HR Advice

29 06 2023

Health & Safety Update

Matthew Chilcott General #Health&Safety, Business, Business Owners, HR, HR Advice, HR Consultants, HR Support, Small Business, SME, SME's

Health & Safety Update – 28th June 2023

Here is the latest from The Health & Safety Executive (HSE) which also includes an excellent animation on what to expect when you receive a visit from an HSE Inspector and reminds me of my days when managing Health & Safety for South Mimms Welcome Break and training for Veolia Water in Hertfordshire.

Companies need to ensure that the relevant HSE records are kept such as training that has been carried out with members of the team on Health & Safety such as Risk Assessments, First Aid, Manual Handling, DSE, COSHH, Working at Heights, Abrasive Wheels, and fire to name a few and that the team are demonstrating the correct behaviours and attitudes in the workplace.

This latest information forms the HSE also includes the process of fees for intervention and query and dispute process which came into effect on 1 October 2012 and which as with all information received from the HSE should be fully understood and appropriate action taken.

This week’s edition includes:

advice on what to expect when you receive a visit from an HSE inspector
news of the winning entry in HSE’s MSD ‘Risk-reduction through design’ award
guidance and information about managing vehicle and driver safety at work
links to recent HSE enforcement prosecutions and some of our latest job vacancies

For more health and safety updates visit our website

What to expect when an inspector calls

Make sure you are prepared when an HSE inspector calls at your business.

Our downloadable leaflet When a health and safety inspector calls tells you:

what to expect when we visit your business
how to let workers and their representatives know about information an inspector may provide during a visit

We have a short animation explaining how inspections are carried out and why they help keep people healthy and safe at work.

There are currently a series of inspections taking place in the construction and woodworking sectors. Find out more:

Fine for company after worker is killed in crash with litter picking vans

The company, Serco Limited, was fined £240,000 following the fatal incident.

The man was killed when the lorry he was a passenger in crashed into litter picking vans blocking a lane of a dual carriageway. HSE’s investigation found that Serco had:

· failed in its health and safety management of litter picking activities on high-speed dual carriageways

· not provided its employees with appropriate work instructions to ensure the litter picking activity was safe

· failed to supervise and monitor the high-risk activity to ensure it was carried out safely

Read this press release for more details on the incident.

Other recent prosecution cases include:

· Transport company fined £255,000 after worker fractures skull

· Private health care provider fined for exposing workers to chlorine gas

Vehicle and transport safety at work

Help prevent accidents by assessing and managing vehicle and driver safety – wherever you work.

Vehicles at work continue to be a major cause of fatal and major injuries.

Last year’s figures for 2021/22 show that 23 workers were killed when struck by a moving vehicle.

Our vehicle and transport safety website has a range of guidance, advice and other resources to help reduce the risks and keep workers safe.

Fine for company after worker is killed in crash with litter picking vans

The company, Serco Limited, was fined £240,000 following the fatal incident.

The man was killed when the lorry he was a passenger in crashed into litter picking vans blocking a lane of a dual carriageway. HSE’s investigation found that Serco had:

failed in its health and safety management of litter picking activities on high-speed dual carriageways
not provided its employees with appropriate work instructions to ensure the litter picking activity was safe
failed to supervise and monitor the high-risk activity to ensure it was carried out safely

Read this press release for more details on the incident.

Other recent prosecution cases include:

Contact us now

If you need support with your team’s HR and sickness is causing your business stress, call or email us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

28 06 2023

How to Manage Long-Term Sickness

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General #longtermsick, #LTS, #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Inevitably, employees need to take sick leave. Sometimes, this involves long-term sickness absence.

An estimated 185.6 million working days were lost because of sickness or injury in 2022. This level is a record high. In addition, the sickness absence rate for those with long-term health conditions increased to its highest point since 2008.

These sobering statistics emphasize the importance of effective management of long-term sickness. Fair treatment of employees taking long-term sick leave is important to:

protect staff morale,
maintain productivity, and
avoid discrimination claims.

Common Long-term Sickness Issues Working with several employers, the Consensus HR team is often asked about managing long-term sickness absence. Examples of common queries are:

An employee is signed off work as sick but social media shows they are on holiday and enjoying leisure activities. What should I do?

There is no legal requirement that an employee off sick must stay at home. Action would be informed by the reason for their sickness absence. In many cases – especially stress-related ones – it might be medically advisable for them to undertake some stress-relieving leisure activities. However, it would amount to misconduct or gross misconduct for an employee to take sick leave dishonestly when not genuinely unfit for work.

What happens to holiday entitlement when a staff member is on long-term sickness absence?

Employees on long-term sick leave can carry over 4 weeks’ unused holiday entitlement unless the employer allows more to be carried over. This holiday must be used within 18 months from the date it’s carried over.

What happens if an employee refuses to cooperate with occupational health or consent to a medical report?

When an employee’s health could affect their job or be affected by the work they do, their employer can ask them if they’ll agree to an assessment with an occupational health adviser. The employee does not have to agree to an occupational health assessment.

The occupational health adviser’s report can help the employer understand what their employee needs to:

feel better,
return to work,
do their job, and
avoid anything that could cause further health or absence issues.

The employee should be advised that the employer’s decision will be taken on the facts available and could result in their dismissal, potentially on the grounds of ‘incapacity’.

How do you deal with conflicting medical opinions about a long-term sick member of staff?

If two medical reports conflict the failure to investigate further (perhaps by way of a third report) could render a dismissal unfair, particularly where there is a substantial difference of medical opinion. One alternative is to ask the doctor (such as a GP) who provided the first report to review his report considering the opinion of the second doctor (which may be, for example, a consultant).

What help is there for small businesses that don’t have an occupational health service?

Smaller organisations might not have an occupational health policy or scheme. In this case, the employer should take the advice of both the employee and the employee’s doctor.

Can I dismiss an employee if they are still in receipt of company sick pay?

Termination of employment is possible for an employee on sick leave. The fact a dismissal takes place while the employee is still in receipt of company sick pay will not automatically make the dismissal unfair. However, this does not mean that it will be fair to dismiss once they have exhausted their sick pay entitlement. The key factor is the impact of their absence on the business and weighing this up against their rights to be treated fairly.

Are you concerned about managing long-term sickness absence in your business?

Contact the experts at Consensus HR. Let’s have an informal discussion about absence management without obligation. We’re here to help … to prevent people problems.

Contact us now

If you need support with your team’s HR and sickness is causing your business stress, call or email us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

27 06 2023

Anxiety and working from home fuel rise in long-term sickness, says minister.

Matthew Chilcott Blog, Employment Contracts, General, Health & Safety #anxiety, #longtermsick, #workingfromhome, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Work and pensions secretary Mel Stride has suggested that social media-driven anxiety and the physical strain of working from home at uncomfortable desks have contributed to the sharp rise in people suffering long-term sickness. Stride is promising an expansion of schemes that offer life coaches to those with long-term health conditions to ensure that they can find work and do not spend years languishing on benefits. He added that a larger workforce would also reduce Britain’s dependency on importing workers. Net migration rose to a record 606,000 last year. “There’s clearly pressure on a tight labour market for more inward migration, immigration, and we recognise that we need to get those net migration numbers down,” Stride said.

The Times

‘My’ Comment: Anxiety and working from home fuel rise in long-term sickness, says minister –Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR Comments:

“I must admit we are seeing this within our Consultancy and with our clients and their teams. Depending on what news you are watching or reading at this present time, we are hearing a range of stories which often contradict one another, and we are still in the early days after a Pandemic. The flexibility of having the option to work from home sounds like a great benefit for a couple of days a week but ensuring that all Health & Safety measures such as the correct desks and DSE are covered is a lot harder to maintain and it will be a long time until we see if there are any consequences as those which are shown already in this article from ‘The Times’

What is your opinion?

Contact us now

If you need support with your HR and working to best practice, give us a call now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

20 06 2023

Bring your dog to work day

Matthew Chilcott Blog, General #bringyourdog, #dog, #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Did you know that Friday 23rd June is bring your dog to work day?

History:

Established in 2014 by ethical pet product company HOWND®, Bring Your Dog To Work Day is an annual nationwide event that raises money for charities dedicated to making a difference to the welfare of animals. Thousands of businesses and dog owners join in the viral fun in what has become the nation’s best day out (or in) for dogs! This year, we are raising funds for three incredible charities. Thank you for supporting and have fun!

For further information click here.

Our Comment: – Bring your dog to work day – 23rd June 2023

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Did you know that there was a ‘bring your dog to work day’ and this year it is on Friday June 23^rd? This looks like a fantastic charity and companies can also become a business sponsor and receive national coverage on their internet page.

Looking at all the pictures on the site, it must be great to bring your dog to work for the day, if you premises / company permits it. Unfortunately, our office is rather small, and I think Thomas my Jack Russell would become extremely bored after a few hours but at least it would get me out of the office to walk him! What are your views on taking your dog to the office?

Contact us now

If you need support with your team this summer, then we are her to help.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

19 06 2023

Cadigan: Firms are learning from remote shift.

Matthew Chilcott Blog, Employment Contracts, General #hybridworking, #outsourcedhumanresources, #outsourcing, #pandemic, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Steve Cadigan, LinkedIn’s first HR director, says senior leadership teams are having to navigate the complexities of hybrid working, telling the Times that the first question recruiters are now asked when they call a candidate about an opportunity is whether the job can be done remotely. He says: “We’ve never faced a moment like this in the history of work where most businesses created value in-person and now have switched to remote.” Firms, Mr Cadigan adds, are “really still going through learning. There is no benchmark.” On finding the right work pattern and set-up, he says: “My recommendation is to do lots of experiments, have lots of quick feedback loops and be open and honest with your team, to say, ‘Hey, we don’t know exactly [how this works] but we hear you that you want more freedom, flexibility and autonomy’.”

The Times

Our Comment: Cadigan: Firms are learning from remote shift.

Matthew Pinto-Chilcott – FCIPD, ACEL, Owner of Consensus HR comments: “
This is a very interesting article published in The Times last week and highlights how recruitment has changed drastically since the Pandemic. Many companies are finding that when recruiting they are being asked this question regularly when the vacancy expresses it is office based. Many applicants and especially Generation Z following the ability to allow them to work from home during the Pandemic are now asking if the role for which they are applying can also be Hybrid? There have been many articles written by a range of publishers since the Pandemic in relation to Hybrid and companies need to ensure that when interviewing and writing the Job Description for the role that they fully consider the practicalities of working hybrid, should it be asked. As previously commented within some our blogs many businesses have now adapted with them working in the office 3 days and two days open to flexibility and you only have to look at the roads on a Monday or Friday when it can be seen that they are quieter. Business Owners have to take ownership of these request and manage it correctly and legally to best practice”.

Contact us now

If you need support with getting your team back to the office or Hybrid in general, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

13 06 2023

Higher minimum wage helps drive record pay rises

Matthew Chilcott Blog, General, Payrol, Recruitment, Rewards & Benefits #outsourcedhumanresources, #outsourcing, #pandemic, #payroll, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

UK wages are rising at their fastest rate in 20 years, excluding the pandemic, in part because of a rise in the minimum wage.

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is a very interesting article form the BBC today in relation to high UK wages due to the rise in the minimum wage and was part of a news article I heard on the way to work today. This was also in conjunction with unemployment going down as well to pre pandemic levels.”

Regular pay excluding bonuses increased by 7.2% in the three months to April, although it still lags behind the cost of living, official figures show.

The minimum wage – known as the National Living Wage – rose to £10.42 in April for those aged 23 and over.

It came as UK unemployment fell slightly and the numbers working rose.

Darren Morgan, director of economic statistics at the Office for National Statistics (ONS), said: “In cash terms, basic pay is now growing at its fastest since current records began, apart from the period when the figures were distorted by the pandemic.

“However, even so, wage rises continue to lag behind inflation.”

Andrew Hunter, co-founder of the job search engine Adzuna, said the rise in the minimum wage had had a “significant” impact.

“Nearly two million workers in the UK saw an almost 10% increase in pay this spring,” he told the BBC’s Today programme.

“What we’re seeing is some signs of optimism from British employers during what is often a time of year where discussions around pay and bonuses are had. So we are seeing wage improvements.”

Workers in multiple industries have held strikes since last summer as pay rates fail to keep pace with inflation – the rate at which prices rise. But the gap is narrowing, with inflation falling to 8.7% in April.

However, the Bank of England has warned sharp increases in wages are likely to prolong the UK’s still high rates of inflation. And there are fears the Bank will have to increase UK interest rates by more than previously thought to get the inflation rate down.

This is affecting the mortgage market, where lenders have been putting up borrowing rates and pulling deals.

Mr Hunter said: “Your average worker will be delighted that their pay on average is going up, but that’s not necessarily a good thing for inflation.”

According to the ONS, the number not working due to long term sickness climbed to another record high.

Around 2.6 million people are now not working due to health problems, the ONS said.

The UK economy is currently struggling to grow, as the soaring cost of living and rising interest rates squeeze households.

By Daniel Thomas

Business reporter, BBC News

However, the jobs market remains resilient, with the total number of people in work rising to its highest level ever in the three months to April.

Contact us now

If you need support in ensuring your team are being paid the correct amount for the role or pay in general, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

08 06 2023

May saw 4 new laws be given Royal Assent

Matthew Chilcott Blog, Employment Law, General #employmentlaw, #outsourcedhumanresources, #royalassent, Business, Business Owners, employment law, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

30 May 2023

A recent news article from our Chartered Institute of Personnel & Development has commented that May 2023 saw four new laws be given Royal Assent, the final stage in the process to make a law. Whilst there will still be time until these laws will be given an implementation date (the date form which they will be effective), all four of these new laws represent a significant change in employee rights and impose new duties on employers that they much now get to grips with the.

The new laws are as follows:

Carer’s leave – “Carer’s Leave Act 2023”

This Act give employees with caring responsibilities the legal right to take five days off each year to carry out those responsibilities for someone who is old, has a disability or an illness/injury lasting more than 3 months. The days will be unpaid and can be taken in full days or half days.

This is likely to be implemented in April 2024.

Neonatal leave – “Neonatal Care (Leave and Pay) Act 2023”.

This Act gives parents of babies who need to go in hospital, for at least seven consecutive days and in the first 28 days of their life for neonatal care, extra time added to their maternity, paternity, and shared parental leave.

This will have the effect that for every week the baby spends in hospital, the parents will get an extra week added onto their leave, up to maximum extra 12 weeks. Due to the complex nature of shared parental leave, it remains to be seen how this will apply to that particular type of family friendly leave.

This is likely to be implemented in October 2024, as HMRC and employers will need time to adjust their payroll systems in order to accommodate a new type of statutory pay.

Protection from redundancy for new parents – “Protection from Redundancy (Pregnancy and Family Leave) Act 2023”

This Act will require employers to offer pregnant employees, and those who have come back from maternity, adoption, and shared parental leave until 18 months after the birth/adoption, a suitable alternative vacancy during a redundancy exercise. Currently in place for the duration of maternity leave, this is a significant extension of this right.

The Act also creates new rights of unfair dismissal and discrimination if these employees are not favoured above all others in the redundancy exercise.

This is likely to be implemented in April 2024, or sooner.

Tips – “Employment (Allocation of Tips) Act 2023”

This Act imposes a new duty on employers to pass over any tips/gratuities/service charges to workers. Employers will also be legally required to have a policy that says how they allocate tips, and this should be in line with a statutory code of practice (yet to be created), and

keep records on how tips are allocated. Workers will have the right to see the records employers keep on these and make a claim to tribunal should they believe that tips are not being allocated fairly by their employer. Employers will face a

maximum £5000 compensation for doing it wrong.

This is likely to be implemented in April 2024.

Contact us now

If your company wants to always ensure it is on top of ever changing employment law, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

07 06 2023

Payroll provider hit by cyber-attack

Matthew Chilcott Blog, General, Handbook, Training & Development #cyberattack, #outsourcedhumanresources, #outsourcing, #payroll, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The BBC, British Airways, Boots and Aer Lingus are among organisations affected by a cyber-attack targeting Zellis, a company used to process payroll payments. It is believed that the breach could have affected as many as 100,000 British workers, with staff told that data including their names, bank account details and National Insurance numbers may have been stolen. The hack was first disclosed last week when US company Progress Software said hackers had found a way to break into its MOVEit Transfer tool. Zellis said it had informed the UK Information Commissioner’s Office, the Director of Public Prosecutions and the National Cyber Security Centre (NCSC). The NCSC said it is monitoring the situation and “working to fully understand the UK impact” of the incident. Researchers at US cybersecurity firm Secureworks say the attack appears to be linked to a Russian-speaking cybercrime group called Clop.

Matthew Pinto-Chilcott – FCIPD, ACEL, Owner of Consensus HR comments: “This is very worrying in this day and age where we are so dependent on IT and the web to run our businesses and I dread to think what we would do if our IT was intercepted. News out today on the BBC that I heard on my way to work is that they are going to make them pay a ransom if they wish things to return to normal. Here at Consensus HR, we are pleased to say that we have good security and all complete regular IT development on IT security, but you can never say never that you may be hacked! We advise all our clients to ensure regular updated IT development takes place as in the world of IT, it is always changing. Our IT provider continually provides us with information and tests to confirm our understanding and action / behaviours in preventing these kinds of instances.”

Contact us now

If you wish to know how to provide up to date training for the team in preventing IT hacking, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

06 06 2023

Immigration can help push down UK inflation, says IMF deputy

Matthew Chilcott Blog, General, Recruitment #inflation, #outsourcedhumanresources, brexit, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Immigration that fills gaps in the UK’s domestic jobs market can help push down inflation, the deputy head of the International Monetary Fund has said. Gita Gopinath told BBC Newsnight that “with inflation as high as it is, having workers who can fill the shortages in some of the sectors that we’re seeing right now will help with bringing inflation down.” Economists have identified the UK’s tight labour market, exacerbated by the impact of Brexit on flows of European Union workers and the impact of the pandemic, as one of the main contributory factors to high domestic inflation. Meanwhile, in an interview with the Financial Times, Gopinath warns that artificial intelligence risks “substantial disruptions” and calls on governments to craft new rules to prepare for the nascent technology

BBC News

Financial Times

Our Comments: – Immigration can help push down UK inflation, says IMF deputy

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “We have written a number of blogs on inflation and the current skill shortage in the UK and this recent article demonstrates one opinion of from the IMF but what are your views on this? I know from talking to former colleagues within the retail and catering industry that this is currently a major issue with employment but will be interesting to hear from others?”

Contact us now

If you need support in recruitment or any other area of Human Resources, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

05 06 2023

Hybrid working is ‘here to stay’.

Matthew Chilcott Blog, Employment Contracts, General #hybridworking, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Ronni Zehavi, chief executive of human resources tech firm HiBob, says hybrid working “will stay with us for ever,” and warns that companies demanding their workers spend five days in the office “will experience a very high level of attrition.” While a number of firms are urging staff to return to their desks, and Chancellor Jeremy Hunt has suggested that the “default” location for workers should be the office, Mr Zehavi said hybrid working is “here to stay,” adding: “It’s irreversible. It’s not short-term hype; it’s a change that will last for the next ten to fifteen years.” He added that around 90% of HiBob’s clients were committed to hybrid working and were “finding it very productive.” On a shift in working patterns, he added: “It’s no longer about counting hours, it’s about productivity.” He also expects the five-day working week to become a thing of the past.

The Times

Our Comments: Hybrid working is ‘here to stay’

Matthew Pinto-Chilcott – FCIOPD, ACEL, Owner of Consensus HR comments: “Since the ‘end’ of the Pandemic, we have written many blogs on this subject, and which are listed at the bottom of this blog if you wish to view? We have seen a major change in companies working patterns and as discussed previously many have now moved to Hybrid for on average two days a week and in the office for three and with the Chancellor recently stating that the office should be” default” we believe it should be up to the company to decide on what’s best for its business and team. However, businesses need to ensure that they have the correct HR Policies & Procedures in place to ensure the smooth practice of providing this whilst ensuring they have the full flexibility to run the business should things change.”

A couple of our previous blogs on the subject:

Contact us now

If you need support with your team due to members still not wishing to return to the office as required, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

05 06 2023

Get involved with Bike Week 100

Matthew Chilcott Blog, General, Health & Safety, Rewards & Benefits #bike, #nationalbikeweek, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

5-11 June 2023 is the 100th annual Bike Week, marking a century of celebrating everyday cycling for everyone.

Did you know that it is the 100^th annual Bike Week? Matthew Pinto-Chilcott, FCIPD, ACEL, owner of Consensus HR comments “What better way is there, than to get out into the fresh air and country side if possible for an enjoyable ride on the bike?”

Get involved with Bike Week 100

Bike Week 100 is all about workplace cycling, and we want to encourage as many workplaces as possible to support their staff to ride during the week, it can be anything from organising an event ride to simply encouraging staff to choose the bike instead of the car.

This year, the UK’s largest cycling awareness week is celebrating the power of active travel for businesses and us all.
Cycling UK.org is offering freeevent insurance and promotional materials for workplace cycling events

Cycling UK.org is setting a series of challenges as part of the Bike Week 100 celebrations, highlighting the benefits more cycling can bring to our health, our finances, our communities and the natural world.

So, this Bike Week, from 5-11 June, let’s make it count. It’s the perfect chance to get active travel on the agenda in an engaging, tangible way.

What you can do this Bike Week

Organise a ride with your workplace – if you would like to put on an event ride, we have the information and materials to make it a success
Take on a Bike Week 100 challenge – with options available for new, returning and experienced riders, there’s a challenge for everyone.
Organise a cyclists’ event – put on a cyclists’ breakfast to encourage commuters to switch the car for the saddle.

Don’t forget to share your photos with us using the hashtag #BikeWeek100

For further information click here.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

Contact us now

If you need support with your team this summer, then we are her to help.

05 06 2023

How Professional Services Add Value

Matthew Chilcott Blog, Employment Law, General, Handbook #HR Herts, #HRAdvice, #HRblog, #hrconsultant, #HRSupport, #professionalservices, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

It’s understandable that business owners want to cut costs. However, this can often lead to poor advice, a low level of customer service and, potentially, higher costs than the ones initially avoided.

It’s fair to assume that price generally equals quality. You get what you pay for!

Sadly, people often take advice from friends or relatives – or Google – rather than consult a professional consultant/tradesperson, purely to avoid costs.

Whether you need legal, human resources, marketing or trades advice, here’s why it’s best to work with a professional rather than take your friend’s advice:

7 Reasons to hire professional services

1. Professional qualification/licence.

Your contractor/consultant should be professionally qualified or trained. Ask them about their training and experience – they should be proud to tell you about it.

2. Relevant experience.

Too often, cutting corners involves taking advice from someone who does not have the knowledge to adapt their understanding to your specific requirement. A professional can adapt their skills to suit the needs of your business.

3. Insurance.

You are protected by professional insurance should something go wrong, or mistakes made. You should check that the person you are hiring has the right insurances in place before starting to work with them.

4. Speed.

A professional contractor/consultant generally completes work faster, as well as to a better standard, than someone who is not fully trained.

5. Flexibility.

Professionals can adapt to your situation and/or changing circumstances as jobs progress.

6. Peace of mind.

The reassurance to be gained by working with someone who demonstrates professional knowledge and offers practical advice is invaluable.

7. Transparent costs.

A credible professional should offer a clear quote. Too often, people are tempted by the ‘no win, no fee’ approach. This can include hidden administration and commission costs amounting to more than the cost of hiring a professional in the first instance.

“By not seeking professional advice, you risk incurring greater costs in the long run,” says Matthew Pinto-Chilcott of Consensus HR. “One of our clients risked incurring penalties of almost £50,000 by not engaging relevant legal expertise when a former employee threatened them with Employment Tribunal (ET) proceedings. The fee involved with using our professional Employment Law service was far lower than their potential ET financial penalties.

“It’s a shame that some people don’t value the training and expertise of professionals until something goes wrong. As well as qualifying within their relevant specialist fields, many consultants must demonstrate continuing professional development to retain their qualification. This means their knowledge and skills are always up to date.”

Matthew adds: “When you pay for a professional, you are paying for years of training and expertise, plus the reassurance of their experience and insurance. Long term, it’s quicker, cheaper and much higher quality.”

Would you like to explore how professional human resources support can help your business?

Talk to the friendly team at Consensus HR. Enjoy a free initial consultation with no pressure or jargon. Oh – and be reassured … our HR team is professionally trained and qualified!

Contact us now

If you need professional Chartered HR advice contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

Summer employment issues: a six-point checklist

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