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18 12 2024

Important Health & Safety Update | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Health & Safety @sg1businessclub, #consensus hr, #consensushr, #Health&Safety, #networkinbeds, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Health & Safety Update.

The Health & Safety Executive (HSE) has recently issued an update highlighting the critical importance of minimizing manual handling risks in the workplace. This follows a tragic incident where a worker lost a leg due to unsafe practices, resulting in a £400,000 fine for the employer. This case underscores the need for robust health and safety measures to protect employees and avoid severe legal and financial repercussions.

At Consensus HR, we are committed to ensuring your business stays compliant with HSE regulations while safeguarding your team. If you need guidance on assessing and mitigating manual handling risks, please don’t hesitate to reach out.

Minimise manual handling risks for workers this festive season:

Christmas is nearly upon us and it can be a demanding time for those working throughout the festive season.

The run-up to Christmas can be especially busy for those who work in haulage and distribution.

Workers in this industry are vulnerable to the risk of musculoskeletal disorder (MSD) injuries from hazardous manual handling. This can include:

people lifting heavy parcels around warehouses
delivery drivers moving products across the country

Our step-by-step guide to manual handling at work should help you minimise these risks.

We also have advice for users and suppliers of agency, or temporary workers, as many of these are specifically employed for the festive period.

HSE has launched a new MSD body mapping tool:

The body mapping tool will help workers report and discuss any musculoskeletal aches or pains that may be caused or made worse by work activities.

Firm fined £400,000 after worker loses leg

A wood panelling company has been fined following an incident where a worker suffered a life-changing injury at its factory.

The injury was sustained when a pack of waste MDF sheets (weighing around 350kg) fell from a trailer and landed on the worker’s left leg, which then had to be amputated below the knee.

HSE’s investigation found there was no suitable risk assessment or system of work in place specifically relating to the risks associated with the stacking, movement and loading of waste MDF sheets.

Read more in our press release: wood panelling firm fined £400,000 after injured worker loses leg.

You can visit our news centre for more on recent enforcement cases, which include:

£300,000 fine for company after explosion seriously injures 2 workers

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

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

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12 12 2024

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

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1, #consensus hr, #employmentlaw, #hertfordshirebusinesses, #networkinbeds, #Newsletter, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

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

BBC journalists appeal against equal pay ruling
Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:
Comments about an employee’s accent could be ‘related to’ race under harassment law

BBC journalists appeal against equal pay ruling

Four female BBC journalists, who argued that they were paid significantly less than their male counterparts, have lodged an appeal in the Employment Appeals Tribunal (EAT).

Two of the journalists settled an equal pay claim against the BBC in 2014. Similar claims were also brought in 2019 by the two other journalists, and all four claimants entered into settlement agreements with the BBC in 2020. However, they have brought further claims alleging that the BBC’s pay practices have remained discriminatory despite the settlement agreements, arguing that these only addressed historical pay disparities but did not remedy ongoing inequality. The Employment Tribunal (ET), struck out the further claims concerning equal pay, stating they arose from the same facts as the previous claims and therefore, could not be re-litigated. The journalists’ other claims, including age and sex discrimination, and detriment related to trade union membership, were allowed to proceed and are due to be heard in March 2025.

The journalists are appealing the ET’s decision to strike out the equal pay claim, arguing that the 2020 settlement agreements only dealt with past discrimination and should not prevent them from challenging alleged discriminatory pay practices going forward. They also believe the appeal raises important questions about whether settlement agreements can validly cover future unlawful actions.

Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:

In an amendment to the Employment Rights Bill, employers who repeatedly breach Sponsor Licence rules and responsibilities or other visa rules, or who breach employment laws, such as paying the minimum wage, will be forbidden from employing people coming to the UK on a work visa for at least two years.

The amendment is designed to control visa abuse and limit exploitation.

Other changes proposed include:

Sponsor Licence Action Plans will be strengthened.
Employers will be prohibited from passing on any costs involved with sponsorship to a skilled worker.

The Minister for Migration and Citizenship, Seema Malhotra MP, stated that “The new powers will ensure that employers who recruit internationally will be required to pay associated costs themselves, which is fair and reasonable for employers that do not recruit from the domestic workforce”.

Comments about an employee’s accent could be ‘related to’ race under harassment law:

In Carozzi v University of Hertfordshire and another [2024] EAT 169, the EAT held that the ET was incorrect to find that comments about an employee’s accent were not harassment under the Equality Act 2010 because they were not motivated by her race. The EAT stated such comments could nevertheless be “related to” race.

When deciding if conduct is ‘related to’ a protected characteristic (race, religion or belief, sex, sexual orientation, age, disability, gender reassignment, pregnancy and maternity, and marriage or civil partnership), the Court or Tribunal has a wide discretion. They can consider:

The conduct inflicted on to the Claimant because of a protected characteristic. For example, shunning a person because they have had or perceived them to have had a gender reassignment.
Conduct related to a protected characteristic due to the form it takes, for example racist or homophobic banter.
Conduct that is directed at others but observed by the Claimant, for example in Coffey v Coople (UK) Ltd ET/3206057/21 ,the Claimant successfully brought a claim for sexual harassment after seeing two colleagues being sexually assaulted.

The context in which the conduct takes place will also be considered by the Court or Tribunal.

In the Carozzi v University of Hertfordshire and another, the Claimant was a Brazilian national who brought various employment law claims against the University, one of which was a harassment claim concerning her accent.

The ET dismissed the claim. The EAT allowed the appeal, although on another point of law. Regarding the issue of the Claimant’s accent, the EAT concluded that there is no requirement in a harassment claim for a “mental element” equivalent to that in a claim of direct discrimination. It stated that a person’s accent could be an important part of their identity and could be connected to race. Therefore, criticism of an accent could violate a person’s dignity.

This case highlights that conduct can be related to a protected characteristic either:

where it is motivated by the protected characteristic, or
where, regardless of the conscious or unconscious motivations of the alleged harasser, there is objectively some relationship between the conduct or language used and a protected characteristic.

The most obvious examples of the latter are sexist jokes and racial epithets. However, the unwitting use of, for example, homophobic, transphobic, or ableist language could also meet the definition of harassment, depending on the context. Employers may therefore want to take note of this decision when planning Equality Act 2010 training sessions and resources.

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’.

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

11 12 2024

Week 5: Employee Performance Management: Best Practices | Consensus HR in Herts

Matthew Chilcott Blog, General, Performance Management @sg1businessclub, #consensus hr, #consensushr, #outsourcedemploymentlaw, #performancemanagement, #performancereviews, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Week 4: Developing a Positive Company Culture | Consensus HR in Herts

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 5:

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 Five of Twelve

Week 5: Employee Performance Management: Best Practices:

Overview:

Effective performance management helps employees grow and improves productivity. By setting clear expectations and providing constructive feedback, managers can support continuous development.

Key Points:

Setting SMART Goals: Goals should be Specific, Measurable, Achievable, Relevant, and Time-bound, providing a clear roadmap for employee success.
Regular Check-Ins: Schedule monthly or quarterly check-ins to discuss progress, challenges, and support needs rather than relying solely on annual reviews.
Providing Constructive Feedback: Offer balanced feedback, focusing on strengths while addressing areas for improvement in a respectful and supportive manner.
Encouraging Self-Reflection: Encourage employees to assess their performance and set personal goals, fostering a growth mindset.

Here are our previous blogs:

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.

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Week 5: Employee Performance Management | Consensus HR in Herts

19 11 2024

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

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Handbook, Investigations @sg1businessclub, #consensus hr, #consensushr, #hrstrategy, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Recruitment, Small Business, SME, SME's

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 2:

Week Two of Twelve

Week 2: Effective Recruitment Strategies to Attract Top Talent:

Overview:

Recruiting the right talent is foundational to business success. Well-thought-out recruitment strategies attract candidates who are not only qualified but also a cultural fit for the business.

Key Points:

Crafting Job Descriptions: Write clear, precise job descriptions that outline responsibilities and the ideal candidate profile. Include essential skills and desirable attributes.
Sourcing Candidates: Utilise various platforms like job boards, social media, and employee referrals to widen the candidate pool.
Effective Interviewing: Develop structured interviews to assess both technical skills and cultural fit and consider including practical tasks for relevant roles.
Promoting Diversity: Strive for a diverse team by reducing biases in recruitment, ensuring all potential employees have an equal opportunity

Previous of our 12 week blogs:

Week 1: Understanding the Role of HR in Business Success

At Consensus HR, We’re Here to Help:

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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14 11 2024

World Diabetes Day | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Health & Safety #bedfordshirebusinesses, #consensus hr, #consensushr, #diabetes, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Supporting Employees with Diabetes on World Diabetes Day

By Matthew Chilcott, Owner of Consensus HR

November 14 marks World Diabetes Day, a global event dedicated to raising awareness about diabetes and its impact on people’s lives. This day, endorsed by the International Diabetes Federation, serves as an important reminder of the health challenges many individuals face daily and how workplaces can contribute to a supportive environment. For businesses, understanding diabetes is essential, not only for supporting team members but also for creating inclusive and accommodating workplaces.

Understanding Diabetes and Its Impact in the Workplace:

Diabetes is a chronic condition that affects how the body regulates blood sugar (glucose) levels. For those living with diabetes, careful management is essential to avoid complications that can impact their health and work. This can include managing diet, physical activity, and sometimes taking medication or insulin injections. In the UK, approximately 4.9 million people are living with diabetes, and many of them are part of the workforce.

Managements Role in Supporting Employees with Diabetes:

Management and Human Resources (HR) plays a critical role in supporting employees with diabetes, helping them to manage their health needs while fulfilling their job responsibilities. HR professionals can foster a positive, inclusive workplace culture that acknowledges the needs of individuals with diabetes and encourages open communication and support. Here are some keyways Management & HR can support team members:

Creating a Diabetes-Friendly Workplace Policy A workplace policy can outline how your business will accommodate employees with diabetes. This might include flexible working arrangements, access to breaks, and private areas where employees can monitor blood sugar or administer insulin if necessary. A clear policy also demonstrates the company’s commitment to employee health and wellbeing.

Reasonable Adjustments Employers have a legal obligation to make reasonable adjustments to support employees with chronic health conditions, including diabetes. These adjustments can range from flexible working hours, availability of healthy food options, or modifications to work duties. An inclusive workplace allows employees to manage their condition effectively while meeting work expectations.

Promoting Awareness and Reducing Stigma Educating the team about diabetes can help reduce misconceptions or stigma surrounding the condition. Training sessions, awareness days, and informational resources are practical ways Management / HR can help teams understand what diabetes is and how it may affect their colleagues.

Encouraging Open Communication For employees with diabetes, knowing they can approach Management / HR with any concerns or requests is vital. Regular check-ins, a supportive environment, and empathy can help foster open communication. It’s essential to reassure employees that their health needs are taken seriously and that the company is committed to their wellbeing.

Wellbeing Initiatives Offering health and wellbeing programs, such as regular health checks, exercise facilities, or mental health support, can benefit all employees, including those managing diabetes. These initiatives promote a healthier workforce and help prevent the potential progression of pre-diabetes conditions for other employees.

Emergency Preparedness Management & HR can ensure that managers and team members understand how to respond in case of a diabetes-related emergency, such as hypoglycemia (low blood sugar). Training key staff in first aid and how to handle these situations can make a significant difference in an emergency.

World Diabetes Day | Consensus HR in Herts & Beds

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06 11 2024

International Stress Awareness Day | Consensus HR in Herts & Beds:

Matthew Chilcott Blog, General @sg1businessclub, #consensus hr, #consensushr, #stress, #stressatwork, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

International Stress Awareness Day: 6th November 2024 – How HR Can Support Your Team:

By Matthew Chilcott, Owner of Consensus HR

How HR Can Help Reduce Workplace Stress:

Human Resources can play a pivotal role in addressing and reducing stress in the workplace. Here are some of the keyway’s HR can support:

Promote Open Communication:

Encourage a culture of open communication where employees feel comfortable discussing stress-related issues. Regular check-ins and anonymous feedback channels can provide employees with the opportunity to express concerns before they escalate.
Mental Health Support and Resources:

Offering access to mental health resources, such as Employee Assistance Programs (EAPs), counselling services, or mental health first aiders, can help employees manage their stress. HR can also organise workshops on stress management and mental health awareness.
Work-Life Balance Initiatives:

HR can introduce policies that promote a healthy work-life balance, such as flexible working arrangements, remote working options, or encouraging employees to take regular breaks and holidays.
Training for Managers:

Managers should be trained to recognise the signs of stress and know how to address them effectively. HR can provide guidance on how to support employees experiencing stress and how to maintain a supportive and inclusive work environment.
Clear Work Expectations:

Unclear or unreasonable expectations can be a significant source of stress. HR can work with management to ensure that job roles are well-defined, and workloads are manageable.
Regular Employee Surveys:

Conducting regular employee surveys can help HR identify areas of concern and assess the overall stress levels within the team. This data can then be used to implement targeted initiatives to improve employee well-being.

International Stress Awareness Day | Consensus HR in Herts & Beds:

HR’s Role in Building a Supportive Work Environment:

At Consensus HR, we work closely with businesses to develop tailored HR strategies that prioritise employee well-being. Whether it’s implementing stress management policies, providing training for managers, or offering mental health resources, we’re here to ensure that your workplace remains supportive and productive.

If you’re looking for guidance on how to better support your team and manage workplace stress, Consensus HR can help. Contact us today to learn more about our HR services.

For more information or to get in touch, visit our Contact Us page.

Matthew Chilcott, Owner of Consensus HR, provides expert HR solutions for businesses, focusing on compliance and employee well-being.

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05 11 2024

Bonfire Night and Bridgwater Carnival | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bridgwatercarnival, #carnival, #consensus hr, #consensushr, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

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Celebrating Traditions and Teamwork in HR:

Today, November 5th, many across the UK look forward to Bonfire Night, commemorating the historic events of the Gunpowder Plot and the survival of King James I in 1605. But in Bridgwater, Somerset, this season holds even more significance. Not only do they gather for Bonfire Night, but the town also hosts the famous Bridgwater Carnival, a spectacular celebration with roots in Guy Fawkes Night. Growing up in Bridgwater, I took part in this event each year, experiencing firsthand the intense teamwork and dedication that brings the carnival to life.

From an HR perspective, events like Bonfire Night and Bridgwater Carnival provide powerful parallels to workplace dynamics and team collaboration. Here’s how these celebrations can remind us of some essential HR principles.

Teamwork and Leadership:

The Bridgwater Carnival is renowned for its elaborate, illuminated carts and creative displays, which require months of preparation, planning, and teamwork. Much like any well-run team in a business, successful carnival groups rely on clear leadership, open communication, and coordinated effort. HR can support similar values within companies by fostering environments where teams are encouraged to communicate openly and work together to achieve shared goals.

Celebrating Diversity and Culture:

Bonfire Night celebrates a historical event, but the Bridgwater Carnival is a unique cultural display that goes beyond tradition, representing creativity and local identity. In the workplace, recognising and celebrating diverse backgrounds and perspectives can enhance team dynamics and help build an inclusive company culture. HR plays a critical role in supporting these efforts by promoting diversity and encouraging employees to share their unique ideas and experiences.

Dedication and Wellbeing:

The dedication required to build and present carnival floats is immense, with participants investing time, energy, and passion into every detail. However, such dedication also highlights the importance of wellbeing, as team members balance their carnival commitments with other responsibilities. HR professionals can draw from this to emphasise the importance of employee wellbeing within businesses, supporting employees in managing their workloads and promoting a healthy work-life balance.

Risk Management and Safety:

Bonfire Night and the Bridgwater Carnival both carry elements of risk, from fire safety to crowd control, much like the various workplace risks that HR manages every day. Effective risk assessments, training, and preparation are vital to keeping everyone safe. In the workplace, HR ensures that policies are in place to mitigate risks and support the safety of all team members.

Building a Sense of Belonging:

Being part of the Bridgwater Carnival fosters a strong sense of community, as locals unite to create a memorable event for all. This sense of belonging is just as important in the workplace. HR can play a central role in building a supportive company culture, encouraging employees to connect and feel part of a collective effort.

Conclusion:

This Bonfire Night, as the fireworks light up the sky, and Bridgwater Carnival has rolled through the town, we can reflect on the values these events bring to light. From teamwork and safety to diversity and belonging, there is much that HR can draw from these vibrant celebrations.

Here at Consensus HR, we support businesses in building strong, cohesive teams that drive success – just as the dedicated carnival teams of Bridgwater come together every year to create something spectacular.

Happy Bonfire Night, and a salute to the Bridgwater Carnival!

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29 10 2024

Invisible Disabilities Week | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #ConsenHR, #consensus hr, #consensushr, #hiddendisability, #networkinbeds, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Did you know that the 20^th – 26^th October was Invisible Disabilities Week:

Invisible Disabilities Week—

A vital opportunity to bring awareness to disabilities that may not be outwardly visible yet impact the lives of millions. At Consensus HR, we’re dedicated to fostering inclusive workplaces where everyone feels understood and valued, regardless of visible or invisible conditions.

What Are Invisible Disabilities?

Invisible disabilities include a wide range of physical, mental, and neurological conditions that may not be immediately apparent to others. These can range from chronic pain and fatigue to mental health disorders and neurological conditions. According to research, nearly 1 in 5 people in the UK live with a disability, and a significant portion of these disabilities are not outwardly noticeable.

Invisible disabilities can include:

Chronic Illnesses (e.g., lupus, diabetes, chronic fatigue syndrome)
Mental Health Conditions (e.g., anxiety, depression, bipolar disorder)
Learning Disabilities (e.g., dyslexia, ADHD)
Neurological Disorders (e.g., autism spectrum disorder, multiple sclerosis)
Chronic Pain and conditions that cause fatigue or mobility issues.

Why Raising Awareness Matters:

Invisible Disabilities Week highlights the importance of empathy and understanding, particularly in workplace settings where traditional accommodations might not apply. Many people with invisible disabilities face unique challenges, including misunderstandings from colleagues and employers who may not recognise their specific needs.

For businesses, understanding and supporting employees with invisible disabilities is essential. Research has shown that inclusive workplaces are not only more supportive but also benefit from enhanced creativity, reduced absenteeism, and a stronger sense of community.

How HR Can Support Employees with Invisible Disabilities:

At Consensus HR, we believe that supportive HR practices are at the core of a successful, inclusive workplace. Here’s how HR can play a crucial role in supporting team members with invisible disabilities:

Encourage Open Dialogue: Creating a culture where employees feel safe to disclose their disabilities is crucial. Managers and HR teams should foster open discussions about disabilities and encourage employees to share any accommodations that may help them work comfortably and effectively.
Provide Reasonable Adjustments: These may include flexible working hours, altered responsibilities, and providing ergonomic support. Each person’s needs are unique, and a tailored approach can make a significant difference.
Educate and Train: Providing training sessions for employees on invisible disabilities can improve understanding and reduce stigma. When employees understand the struggles that colleagues may face, they are more likely to offer support and empathy.
Stay Informed on Legislation: Employers should stay up-to-date with disability discrimination laws and best practices to ensure compliance and support. For more information on the legal aspects, you can visit GOV.UK Disability Rights.
Promote Mental Health Resources: Offering mental health support and resources shows employees that they are valued, which is especially important for those whose disabilities may impact mental health. Organisations like Mind UK provide excellent resources for mental health support.

Get Involved and Spread Awareness:

Invisible Disabilities Week is a reminder to practice patience, empathy, and understanding. If you’d like to learn more or get involved, visit the Invisible Disabilities Association to find resources and information.

Creating a supportive environment starts with awareness, but it grows through consistent action. Let’s work together to ensure every employee feels valued and supported. For more information on how Consensus HR can help your business develop inclusive, supportive HR practices, visit www.consensushr.com.

Consensus HR is committed to providing expert HR solutions that foster supportive, inclusive, and productive workplaces across industries. Contact us today to learn how we can help your business navigate and support all team members, visible and invisible alike.

Invisible Disabilities Week | Consensus HR in Herts & Beds

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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.

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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.

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22 10 2024

International Stammering Awareness Day | Consensus HR in Herts & Beds

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International Stammering Awareness Day | Supporting Employees with Stammering in the Workplace.

As business owners and managers, it’s important to recognise the challenges employees with stammering may face in the workplace. On October 22nd, International Stammering Awareness Day, we are reminded of the importance of creating an inclusive and supportive work environment for all team members, regardless of speech or communication differences.

Understanding Stammering:

Stammering, also known as stuttering, affects around 1% of adults worldwide. It is a speech disorder that can cause disruptions in the flow of speech, making it difficult for individuals to communicate smoothly. These disruptions can vary from minor hesitations to prolonged pauses and can lead to anxiety or embarrassment in professional settings.

Why It Matters in the Workplace:

Effective communication is crucial in any business. Employees with stammering may avoid situations such as presentations, team meetings, or phone calls, fearing judgement or misunderstanding. This can affect their performance and opportunities for career growth.

Managers need to be aware that stammering is not a reflection of an employee’s intelligence or competence. It is simply a communication challenge, and with the right support, individuals with stammering can thrive and contribute significantly to the organisation.

Managements Role in Supporting Employees with Stammering:

From an Operational perspective, there are several key actions businesses can take to ensure an inclusive and supportive environment:

Promote Awareness and Understanding:
Educate managers and teams about stammering to reduce stigma and misunderstanding. International Stammering Awareness Day is an excellent opportunity to raise awareness and encourage open conversations in the workplace.

Provide Reasonable Adjustments:
Under the Equality Act 2010, employees with stammering may be entitled to reasonable adjustments. This could include:

- Allowing more time for presentations or tasks involving communication.
- Providing alternatives to verbal communication, such as emails or written reports.
- Offering flexible work arrangements, where appropriate.

Encourage an Inclusive Culture:

Create a culture where employees feel comfortable discussing their challenges. Managers should encourage open dialogue and reassure employees that their contributions are valued, regardless of how they communicate.

Offer Training for Managers:

Equip managers with the skills to support employees with communication difficulties. This includes being patient in conversations, avoiding interruptions, and focusing on the message rather than how it is delivered.

Use Technology to Support Communication:

Modern technology offers various tools that can assist employees with stammering. Voice-to-text software, video conferencing, and messaging platforms can help facilitate communication in a way that works best for the individual.

Recycle Week: Why Recycling Matters More Than Ever

The Business Benefits of Inclusion:

Supporting employees with stammering isn’t just about compliance with the law; it’s also about promoting diversity and inclusion, which can benefit your business. By fostering a supportive environment, you can unlock the potential of every team member, improve job satisfaction, and enhance overall productivity.

This International Stammering Awareness Day, take a moment to reflect on how your business can better support employees with stammering and other communication challenges. It’s an opportunity to not only make your workplace more inclusive but also to create a culture where everyone can succeed.

For more advice on how to support employees with stammering or other communication difficulties, feel free to contact us at Consensus HR. We’re here to help ensure your business remains a fair and inclusive workplace for all.

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DALL·E 2024-10-25 09.45.05 - An inspiring and vibrant image symbolizing unlocking team potential. The design features a group of diverse individuals collaborating and interacting,

21 10 2024

Unlock Your Team’s Potential with Consensus HR in Herts & Beds!

Matthew Chilcott Blog, General @sg1businessclub, #consensus hr, #consensushr, #networkinbeds, #potential, #unlock, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Are you ready to elevate your business and empower your team? At Consensus HR, we understand that a strong workforce is the backbone of any successful organisation. Here’s why partnering with us is a smart choice for your business:

1. Tailored HR Solutions:

We recognise that every business is unique. Our customised HR services are designed to meet your specific needs, whether it’s recruitment, training, or compliance.

2. Expertise You Can Trust:

Our team of HR professionals brings years of experience across various industries. We stay updated on the latest HR trends and regulations, ensuring your business remains compliant and competitive.

3. Boost Employee Engagement:

Happy employees lead to a thriving business. We help you create a positive workplace culture that fosters engagement, motivation, and retention.

4. Streamlined Processes:

Say goodbye to HR headaches! Our efficient systems simplify your HR tasks, allowing you to focus on what you do best growing your business.

5. Data-Driven Insights:

With our analytics tools, you can make informed decisions based on real-time data. We help you understand your workforce better, leading to smarter strategies and improved outcomes.

6. Scalability:

Whether you’re a startup or an established enterprise, our services can scale with your business. We’re here to support your growth every step of the way.

Let’s work together to build a stronger, more engaged team that drives your business forward. 🌱

#ConsensusHR #HRsolutions #EmployeeEngagement #BusinessGrowth #TeamEmpowerment

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A Warning to Employers: Sexual Harassment | Consensus HR in Herts & Beds

18 10 2024

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

Matthew Chilcott Blog, General @sg1, @sg1businessclub, #anti, #consensus hr, #consensushr, #slavery, #slavery #anti, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Anti-Slavery Day: The Business Impact and Responsibilities. | Consensus HR in Herts & Beds.

On October 18th, the UK observes Anti-Slavery Day, an occasion to raise awareness of modern slavery and human trafficking. For businesses, this day is a stark reminder of their legal and ethical obligations to prevent exploitation in their operations and supply chains.

The Scale of Modern Slavery:

Modern slavery affects millions globally, including here in the UK. According to the Global Slavery Index, over 40 million people are trapped in slavery worldwide, with sectors like agriculture, construction, and manufacturing particularly affected. Businesses—large and small—must recognise the potential risks and act to mitigate them.

Legal Obligations for Businesses:

The UK Modern Slavery Act 2015 mandates that businesses with a turnover of £36 million or more must publish an annual statement outlining the steps they have taken to ensure their operations and supply chains are free of slavery. Even for businesses below this threshold, it’s increasingly important to demonstrate a commitment to ethical practices, as consumers and clients demand transparency and responsibility.

The Impact on Business:

Failure to address modern slavery risks can result in severe financial and reputational damage. Public scandals, lawsuits, and fines can harm a company’s bottom line, but beyond that, there is an increasing expectation that businesses play an active role in societal issues. Demonstrating a strong stance against modern slavery can enhance a company’s brand reputation and build trust with customers, employees, and investors.

What Business Owners, Managers, and Colleagues Can Do:

Review Supply Chains: Ensure your suppliers operate ethically by conducting regular audits and requiring proof of compliance with modern slavery regulations.
Employee Awareness and Training: Train employees to spot signs of exploitation and know how to report concerns. This could involve identifying suspicious recruitment practices or unusual working conditions.
Create Clear Policies: Implement anti-slavery and human trafficking policies, making them a part of your company’s core values. This should include a clear grievance mechanism for reporting concerns safely.
Workplace Practices: Ensure fair recruitment practices, particularly for vulnerable workers, and uphold workers’ rights across all levels of the business.
Collaborate: Work with industry groups, non-profits, and government bodies to stay informed and take collective action against modern slavery.

By addressing modern slavery proactively, businesses not only comply with the law but contribute to a more ethical and sustainable economy. Anti-Slavery Day serves as a reminder that there’s always more to do in ensuring dignity and freedom for all workers, wherever they are.

If you have any concerns about modern slavery within your business, Consensus HR can help review your policies, supply chain risks, and employee awareness programs to ensure you are compliant with the law and fostering an ethical workplace.

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Health & Safety Update.

Minimise manual handling risks for workers this festive season:

Christmas is nearly upon us and it can be a demanding time for those working throughout the festive season.

HSE has launched a new MSD body mapping tool:

Firm fined £400,000 after worker loses leg

A wood panelling company has been fined following an incident where a worker suffered a life-changing injury at its factory.

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

BBC journalists appeal against equal pay ruling

Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:

Comments about an employee’s accent could be ‘related to’ race under harassment law:

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’.

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Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 5:

Week Five of Twelve

Week 5: Employee Performance Management: Best Practices:

Overview:

Key Points:

Here are our previous blogs:

At Consensus HR, We’re Here to Help:

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Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 2:

Week Two of Twelve

Week 2: Effective Recruitment Strategies to Attract Top Talent:

Overview:

Previous of our 12 week blogs:

At Consensus HR, We’re Here to Help:

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

Your Outsourced Human Resources (HR) Department.

Supporting Employees with Diabetes on World Diabetes Day

Understanding Diabetes and Its Impact in the Workplace:

Managements Role in Supporting Employees with Diabetes:

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International Stress Awareness Day: 6th November 2024 – How HR Can Support Your Team:

How HR Can Help Reduce Workplace Stress:

Promote Open Communication:

Mental Health Support and Resources:

Work-Life Balance Initiatives:

Training for Managers:

Clear Work Expectations:

Regular Employee Surveys:

HR’s Role in Building a Supportive Work Environment:

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Celebrating Traditions and Teamwork in HR:

Teamwork and Leadership:

Celebrating Diversity and Culture:

Dedication and Wellbeing:

Risk Management and Safety:

Building a Sense of Belonging:

Conclusion:

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