

At Consensus HR, we believe that learning never stops – and what better way to celebrate this than on World Book Day (6th March 2025)? Books are a fantastic resource for personal and professional development, helping individuals and businesses grow.

The Role of Reading in Professional Development:

Reading is an essential tool for both employees and employers, providing valuable insights into leadership, HR, business strategy, and workplace wellbeing. Whether it’s employment law updates, leadership strategies, or team motivation techniques, a good book can equip business owners and managers with the knowledge they need to lead effectively.

“World Book Day is a fantastic reminder of how knowledge empowers businesses. At Consensus HR, we encourage continuous learning – whether through books, training, or expert HR guidance. A well-informed team is a successful team.” – Matthew Chilcott, Owner, Consensus HR.

How Consensus HR Supports Learning in the Workplace:

At Consensus HR, we work with businesses of all sizes to develop HR strategies that support growth, team engagement, and compliance. Whether it’s through training, performance management, or employment law guidance, we help businesses build a well-informed, legally compliant, and motivated workforce.

This World Book Day, why not pick up a book that could enhance your leadership and HR skills? And if you need hands-on HR support, get in touch with our team today!

📞 Call us: 01438 576750
🌐 Visit our website: www.consensushr.com
📧 Email us: [email protected]
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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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Important Health & Safety Update | Consensus HR in Herts & Beds

04 03 2025

Autism in the Workplace in the UK | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General @sg1businessclub, #autism, #bedfordshirebusinesses, #consensushr, #networkinbeds, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Autism in the Workplace in the UK: Legal Obligations and Best Practices for Inclusion:

At Consensus HR, we understand that creating a diverse and inclusive workplace is not only the right thing to do—it’s essential for fostering innovation and success. In the UK, supporting employees on the autism spectrum is guided by robust legal frameworks and best practice strategies. This blog explores the legal requirements and practical steps your organisation can take to ensure that your workplace is both compliant and truly inclusive.

Understanding Autism in the UK Workplace:

Autism is a lifelong condition that affects how individuals communicate, behave, and interact socially. Many people on the autism spectrum bring unique strengths such as exceptional attention to detail, innovative problem-solving skills, and a strong ability to focus on complex tasks. Recognising these attributes while acknowledging individual challenges is key to developing effective support systems in the workplace.

Key Points:

Diverse Abilities: Employees with autism may require tailored communication methods and work practices.
Individual Needs: Autism manifests uniquely in every individual, meaning support strategies should be personalised.

Legal Considerations in the UK:

UK employers must comply with the Equality Act 2010, which protects individuals with disabilities—including those with autism—from discrimination. The Act requires employers to make reasonable adjustments to ensure that disabled employees are not at a disadvantage in the workplace.

Legal Requirements Under the Equality Act 2010:

Non-Discrimination: It is unlawful to discriminate against employees with autism in any aspect of employment.
Reasonable Adjustments: Employers are required to adapt working environments or practices to accommodate the needs of autistic employees.
Inclusive Policies: Regular review of policies is essential to ensure they reflect the latest legal standards and best practices for inclusion.

Action Steps for Compliance:

Policy Review: Assess your current workplace policies to ensure they meet the Equality Act 2010 requirements.
Implement Adjustments: Consider adaptations such as modified workspaces, flexible scheduling, or specialised communication support.
Training and Awareness: Provide ongoing training for management and staff to understand the legal rights and practical needs of autistic employees.

By staying informed and proactive, your organisation can not only meet legal obligations but also create a supportive environment where all employees can thrive.

Best Practices for an Inclusive UK Workplace:

Beyond legal compliance, implementing best practices can significantly enhance the work experience for employees with autism. Consider the following strategies:

Tailored Onboarding and Training: Develop induction programmes that recognise diverse learning styles, ensuring that new employees with autism feel welcomed and supported.
Clear and Accessible Communication: Use straightforward language and visual aids to convey information, making instructions and feedback more accessible.
Flexible Working Arrangements: Offer options such as remote work, adjusted hours, or quiet workspaces to accommodate different work preferences.
Employee Resource Groups (ERGs): Encourage the formation of support networks where employees can share experiences, offer peer support, and contribute to policy development.
Sensory-Friendly Environments: Modify workspaces by reducing noise, adjusting lighting, or creating designated quiet areas to help mitigate sensory overload.

These practices not only comply with legal standards but also contribute to a culture of respect, empowerment, and productivity across your organisation.

A Comment from Matthew Chilcott, Owner of Consensus HR:

“As someone who has dedicated my career to supporting HR best practices in the UK, I firmly believe that embracing neurodiversity is not just a legal obligation but a strategic advantage. At Consensus HR, we have seen firsthand how tailored adjustments and a genuine commitment to inclusion can transform workplaces. Our approach goes beyond compliance; it’s about recognising and harnessing the unique talents of every individual. I encourage all organisations to view inclusion as an opportunity to drive innovation, empower talent, and create a supportive environment where everyone can thrive.”

— Matthew Chilcott, Owner of Consensus HR

How Consensus HR Can Help:

At Consensus HR, our mission is to guide UK organisations in building inclusive, legally compliant, and supportive work environments. We offer a range of services designed to help you navigate the complexities of workplace inclusion:

Comprehensive HR Audits: We assess your current practices and identify opportunities for improvement.
Customised Training Programmes: Equip your team with the knowledge and skills needed to support neurodiverse colleagues effectively.
Legal Updates and Compliance Assistance: Stay current with evolving legal requirements and best practices under the Equality Act 2010.
Consultation and Strategy Development: Work with our experts to create tailored inclusion strategies that align with your company’s values.

For more information and expert guidance, connect with us through our website or your preferred social media platform:

Website: https://www.consensushr.com
Facebook: https://www.facebook.com/ConsensusHR
Twitter: https://twitter.com/ConsensusHR
LinkedIn: https://www.linkedin.com/company/consensus-hr
Instagram: https://www.instagram.com/consensushr

Conclusion:

Fostering an inclusive workplace for employees with autism in the UK is both a legal responsibility and a strategic advantage. By understanding the unique needs of neurodiverse individuals and implementing legal and best practice guidelines, your organisation can create an environment where every employee is empowered to contribute their best. At Consensus HR, we are dedicated to supporting your journey towards a truly inclusive workplace.

Embrace diversity. Empower talent. Enhance success.

For further insights and personalised consultation, please visit our website or connect with us on social media. Together, we can build a more inclusive future for all.

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:

27 02 2025

Rare Disease Day | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #hertfordshirebusinesses, #rarediseaseday, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Supporting Inclusivity in the Workplace:

📅 28th February marks Rare Disease Day, a global initiative to raise awareness of rare diseases and the challenges faced by those affected. At Consensus HR, we believe in fostering inclusive workplaces that support employees with rare conditions, ensuring they can thrive professionally while managing their health.

Why Rare Disease Awareness Matters in the Workplace:

A rare disease is defined in Europe as a condition affecting fewer than 1 in 2,000 people, yet collectively, over 300 million people worldwide live with a rare disease. Many of these individuals face difficulties in the workplace, from managing symptoms to accessing reasonable adjustments.

Employers have a duty to promote equality, make necessary workplace adjustments, and support employee wellbeing in compliance with the Equality Act 2010. A more inclusive workplace not only benefits employees but also strengthens business culture, retention, and productivity.

How Employers Can Support Employees with Rare Diseases:

✅ Implement Reasonable Adjustments – Adapt workspaces, offer flexible working, and modify job roles where necessary.
✅ Foster Open Communication – Encourage employees to discuss their needs without fear of discrimination.
✅ Provide Mental Health Support – Many rare diseases are lifelong conditions that can impact emotional wellbeing. An Employee Assistance Programme (EAP) or access to counselling can make a difference.
✅ Ensure Compliance with UK Employment Law – Employers must follow disability discrimination laws and ensure equal opportunities for all employees.
✅ Raise Awareness Among Teams – Promoting education and understanding helps create a more supportive and inclusive work environment.

HR Support for Inclusive Workplaces:

Matthew Chilcott, Owner of Consensus HR, says:
“Creating an inclusive workplace means recognising the diverse challenges employees may face, including those with rare diseases. Employers who proactively support their teams by implementing fair and flexible workplace policies benefit from higher engagement, loyalty, and a stronger company culture. At Consensus HR, we help businesses develop HR strategies that align with UK employment law while promoting inclusivity.”

Need HR Support for Workplace Inclusivity?

At Consensus HR, we work with businesses to create HR policies that promote inclusion, employee wellbeing, and legal compliance. If you need guidance on reasonable adjustments, workplace policies, or employee support, we’re here to help.

📞 Call us: Click Here
🌐 Visit our website: www.consensushr.com
📲 Follow us on social media:
🔹 LinkedIn
🔹 Facebook
🔹 Twitter
🔹 Instagram

📌 #RareDiseaseDay #InclusivityAtWork #HRSupport #ConsensusHR #WorkplaceWellbeing

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?

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25 02 2025

Understanding the CIPD Survey Insights | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General #bedfordshirebusinesses, #Outsao, #outsourcedHRadvice, #stevenagebusinesses, Business, Business Owners, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

In today’s rapidly evolving business landscape, staying ahead means adapting to change. The latest CIPD quarterly Labour Market Outlook for Winter 2024/25 has sent a strong message: one in four employers are planning redundancies within the next three months. This marks the highest level of redundancy intentions in a decade—outside of the pandemic—and signals that many businesses are rethinking their strategies as employment costs continue to soar

Understanding the CIPD Survey Insights:

The recent CIPD report highlights several key trends that are reshaping the business environment:

Rising Redundancy Intentions:
One in four employers (25%) are planning redundancies in the next three months, with private sector expectations rising from 22% to 27%.
Falling Net Employment Balance:
The gap between employers expecting staff increases and those anticipating decreases has seen its sharpest decline on record outside of the pandemic.
Increasing Employment Costs:
Two in five employers are bracing for significant cost increases due to budget measures, such as the National Insurance Contributions rate increase and adjustments to the lower secondary threshold.
Sector-Specific Impact:
Industries like retail and hospitality—sectors that employ large numbers of people—are especially vulnerable to these rising costs. Peter Cheese, Chief Executive of the CIPD, noted these as the most significant downward shifts in employer sentiment seen in the last 10 years (outside of the pandemic).

What This Means for Your Business:

The implications of the CIPD survey are clear:

Cost Pressures:
With 42% of affected employers planning to raise prices and 32% aiming to reduce their workforce, managing operational costs is more critical than ever.
Strategic Adaptation:
To remain competitive, businesses must reassess their staffing strategies, streamline operations, and invest wisely in growth and training.
Future-Proofing Operations:
Now is the time to implement solutions that not only mitigate cost increases but also drive efficiency and enable sustainable growth.

How Consensus HR Can Help:

At Consensus HR, we’re dedicated to turning these challenges into opportunities. Our innovative solutions are designed to help you navigate today’s uncertain market by:

Streamlining Operations:
Our state-of-the-art HR and business management tools help you optimise staffing and reduce unnecessary overhead.
Expert Strategic Guidance:
Leverage our expert advice to manage rising employment costs, adjust your pricing strategies, and plan for a resilient future.
Empowering Growth:
With tailored solutions that align with your business goals, we ensure you’re not just surviving—but thriving—in a competitive landscape.

A Message from Our Owner, Matthew Chilcott:

“The recent CIPD survey is a wake-up call for businesses across all sectors. At Consensus HR, we see every challenge as an opportunity to innovate. We are committed to helping our clients manage rising employment costs and navigate redundancy decisions with confidence. By leveraging our expert solutions and strategic insights, businesses can not only adapt to these turbulent times but also unlock new avenues for growth and success.”
– Matthew Chilcott, Owner

Take the Next Step Towards Resilience:

The CIPD survey underscores a pivotal moment for businesses: rising redundancy intentions and increasing employment costs require a proactive, strategic response. Consensus HR is here to guide you through these changes, providing the tools and expertise you need to optimise your operations and secure a sustainable future.

Ready to transform challenges into opportunities?
Contact us today to discover how our tailored solutions can help you reduce costs, streamline your workforce, and drive lasting business success.

Connect with Consensus HR:

Stay informed and engaged with the latest industry insights and company updates by following us on social media and visiting our website:

Website: www.consensushr.com
LinkedIn: Consensus HR on LinkedIn
Twitter: @ConsensusHR
Facebook: Consensus HR on Facebook
Instagram: @ConsensusHR

Embrace change with confidence and let Consensus HR be your partner in navigating today’s complex business landscape.

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:

19 02 2025

Employment Law Newsletter – Feb-25 – Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #employmentlaw, #hertfordshirebusinesses, #HRNewsletter, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

In Brief:

The Employment Appeal Tribunal (EAT) has recently made significant rulings that affect employee rights in the workplace. First, the EAT clarified that an employee may be dismissed for a breakdown of trust and confidence, providing employers with a legal basis to terminate employment when this crucial relationship deteriorates. Secondly, the ruling confirmed that foster carers are eligible to bring claims before an Employment Tribunal, which is an important step for individuals in this role seeking employment protection rights. Lastly, a ruling established that consultants can be considered workers under the Employment Rights Act 1996 (ERA), granting them rights that were previously reserved for employees, such as protection against unfair dismissal and entitlement to statutory sick pay. These developments reflect the evolving landscape of employment law and emphasize the importance of understanding and adhering to the latest legal standards for both employers and employees.

EAT rules that an employee can be dismissed for breakdown of trust and confidence

The case of Alexis v Westminster Drug Project [2024] EAT 188 has added some clarification to the controversial claim of the ‘breakdown of trust and confidence’ under the ‘some other substantial reason (SOSR)’ category of fair dismissal.

The Claimant (A) and two others were subject to a restructuring, which resulted in three jobs being condensed into two and each person having to reapply. A, who had previously told her employers that she suffered from dyslexia, was only provided with the interview questions 25 minutes in advance of the first interview, resulting in her underperformance. She was not selected for either position.

A brought a grievance based on the grounds that her dyslexia should have been considered during the interview process. She was offered an additional interview which she rejected. Following the grievance process appeal, A was again offered another interview, and again the offer was rejected. During the grievance process A authored several emails to her manager and the Westminster Drug Project’s Chairperson. Her manager eventually called A into a meeting and stated that the relationship between her and the Westminster Drug Project had completely broken down and that A had clearly lost trust in her employer. This led to A being dismissed by notice on the ground of SOSR.

A claimed unfair dismissal, disability-related harassment, and failure to make reasonable adjustments. The Employment Tribunal (ET) rejected most claims and stated the dismissal was fair. A appealed to the Employment Appeals Tribunal (EAT), arguing her length of service had not been adequately considered and Westminster Drug Project could have given her a warning or used some other method as opposed to dismissing her.

The EAT upheld the ET’s decision that the dismissal was fair. Regarding the lack of consideration of A’s length of service, the EAT stated that an employer only had to take this into account when it was directly relevant to the dismissal. This was not the case here. As for using other sanctions other than dismissal, this was not appropriate in this case as the organisation needed to move forward with its restructuring.

Foster carers can bring Employment Tribunal claims:

In Oni and others v London Borough of Waltham Forest and others ET/3204635/2021, an employment tribunal held that, despite not having contracts with local authorities, foster carers can bring whistleblowing and discrimination claims.

The decision is controversial and likely to be appealed. The ET considered itself bound by the Court of Appeal’s decision in W v Essex County Council [1998] 3 WLR 534 (CA), that foster carers do not have employment contracts with local authorities as their relationship is governed by statute. This meant that they could not bring certain types of claims in the ET, such as:

The right to have a Statement of Particulars provided on day one of employment (Part I of the Employment Rights Act 1996 (ERA 1996).
Unfair deduction of wages (Part II of the ERA 1996.
Unfair dismissal or wrongful dismissal.
Breach of rights under the Working Time Regulations 1998.

However, the ET ruled that when it came to bringing whistleblowing claims under sections 47B and 48 of the ERA 1996 and discrimination claims under Part 5 of the Equality Act 2010, any refusal by the ET to hear such claims would amount to an unjustified interference with their rights under, respectively, Articles 10 (right to freedom of expression) and 8 (right to family and private life) of the European Convention of Human Rights read with Article 14 (protection from discrimination).

Consultant classed as a worker under ERA 1996:

In Appiah v Tripod Partners Ltd ET/2302929/2023, the ET held that a consultant who contracted with a recruitment agency via a service company was a worker of the agency for the purpose of an unlawful deductions from wages claim under the ERA 1996.

The Claimant, P, was an independent social worker. The Defendant, Tripod, was a recruitment agency and placed P on assignment at the Home Office. The Home Office decided that P fell outside IR35 and should be taxed as an employee. Tripod told P she could have an arrangement via PAYE or contract via a service company. If she opted for a service company, Tripod would deduct income tax and employee national insurance contributions (NICs) from her hourly pay. P decided to contract via a service company.

Tripod subsequently deducted income tax, employee NICs, and employer NICs from P’s pay. P accepted that Tripod was entitled to make deductions for income tax and employee NICs. However, she claimed that the deductions for employer NICs were unlawful under the ERA 1996. Tripod argued that Ms Appiah was not a worker, so could not bring a claim for unlawful deductions.

The ET reviewed P’s relationship with Tripod and concluded P was a worker. She supplied Tripod with timesheets rather than invoices, worked full-time on her assignments, and did not outsource any work. She was not in business on her own account and neither the Home Office nor Tripod were her client in reality. Therefore, she was entitled to bring a claim for unlawful deductions under the ERA 1996 and the ET subsequently upheld her 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’.

Why Choose Consensus HR?

At Consensus HR, we pride ourselves on offering practical, jargon-free HR support tailored to your business. Our retained services are designed to provide the flexibility, expertise, and peace of mind you need to manage your workforce effectively and stay compliant with UK employment law.

Contact us today to find out how our retained services can transform your HR practices and support your business goals.

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

11 02 2025

Week 12: Creating a Fair and Transparent Compensation Structure | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusinesses, #compensation, #networkinbeds, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Pay, Small Business, SME, SME's

Week 6: Supporting Mental Health and Well-being | Consensus HR in Herts

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

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 Twelve of Twelve

Week 12: Creating a Fair and Transparent Compensation Structure

Overview:

Transparent compensation practices foster trust and ensure employees feel valued, contributing to retention and morale.

Key Points:

Salary Benchmarks: Use industry standards to establish fair, competitive salary ranges for each role within the organisation.
Benefits Packages: Offer benefits that support employee well-being, such as healthcare, retirement plans, and paid time off.
Regular Compensation Reviews: Review compensation regularly to maintain alignment with market trends and recognise employee contributions.

Here are our previous weeks blogs:

Weel 11 : Building a Future-Ready Workforce
Week 10: Why Outsource Your HR?
Week 9: Understanding Employment Law Changes and Their Impact
Week 8: Managing Workplace Conflict Effectively
Week 7: HR Policies and Compliance: What Every Business Needs
Week 6: Supporting Mental Health and Well-being
Week 5 – Employee Performance Management: Best Practices
Week 4 – Developing a Positive Company Culture
Week 3 – Onboarding New Hires
Week 2 – Effective Recruitment Strategies
Week 1 – Welcome to our 12 week HR Essentials

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.

Professional HR Services Tailored to Your Needs

Struggling with HR challenges? Let Consensus HR help you build a productive, compliant, and happy workplace. Learn more today!

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HR Made Simple – Solutions That Work for You

Your team is your greatest asset. Support them with professional HR services from Consensus HR. Learn more here!

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

Week 5: Employee Performance Management | Consensus HR in Herts

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04 02 2025

Celebrating Diversity and Inclusion this LGBT History Month | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General #bedfordshirebusinesses, #BTCstevenage, #LGBT+, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Celebrating Diversity and Inclusion this LGBT History Month

February marks LGBT History Month, a time to reflect on the achievements of the LGBTQ+ community and celebrate diversity and inclusion in all areas of life, including the workplace. At Consensus HR, we believe that creating an inclusive work environment isn’t just a moral obligation—it’s a business imperative.

Why LGBT History Month Matters in the Workplace:

This month is an opportunity to highlight the importance of equality, respect, and inclusion within businesses. A welcoming and supportive workplace culture encourages innovation, boosts employee morale, and enhances team collaboration. Employers and HR teams play a vital role in ensuring that diversity is not just recognised but also celebrated.

Statistics show that inclusive workplaces see 19% more innovation and 35% better performance overall. By fostering an environment where all employees can bring their authentic selves to work, organisations can reap tangible benefits.

How Consensus HR Can Help:

As an HR consultancy dedicated to supporting businesses in creating healthier, more productive workplaces, we provide:

Inclusive Policies and Practices: Guidance on developing robust equal opportunities and anti-discrimination policies.
Training Workshops: Tailored sessions for managers and teams on promoting inclusivity and understanding unconscious bias.
Supportive Procedures: Advice on handling sensitive situations, such as transitioning employees or instances of workplace discrimination.
Compliance Expertise: Ensuring businesses meet their obligations under the Equality Act 2010 and other relevant legislation.

Practical Steps to Support LGBTQ+ Inclusion at Work:

Review Your Policies: Ensure your workplace policies reflect inclusivity and provide clear guidance on preventing discrimination and harassment.
Celebrate Diversity: Mark events like LGBT History Month to show support for your employees and foster awareness.
Provide Training: Educate your team on diversity and inclusion, including the specific challenges faced by LGBTQ+ individuals.
Create Safe Spaces: Encourage open dialogue and provide confidential channels for employees to raise concerns.

Join the Conversation:

LGBT History Month is a chance for businesses to show their commitment to equality and inclusion. At Consensus HR, we’re here to help you navigate this journey and ensure your workplace is a safe, welcoming environment for all.

Let’s celebrate diversity and drive positive change together.

For more information on how Consensus HR can support your business, visit our website.
Follow us on social media:

Together, let’s create workplaces where everyone feels valued and empowered to succeed.

#LGBTHistoryMonth #DiversityInclusion #ConsensusHR #LGBTPPlusHM

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

28 01 2025

Recent UK Employment Law Cases | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #employmentlaw, #stevenagebusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The Benefits of Becoming a Retained Client with Consensus HR in Herts & Beds

Recent UK Employment Law Cases: Key Lessons and How Consensus HR Can Safeguard Your Business

Recent employment tribunal decisions in the UK have led to substantial financial awards for employees, highlighting the critical importance of adhering to employment laws and maintaining best HR practices. At Consensus HR, we are dedicated to assisting businesses in navigating these complexities to prevent such costly disputes. Below, we examine notable recent cases, the legal principles involved, and how our services can help you mitigate similar risks.

Notable UK Employment Law Cases and Financial Awards:

Unfair Dismissal Due to Disability Discrimination:

Case: An NHS hospital cleaner was awarded £50,000 after being dismissed for taking over 400 sick days related to complex mental health issues. The tribunal found that the employer failed to make reasonable adjustments and did not recognise the employee’s disability, violating the Equality Act 2010.

The Sun

Unfair Dismissal for Performance Issues:

Case: A social media producer for National Museums Scotland received £22,210 after being dismissed for not posting enough content and making consistent typos. The tribunal concluded that the employer failed to provide adequate formal warnings before termination, rendering the dismissal procedurally unfair.

The Times & The Sunday Times

Sexual Orientation Discrimination:

Case: A bisexual bar worker was awarded over £10,000 after enduring derogatory remarks about his sexuality from his employer. The tribunal found that the employer’s comments created a hostile work environment, constituting discrimination under the Equality Act 2010.

The Times & The Sunday Times

Equal Pay Claim:

Case: After a six-year legal battle, an employment tribunal ruled that 3,540 current and former store staff at Next should not have been paid less than warehouse employees. The tribunal found that the pay disparity lacked sufficient justification, potentially violating equal pay provisions under the Equality Act 2010.

The Times & The Sunday Times

Key Lessons for Employers:

These cases underscore several critical areas where employers must exercise caution:

Reasonable Adjustments: Employers are legally obligated to make reasonable adjustments for employees with disabilities. Failure to do so can lead to claims of disability discrimination under the Equality Act 2010.
Fair Disciplinary Procedures: Before dismissing an employee for performance-related issues, it is essential to follow a fair and transparent disciplinary process, including providing formal warnings and opportunities for improvement.
Preventing Workplace Discrimination: Creating a respectful workplace culture is vital. Employers must ensure that no employee faces discrimination based on protected characteristics, such as sexual orientation, as outlined in the Equality Act 2010.
Equal Pay Compliance: Employers must ensure that employees performing work of equal value receive equal pay, unless a material factor justifies the difference.

How Consensus HR Can Help:

At Consensus HR, we offer comprehensive HR solutions tailored to your business needs, ensuring compliance and fostering a positive workplace environment.

For Retained Clients:

Proactive HR Support: We provide regular updates on employment law changes and their implications for your business.
Customised Policies & Procedures: Our team develops bespoke documentation to ensure compliance with relevant legislation, including the Equality Act 2010 and disciplinary procedures.
Ongoing Training: We offer management development workshops on topics such as handling disciplinary matters, managing mental health in the workplace, and promoting diversity and inclusion.

For Unretained Clients:

HR Audits: We conduct thorough reviews of your current HR practices to identify potential risks and areas for improvement.
Advisory Services: Our experts provide guidance on specific HR issues, such as handling grievances, disciplinary actions, or implementing reasonable adjustments.
Policy Development: We assist in creating or updating policies to reflect current laws and best practices.

Why Choose Consensus HR?

With extensive experience in HR management and a focus on supporting SMEs, Consensus HR is committed to helping businesses avoid the pitfalls that lead to employment tribunal claims. We deliver cost-effective, practical solutions tailored to your unique needs, ensuring legal compliance and promoting a positive workplace culture.

Contact Us:

Protect your business with our expert HR solutions:

Email: [email protected]
Phone: 01438 576750
Website: www.consensushr.com
Follow us on social media:

Exclusion Notice:

The information provided in this blog is for general informational purposes only and does not constitute legal advice. For specific advice tailored to your business, please contact our team directly.

Partner with Consensus HR to Prevent Employment Law Issues:

Don’t let employment law challenges disrupt your business. Whether you’re a retained client or seeking one-time support, Consensus HR is here to help you build a compliant, supportive workplace that mitigates risks. Contact us today to take the first step toward effective HR management.

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

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22 01 2025

Celebrating Consensus HR’s Award-Winning Achievements | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #HRAwards, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Celebrating Consensus HR’s Award-Winning Achievements:

At Consensus HR, we are proud to be recognised as leaders in providing practical, jargon-free HR solutions for businesses across the UK. Over the years, we’ve been fortunate to receive several prestigious awards that highlight our ongoing commitment to excellence and innovation in the HR sector. Furthermore, these accolades reflect our dedication to supporting SMEs and helping businesses effectively manage their teams while preventing “people problems.” Now, let’s take a closer look at our award-winning journey.

London & Southeast Prestige Award Winners:

We are delighted to be recognised as a London & South East Prestige Award Winner for our exceptional work in HR consultancy. This prestigious award highlights our ability to deliver bespoke HR solutions that empower businesses across the region to thrive.

Being honoured with this award underscores our commitment to the South East business community, helping companies remain compliant and maintain productive, engaged workforces.

Learn more about our tailored HR services for businesses in the South East.

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

We’re proud to have been named SME-Focused HR Consultancy of the Year 2024 – Home Counties by Corporate Vision. This award celebrates our innovative HR solutions and the ongoing support we provide to SMEs navigating the challenges of people management.

Whether it’s drafting bespoke policies, implementing performance management systems, or handling complex employee relations, we’re here to make HR simple and effective for our clients.

Explore our award-winning retained HR services here.

Our Previous Accolades:

Our journey as an award-winning HR consultancy has been shaped by a series of incredible achievements:

SME News Southern Enterprise Awards Winner 2023
Acknowledged for our dedication to providing innovative HR solutions and exceptional client service.
SME News Business Elite Awards Winner 2022
Celebrated as Leading Innovators in HR Solutions – South England.
SME News UK Enterprise Awards Winner 2021
Named Best HR Consultancy – Home Counties for our outstanding contributions to businesses in the region.

These accolades demonstrate our ongoing commitment to raising the bar in HR consultancy.

Why Businesses Choose Consensus HR:

Our award-winning approach to HR is built on key principles that ensure every client receives exceptional service:

Tailored Solutions: Every business is unique, and our solutions are customised to fit your needs and goals.
Compliance Confidence: We ensure your business stays compliant with changing employment laws, reducing the risk of legal issues.
Proactive Approach: We focus on preventing HR problems before they arise, saving you time, money, and stress.
Support for Growth: From recruitment to leadership development, we help businesses thrive at every stage of their journey.

Find out how our HR services can help your business.

A Heartfelt Thank You to Our Clients:

We owe our success to the incredible businesses we work with. Your trust and collaboration inspire us to continually deliver top-notch HR solutions. Thank you for making us part of your journey!

Be Part of Our Success Story:

At Consensus HR, we’re passionate about helping businesses create productive, compliant, and happy workplaces. Our award-winning team is here to provide the guidance and support you need to succeed.

Discover our HR services.
Learn about becoming a retained client.
Contact us today to find out how we can help your business thrive.

Join us as we continue to make HR simple, effective, and award-winning!

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

21 01 2025

Employment Law Newsletter – Jan-25 – Consensus HR in Herts & Beds

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensus hr, #consensushr, #employmentlaw, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

In Brief:

In Secretary of State for the Department for Environment, Food and Rural Affairs v Public and Commercial Services Union and two other cases [2024] UKSC 41, the Supreme Court overturned a Court of Appeal decision and held that a trade union was entitled, under the Contracts (Rights of Third Parties) Act 1999 to enforce a “check-off” arrangement, despite the arrangement being removed from employees’ employment contracts. A check-off is where employers deduct trade union subscriptions from the employees’ salaries and pay them directly to the union.

On 20th January 2025, the Trade Union and Labour Relations (Consolidation) Act 1992 (Amendment of Schedule A2) Order 2024 comes into force. It gives the Employment Tribunal the power to uplift or reduce an award it makes in situations where an employer has failed to inform and consult the employees’ representatives when proposing to make 20 or more redundancies (known as a Protective Award), by 25% if the employer unreasonably fails to comply with the Code of Practice on Dismissal and Re-engagement or another applicable code of practice.

Can a Court or the Employment Tribunal rectify an employment contract?

In December 2024, the Supreme Court, in the case of National Union of Rail, Maritime and Transport Workers and another v Tyne and Wear Passenger Transport Executive (trading as Nexus) [2024] UKSC 37, considered what happens if the written record of a collective agreement, by mistake, does not accurately reflect what the employer and the union representatives agreed.

The reason for clarifying this issue is that unless expressly stated to be so, Collective Agreements reached through collective bargaining between an employer and a recognised trade union are not legally enforceable contracts. However, through express words, custom or practice, terms of collective agreements dealing with pay and conditions are often incorporated in individual employment contracts.

If a contract is legally enforceable and a mistake has been made concerning its terms, the Court can rectify it. The questions before the Supreme Court were:

Can the Court rectify a contract that is not legally enforceable?
If a mistake is made in recording terms of a Collective Agreement, can contracts of employment which incorporate those terms be rectified?
If rectification is possible, who should the parties to the claim for rectification be? And must any such claim be made in the High Court, or can the relevant question be decided by an employment tribunal?

If a document inaccurately records the terms of a contract, a Court may rectify it

The Supreme Court ruled unanimously that a collective agreement which is incorporated into the employment contracts of individual workers may be corrected even if the collective agreement was presumed by the parties not to be legally enforceable. The Court also held that it is not necessary, if a relevant mistake is alleged to have been made in the drafting of such a collective agreement, to ask for rectification on the individual contracts of employment. Regarding whom the proper Defendants to such an action are, the Court concluded that the individual workers whose legal rights are affected, are the rightful Claimants.

Dismissal of autistic employee justified after she sent a series of abusive emails to colleagues

In Kaler v Insights ESC Limited, the Employment Appeal Tribunal (EAT) was asked to rule on whether a teacher who had been dismissed for sending numerous abusive emails to her colleagues, had been subjected to discrimination arising from her disability, namely autism.

The Claimant, K, worked for a school that instructed children with social, emotional, behavioural, and mental health needs. When K was first engaged by the school as a supply teacher in March 2013, she shared with the school’s Principal that she was “going through the process of being diagnosed” with Asperger’s syndrome and that she considered herself to be disabled.

K left the school in June 2013, following a disagreement with a colleague, and did not start working for the school again until January 2017. She was open about her autism and described herself as an ‘aspie.’

In January 2018, K was dismissed for gross misconduct after sending a substantial number of abusive, threatening, and harassing emails to colleagues. The emails concerned issues regarding her salary. Some of the emails were sent to all staff members, and she refused to stop the barrage even after she was told to do so. She also sent sexually inappropriate texts to a colleague.

Following her dismissal, K brought the following claims in the Employment Tribunal:

direct disability discrimination,
discrimination for reasons arising from a disability, and
failure to make reasonable adjustments. The Employment Appeals Tribunal (EAT) disagreed with the Tribunal’s finding that the Principal could not be expected to remember an email from three and a half years ago from an employee stating they believed they had autism. The reference K made to being an “aspie” in her most recent employment was enough to put the Principal on notice regarding K’s possible disability.

K argued that her autism left her prone to having “meltdowns.” The Employment Tribunal first had to decide whether the Principal knew or ought to have known about K’s disability (referred to as Constructive Knowledge). It held that it was unreasonable to expect the Principal to remember K’s comment made in 2013, namely that she was “going through the process of being diagnosed” with Asperger’s syndrome. K’s reference to being an ‘aspie’ was also not enough to establish Constructive Knowledge.

The EAT disagreed, stating that the evidence presented by K regarding her 2013 comments and referring to herself as an ‘aspie’ were enough to put the Principal “on notice” that K had a disability. However, the EAT upheld the Tribunal’s finding that, regardless of any disability, K’s conduct was so bad and serious that dismissing her was both justified and proportional.

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’.

Why Choose Consensus HR?

Contact us today to find out how our retained services can transform your HR practices and support your business goals.

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

An_image_showcasing_the_benefits_of_being_a_retain

15 01 2025

The Benefits of Becoming a Retained Client with Consensus HR in Herts & Beds

Matthew Chilcott Blog, General #bedfordshirebusinesses, #consensushr, #retainedclient, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The Benefits of Becoming a Retained Client:

Managing human resources effectively is essential for every business, regardless of size or sector. However, navigating complex employment laws, handling employee relations, and staying up to date with ever-changing workplace regulations can be overwhelming. This is where Consensus HR steps in with their Retained HR Services, offering peace of mind and practical solutions tailored to your business needs.

Here’s a closer look at the benefits of becoming a retained client with Consensus HR:

1. Unlimited HR Support:

When you become a retained client, you gain unlimited access to expert HR advice. Whether you need guidance on handling a tricky employee issue, help drafting a policy, or support with employment law compliance, our team is just a phone call or email away.

This means you can make informed decisions quickly and confidently, reducing the risk of costly mistakes.

Learn more about our retained HR services here.

2. Tailored HR Policies and Procedures:

At Consensus HR, we understand that every business is unique. As a retained client, you’ll receive customised HR documentation, including employment contracts, handbooks, and policies, ensuring they align with your company’s culture and legal requirements.

From drafting policies on performance management to handling grievances, we’ll ensure you’re fully equipped to manage your team effectively.

3. Proactive Compliance Management:

Employment law is constantly evolving, and staying compliant can be a challenge. As a retained client, you’ll benefit from our proactive approach to compliance. We’ll notify you of upcoming changes to legislation and advise on the necessary steps to keep your business on the right side of the law.

For instance, recent updates like The Worker Protection Act 2023 or changes to flexible working legislation can have a significant impact on your business. Our experts ensure you’re always prepared.

Discover how we support compliance.

4. Cost-Effective HR Support:

Hiring an in-house HR team can be expensive, especially for SMEs. With Consensus HR’s retained services, you receive the expertise of a full HR department at a fraction of the cost. This cost-effective solution allows you to focus on growing your business while we handle the complexities of HR.

Get in touch today for a tailored quote.

5. Employee Relations Expertise:

Managing employee relations is critical to creating a harmonious and productive workplace. As a retained client, you’ll have access to expert advice on handling grievances, disciplinary actions, and other sensitive issues. We’ll guide you through best practices, ensuring fair treatment for employees while protecting your business from potential claims.

6. Support for Business Growth:

As your business grows, your HR needs evolve. Whether you’re hiring your first employee or expanding your team, our retained services ensure you have the support you need at every stage.

We can help you with:

Recruitment and onboarding processes.
Performance management systems.
Training and development initiatives for your managers.

Explore our management training workshops.

7. Focus on Prevention, Not Cure:

At Consensus HR, we believe prevention is better than cure. Our retained services focus on preventing “people problems” before they arise. By having robust policies, clear procedures, and expert advice, you can minimise workplace disputes and maintain a positive work environment.

Read more about our proactive approach here.

8. Access to Award-Winning Expertise:

When you partner with Consensus HR, you’re working with an award-winning team. We’ve been recognised for our innovative HR solutions and commitment to SMEs, including winning the SME-Focused HR Consultancy of the Year 2024 – Home Counties.

Learn more about our achievements.

9. Peace of Mind:

Perhaps the most significant benefit of becoming a retained client is the peace of mind it provides. Knowing that your HR needs are in expert hands allows you to focus on what you do best—running and growing your business.

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

07 01 2025

Recap of 2024: Key Developments in HR | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General #bedfordshirebusinesses, #consensushr, #outsourcedHR #HRADvice, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Recap of 2024: Key Developments in HR and How Consensus HR Can Help:

As we reflect on 2024, it’s clear that the year brought significant developments in the world of HR. From new legislation to increased focus on employee wellbeing, businesses faced numerous challenges in managing their teams effectively while staying compliant with UK law.

At Consensus HR, we’ve been at the forefront of helping businesses navigate these changes with confidence and expertise. As we step into 2025, here’s a look back at some of the key HR highlights of 2024 and how we can support your business moving forward.

Key HR Highlights from 2024:

Introduction of the Worker Protection Act:

The Worker Protection (Amendment of Equality Act 2010) Act 2023 came into effect, placing new responsibilities on employers to prevent harassment in the workplace. This legislation requires businesses to:

Implement proactive measures to prevent harassment, including third-party harassment.
Review and update workplace policies to ensure they meet the new standards.
At Consensus HR, we worked closely with businesses to update their policies, provide training, and ensure full compliance with this important change.

Increased Focus on Mental Health and Wellbeing:

Employee wellbeing remained a top priority in 2024, with businesses increasingly adopting practices to support mental health. Flexible working arrangements, mental health awareness training, and robust absence management processes became essential tools for retaining talent and improving workplace morale.

National Minimum Wage and Living Wage Updates:

The government announced updates to the National Minimum Wage (NMW) and National Living Wage (NLW) rates, requiring businesses to review and adjust their payroll systems. Non-compliance with these changes risked significant penalties.

Streamlining HR with Technology:

The adoption of HR software like Breathe HR grew, enabling businesses to manage employee records, absences, and performance reviews with greater efficiency. Automation became a key focus for businesses looking to reduce administrative burdens.

Ongoing Employment Tribunal Cases:

2024 saw a rise in employment tribunal cases, particularly related to unfair dismissal and discrimination. These cases highlighted the importance of clear HR processes, compliant policies, and well-documented procedures.

How Consensus HR Supported Businesses in 2024:

Throughout 2024, we partnered with businesses to provide tailored HR solutions, including:

Retained HR Services: Offering unlimited advice and ongoing support to help businesses navigate complex HR issues.
Employee Contracts and Handbooks: Ensuring legal compliance with bespoke documentation.
Leadership Development: Delivering workshops to equip managers with the skills needed to lead effectively.
HR Health Checks: Conducting initial reviews to identify gaps in compliance and best practices and providing a detailed proposal.
HR Technology Integration: Helping businesses streamline operations with the Breathe HR software package.

Looking Ahead: How Consensus HR Can Help You in 2025:

With 2024’s lessons in mind, we’re ready to help your business tackle 2025’s challenges. Whether you’re a small business owner or part of a management team, partnering with Consensus HR ensures you’re equipped to manage your workforce confidently and compliantly.

Our Key Services Include:

Employment Law Updates: Stay ahead of legislative changes and avoid compliance risks.
Proactive Employee Management: From hiring to performance reviews, we’ll guide you through every stage of the employee lifecycle.
Tailored HR Support: Whether it’s drafting contracts, handling grievances, or navigating redundancy processes, we provide clear, practical advice.
Wellbeing Strategies: Implement programmes to support mental health and create a positive workplace culture.

Why Choose Consensus HR?

With multiple awards, including SME-Focused HR Consultancy of the Year 2024 – Home Counties, we’ve earned the trust of businesses across various industries. Our tailored, jargon-free solutions are designed to meet your unique needs, helping you manage HR effectively and focus on growing your business.

Get in Touch:

Start 2025 with the confidence that comes from having a trusted HR partner by your side. Contact Consensus HR today:

📧 Email: [email protected]
📞 Phone: 01438 576750
🌐 Website: www.consensushr.com

Let’s ensure your business thrives in 2025 and beyond.

Matthew Chilcott
Owner, Consensus HR

“People are your greatest asset—let us help you get the best from them.”

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#bedfordshirebusinesses

The Power of Learning in the Workplace:

The Role of Reading in Professional Development:

Recommended Reads for Business Owners and Managers:

How Consensus HR Supports Learning in the Workplace:

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.

Autism in the Workplace in the UK: Legal Obligations and Best Practices for Inclusion:

Understanding Autism in the UK Workplace:

Key Points:

Legal Considerations in the UK:

Legal Requirements Under the Equality Act 2010:

Action Steps for Compliance:

Best Practices for an Inclusive UK Workplace:

A Comment from Matthew Chilcott, Owner of Consensus HR:

How Consensus HR Can Help:

Conclusion:

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.

Supporting Inclusivity in the Workplace:

Why Rare Disease Awareness Matters in the Workplace:

How Employers Can Support Employees with Rare Diseases:

HR Support for Inclusive Workplaces:

Need HR Support for Workplace Inclusivity?

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.

Understanding the CIPD Survey Insights:

What This Means for Your Business:

How Consensus HR Can Help:

A Message from Our Owner, Matthew Chilcott:

Take the Next Step Towards Resilience:

Connect with Consensus HR:

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.

In Brief:

EAT rules that an employee can be dismissed for breakdown of trust and confidence

Foster carers can bring Employment Tribunal claims:

Consultant classed as a worker under ERA 1996:

Why Choose Consensus HR?

Contact us today to find out how our retained services can transform your HR practices and support your business goals.

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

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

Week Twelve of Twelve

Week 12: Creating a Fair and Transparent Compensation Structure

Overview:

Key Points:

Here are our previous weeks blogs:

At Consensus HR, We’re Here to Help:

Professional HR Services Tailored to Your Needs

HR Made Simple – Solutions That Work for You

Your Outsourced Human Resources (HR) Department.

Celebrating Diversity and Inclusion this LGBT History Month

Why LGBT History Month Matters in the Workplace:

How Consensus HR Can Help:

Practical Steps to Support LGBTQ+ Inclusion at Work: