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19 12 2024

⛄️ Merry Christmas & A Happy New Year 2025! 🎄

Matthew Chilcott Blog, General @sg1businessclub, #christmas, #consensushr, #hertfordshirebusinesses, #networkinbeds, #stevenagebusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Thank You

As 2024 draws to a close, we would like to take a moment to thank all our valued clients, partners, and connections for their continued support and trust in Consensus HR.

This year has been an exciting journey of growth and collaboration, and we couldn’t have done it without you! Whether you’ve been with us for years or are just discovering how we can support your business, we look forward to continuing our partnership in 2025.

At Consensus HR, we’re passionate about helping businesses of all sizes prevent people problems and build strong, successful teams. From HR compliance to team wellbeing, we’re here to guide you every step of the way.

🌐 Explore how we can help you in the New Year: www.consensushr.com

Christmas & New Year Closing Details:
Our office will be closed from Monday, 23rd December 2024 and will reopen on Thursday, 2nd January 2025. During this time, we will be monitoring emails for any urgent queries.

Wishing you all a joyful Christmas, a restful holiday season, and a prosperous New Year filled with success and happiness!

Best wishes,
Matthew Chilcott & The Team
Consensus HR

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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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Merry Christmas & A Happy New Year 2025 | Consensus HR

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

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17 12 2024

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

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #consensushr, #hertfordshirebusinesses, #mentalhealth, #networkinbeds, #stevenagebusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 6:

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 Six of Twelve

Week 6: Supporting Mental Health and Well-being in the Workplace

Overview:

Prioritising mental health in the workplace creates a more resilient, engaged workforce and can significantly reduce absenteeism and turnover.

Key Points:

Creating a Supportive Environment: Openly discuss mental health, provide resources, and encourage employees to seek support when needed.
Promoting Work-Life Balance: Encourage reasonable working hours, flexible scheduling, and time off to prevent burnout and support well-being.
Providing Mental Health Resources: Offer access to mental health support, such as employee assistance programs (EAPs) or counselling services.
Training for Managers: Equip managers with training on recognising signs of mental health struggles and providing appropriate support.

Here are our previous weeks blogs:

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.

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

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

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Week 5: Employee Performance Management | Consensus HR in Herts

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:

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:

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:

An_inspiring_illustration_representing_Human_Right

10 12 2024

Human Rights Day – 20th November | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General #consensushr, #humanrights, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Human Rights Day – How Business Owners and Managers Can Play Their Part

Human Rights Day, celebrated on 10th December, is an important reminder of the responsibility businesses have to uphold fairness, equality, and dignity in the workplace. For many companies, understanding and implementing these principles can feel overwhelming, especially with the ever-changing landscape of employment law. That’s where Consensus HR can help.

Whether you’re managing a small business or a growing team, ensuring compliance with human rights and employment law doesn’t need to be a burden. Our team works with businesses like yours to prevent people problems before they arise, creating workplaces where employees thrive, and businesses succeed.

Why Human Rights in the Workplace Matter:

Human rights are at the core of employment law and workplace culture. They encompass:

Equality and Inclusion: Ensuring no discrimination based on age, gender, race, religion, or other protected characteristics.
Safe Working Conditions: Protecting employees’ mental and physical wellbeing.
Freedom from Harassment: Having clear policies to address and prevent workplace bullying or harassment.
Fair Treatment: Offering equal opportunities, transparent communication, and a fair grievance process.

Failing to meet these standards can result in legal action, financial penalties, and a damaged reputation. But with proper HR support, your business can confidently stay compliant and foster a culture of respect.

The Benefits of Working with Consensus HR:

As a non-retained client, you may already face challenges such as:

Unclear or outdated workplace policies.
Struggling to handle grievances effectively.
Concerns about compliance with employment law.
Limited resources to manage HR issues.

By partnering with Consensus HR, you’ll gain access to expert advice and tailored HR solutions that transform your workplace.

What We Offer to Non-Retained Clients:

If your business is not currently a retained client, you can still benefit from our services on a flexible basis. Here’s how:

HR Audits: We review your current HR practices to identify risks and areas for improvement.
Tailored Policies: From employee handbooks to grievance procedures, we create compliant documents that reflect your business’s needs.
Crisis Support: Whether it’s handling an employee grievance, a redundancy process, or a disciplinary issue, we provide expert advice and support.
Training for Managers: Equip your leadership team with the skills they need to manage fairly and effectively.

Why Become a Retained Client?

For businesses looking for ongoing support, becoming a retained client offers significant advantages:

Unlimited Access to HR Expertise: From day-to-day queries to complex issues, we’re just a phone call or email away.
Proactive Updates: Stay ahead of employment law changes with regular updates and advice.
Cost-Effective Peace of Mind: For a fixed monthly fee, you’ll never have to worry about unexpected HR challenges again.
A Trusted Partner: We get to know your business inside-out, offering advice tailored to your industry and goals.

Make Human Rights Day the Start of a Positive Change:

Human Rights Day is the perfect time to reflect on how your business can better support its team. Whether you need ad-hoc assistance or ongoing support, Consensus HR is here to help.

📞 01438 576750
📧 [email protected]
🌐 Visit our website

Let’s work together to create a workplace where everyone feels valued and respected while your business thrives.

Matthew Chilcott, Owner of Consensus HR, helping businesses prevent people problems and build strong, compliant teams.

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05 12 2024

Avoid Costly Tribunal Pitfalls: Recent UK Cases and How Consensus HR Can Help

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General #ConsenHR, #consensushr, #employmenttribunal;, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Recent Employment Tribunal cases in the UK have underscored the importance of fair employment practices, with significant financial awards highlighting the consequences of non-compliance.

Avoid Costly Tribunal Pitfalls: Recent UK Cases and How Consensus HR Can Help

Unfair Dismissal and Discrimination Cases:

GlamCandy Founder’s Unfair Dismissal: In the case of Mrs H H Smith v Glam Candy UK Ltd (Case No: 4100541/2024), Hayley Harvey-Smith, founder of the Scottish makeup school GlamCandy, was awarded over £50,000 after an Edinburgh tribunal determined she was unjustly dismissed. The tribunal found that her termination, labeled a “sham redundancy,” bypassed proper procedural conduct.

GOV.UK

Barclays Analyst’s Working Hours Claim: In Ms A Lacatus v Barclays Execution Services Ltd and others (Case Nos: 3201295/2019 and 3201137/2020), Anca Lacatus, a former analyst at Barclays, received nearly £50,000 after a tribunal concluded the bank’s failure to adjust her working hours exacerbated her endometriosis and anxiety. The award included compensation for injury to feelings and sex discrimination.

GOV.UK

Understanding Compensation Awards:

Employment Tribunals can award compensation for various claims, including unfair dismissal and discrimination. Compensation may cover financial losses, injury to feelings, and, in some cases, aggravated damages. The “Vento bands” provide guidelines for injury to feelings awards, with amounts adjusted annually for inflation.

How Consensus HR Can Assist Business Owners:

Navigating employment law complexities is crucial for business owners to prevent costly tribunal cases. Consensus HR offers comprehensive support in this area, including:

Policy Development: Crafting clear, compliant policies on discrimination, working hours, and equal pay to ensure fair treatment of all employees.
Training Programs: Providing training for management and staff on employment law, fostering a respectful and legally compliant workplace culture.
Dispute Resolution: Assisting in resolving workplace disputes through mediation and other methods to avoid escalation to tribunals.
Legal Compliance: Keeping businesses updated on legislative changes and best practices to maintain compliance and mitigate legal risks.

By partnering with Consensus HR, businesses can proactively address employment issues, ensuring a fair and compliant workplace while minimising the risk of costly tribunal cases.

At Consensus HR, We’re Here to Help:

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:

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04 12 2024

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

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Recruitment, Rewards & Benefits, Training & Development @sg1businessclub, #bedfordbusiness, #consensushr, #hertfordshirebusinesses, #PositiveCompany, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 4:

Week Four of Twelve

Week 4: Developing a Positive Company Culture:

Overview:

Company culture shapes employees’ day-to-day experiences and is a key factor in retention and engagement. A strong, positive culture encourages commitment and aligns employees with business goals.

Key Points:

Define Core Values: Establish and communicate the core values that guide decision-making and set expectations for behaviour within the company.
Encourage Inclusivity: Foster a workplace where everyone feels valued and respected, regardless of their background or role.
Recognise Contributions: Regularly acknowledge and celebrate employees’ achievements, both individually and as a team, to promote a positive environment.
Leadership’s Role: Ensure leaders embody and reinforce the company culture through their actions, setting an example for the rest of the team.

Here are our previous blogs:

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:

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:

03 12 2024

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

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #bedfordshirebusiness, #consensushr, #networkinbeds, #Newsletter, 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 November 2024 blogs. Here’s a selection of topics we covered:

World Diabetes Day
Get Britain Working
What is HR?
Understanding Alcohol Awareness and Its Relevance to the Workplace
International Stress Awareness Day
Honouring Remembrance Day

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!

World Diabetes Day

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.

To read the full blog,

CLICK HERE

Get Britain Working:

The recently published “Get Britain Working” White Paper will bring locally led health, work and skills plans to the fore. It aims to drive down the near record figure of 2.8 million people currently out of work due to long-term sickness.

To read our full blog, Click Here

Alcohol Awareness Week

From November 18 to November 24, businesses across the UK are encouraged to engage with Alcohol Awareness Week, an initiative aimed at increasing understanding about alcohol consumption, its impact on health, and how businesses can support employees in making healthier choices. For employers, this week serves as an opportunity to reflect on workplace policies, create awareness, and promote a supportive environment around alcohol-related health.

To read the full blog,

CLICK HERE

What is HR?

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

To read the full article:

CLICK HERE

International Stress Awareness Day

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.

To read the full blog:

CLICK HERE

Honouring Remembrance Day

The Importance of Remembrance Day in the Workplace:

Incorporating Remembrance Day into our work environment encourages respect, unity, and gratitude across teams. It’s more than a moment of silence; it’s a reminder of the value of resilience and the strength found in supporting one another. By acknowledging Remembrance Day at work, employers help install a sense of community and respect that can have a lasting positive impact on morale and culture.

To read the full article:

CLICK HERE

Solemn_Remembrance_Day_Scenes_Consensus_HR

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20 11 2024

Get Britain Working | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, @stevernage, #befordshirebusiness, #consensushr, #getbritainmoving, #networkinbeds, #stevenagebusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

What Employers Need to Know:

A new joint programme by the Department for Work and Pensions and the Department of Health and Social, WorkWell, went live in October this year. It was backed by £64 million funding and will reach 56,000 people across the 15 pilot sites by spring 2026.

More details were recently revealed by the Work and Pensions Secretary, Liz Kendall, and Health Secretary, Wes Streeting, on a visit to the employment support service being offered at a north London medical centre.

They met local GPs, as well as Work and Health Coaches who deliver the WorkWell services across North Central London. These coaches support people to return to, or remain in, work by helping them to manage their physical or mental wellbeing in the workplace.

WorkWell pilots connect thousands of people to local support services, such as physiotherapy and counselling.

Ms Kendall said: “Good work is good for health and good for our economy too. That’s why our ‘Get Britain Working’ White Paper will join up work, health and skills plans to tackle economic inactivity and boost employment across the country.”

The White Paper is expected to include details of a new jobs and careers service to help get more people into and succeeding in work. In addition, a new Youth Guarantee will mean that every young person is given the opportunity to earn or learn. This will be achieved by linking jobseekers with employers, with an increased focus on skills and careers.

As the UK’s workforce faces evolving challenges, the “Get Britain Working” initiative and its corresponding white paper have been introduced to address key issues in employment, job creation, and economic growth. This initiative is designed to support both employers and employees by providing measures to enhance employment opportunities and develop the workforce. Let’s break down the main points and what this means for businesses.

What is the “Get Britain Working” Initiative?

“Get Britain Working” is a government-led initiative aimed at increasing employment and reducing job vacancies across various sectors. The initiative is a response to current economic pressures, skills shortages, and shifting labour market demands. Through this program, the government aims to create a more inclusive job market by promoting fair work, expanding training opportunities, and supporting economic growth.

Key Aspects of the White Paper:

The white paper, recently released by the government, outlines several areas of focus that are critical to achieving the goals of the “Get Britain Working” initiative. Here are the core elements that employers should know about:

Skills and Training Development:

The white paper emphasises the need for continuous skills training and upskilling of the workforce. The government plans to allocate funding to support vocational training programs, apprenticeships, and digital skills initiatives. Employers are encouraged to collaborate with educational institutions and training providers to develop relevant skills in line with market demands.

Encouraging Economic Participation:

A key priority of the white paper is to increase participation in the workforce, particularly for groups facing barriers to employment, such as older workers, individuals with disabilities, and those with caregiving responsibilities. The initiative promotes flexible working arrangements and better support systems to create more inclusive workplaces.

Job Creation and Retention:

Job creation is central to “Get Britain Working.” The government is providing incentives for businesses to hire, train, and retain employees. Small businesses may benefit from grants and tax reliefs aimed at boosting recruitment. These measures are intended to strengthen job security and support industries that are experiencing shortages.

Addressing Workforce Wellbeing:

Recognising the importance of mental health and wellbeing in retaining a productive workforce, the white paper outlines recommendations for mental health support. It includes suggestions for workplace wellbeing programs, mental health resources, and an emphasis on creating supportive environments where employees can thrive.

Boosting Regional Employment:

The initiative also targets job creation across different regions, with a focus on supporting economic growth in areas that have historically struggled with higher unemployment rates. The government plans to collaborate with regional development agencies to boost local job markets and drive sustainable growth.

What This Means for Employers:

The “Get Britain Working” white paper offers valuable insights into future workplace trends and government support that employers can access. By taking proactive steps to align with these measures, businesses can benefit from grants, tax reliefs, and support to improve recruitment, training, and retention efforts.

For employers, this initiative provides an opportunity to reassess workforce strategies, particularly in the areas of diversity, skills development, and employee wellbeing. Adapting to these areas can ensure businesses are well-equipped to navigate labour market challenges and thrive in a competitive economic landscape

How Consensus HR Can Help:

At Consensus HR, we’re here to help businesses understand the implications of the “Get Britain Working” initiative and align with its goals effectively. We can assist with developing tailored HR strategies that support your business in creating a strong, skilled, and inclusive workforce. Contact us to discuss how we can help your business take advantage of these new opportunities.

Get Britain Working | Consensus HR in Herts & Beds

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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

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:

18 11 2024

Alcohol Awareness Week | Consensus HR in Herts & Beds

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

Did you know that this week: 18th – 24th November is Alcohol Awareness Week – Supporting Employees and Building a Healthier Workplace:

By Matthew Chilcott, Owner of Consensus HR

Understanding Alcohol Awareness and Its Relevance to the Workplace:

Alcohol consumption is a common aspect of social life for many, but excessive drinking can lead to serious health concerns, impacting productivity, morale, and overall team dynamics. According to Alcohol Change UK, around 1 in 5 adults in England drink at levels that could put their health at risk. For employers, understanding the role alcohol may play in employees’ lives and recognising signs of alcohol-related issues can lead to a healthier, more supportive workplace.

Why This Matters for Business Owners and Managers:

Excessive alcohol use can affect not only individual health but also workplace performance. Issues such as reduced productivity, absenteeism, presenteeism, and an increased risk of accidents can result from alcohol-related health problems. By fostering an environment that encourages healthy habits and provides support, businesses can reduce these risks and create a more resilient team.

How Business Owners, Managers & HR Can Support Alcohol Awareness in the Workplace:

Raise Awareness with Educational Initiatives

Provide Resources: Share educational materials, such as leaflets or articles, to help employees understand the effects of alcohol and recognise harmful patterns in themselves or others.
Promote Alcohol Awareness Week: Use this week as an opportunity to open up conversations about alcohol in the workplace and encourage healthier habits.

Review and Communicate Alcohol-Related Policies

Establish a Clear Alcohol Policy: Ensure your business has a clear alcohol policy that defines acceptable behaviour and clarifies any restrictions regarding alcohol use during work hours or at work events.
Encourage Open Communication: Make sure employees know they can speak to HR or their managers if they have concerns about alcohol use, whether it’s for themselves or colleagues, without fear of judgment.

Offer Support for Those Struggling with Alcohol-Related Issues

Access to Confidential Support: Provide information about support options, such as Employee Assistance Programs (EAPs) or external resources like Alcoholics Anonymous, where employees can seek help confidentially.
Encourage Managers to be Supportive: Equip managers with training on how to approach sensitive topics like alcohol-related health issues and promote empathy and support rather than punitive measures.

Promote Healthy Workplace Culture and Alternatives to Alcohol-Centric Events

Offer Inclusive Social Events: Instead of always centering team events around alcohol, consider alternative options like team sports, wellness activities, or non-alcoholic gatherings.
Promote Wellbeing: Encourage a balanced work-life environment that includes initiatives such as flexible working hours and wellness programs to help employees manage stress without turning to alcohol.

Recognise and Address Signs of Alcohol-Related Concerns

Observe Performance Changes: If an employee is consistently absent or displays reduced performance, it may indicate an underlying issue. Address these signs through supportive conversations, offering resources rather than immediate disciplinary action.
Encourage a Supportive Dialogue: Promote a culture where employees feel comfortable discussing issues with their Line Manager or HR, fostering an environment where concerns about alcohol or other health matters are approached with empathy.

Building a Healthier Workplace Together:

Supporting alcohol awareness in the workplace isn’t about eliminating alcohol altogether but about promoting responsible choices and creating a supportive culture. By raising awareness and providing resources, business owners and managers can contribute to a healthier workplace where employees feel valued and supported.

World Diabetes Day | Consensus HR in Herts & Beds

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

14 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:

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.

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Thank You

As 2024 draws to a close, we would like to take a moment to thank all our valued clients, partners, and connections for their continued support and trust in Consensus HR.

This year has been an exciting journey of growth and collaboration, and we couldn’t have done it without you! Whether you’ve been with us for years or are just discovering how we can support your business, we look forward to continuing our partnership in 2025.

At Consensus HR, we’re passionate about helping businesses of all sizes prevent people problems and build strong, successful teams. From HR compliance to team wellbeing, we’re here to guide you every step of the way.

🌐 Explore how we can help you in the New Year: www.consensushr.com

Christmas & New Year Closing Details:Our office will be closed from Monday, 23rd December 2024 and will reopen on Thursday, 2nd January 2025. During this time, we will be monitoring emails for any urgent queries.

Wishing you all a joyful Christmas, a restful holiday season, and a prosperous New Year filled with success and happiness!

Best wishes,Matthew Chilcott & The TeamConsensus HR

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Best wishes,
Matthew Chilcott & The Team
Consensus HR