HR Advice

28 04 2023

Monthly blog HR Newsletter – April 2023

Matthew Chilcott Blog, General, Newsletter #HRNews, #HRNewsletter, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

In our current Monthly blog Newsletter - April 2023, we have:

Are you thinking of outsourcing HR
Sick days reach a record high
The impact of Party Animal Posts
Keeping Hold of a Personnel File
UK employers lure GenZ workers
CBI hired ‘toxic’ staff

Are you thinking of Outsourcing HR? | Consensus HR, Herts

What to be aware of when outsourcing HR. It’s important to reap benefits and manage expectations. Insight from Consensus HR, working in Herts, Beds & Cambs

Sick days reach a record high.

The number of working days lost to UK workers being ill has climbed to a record high of around 185.6m, Office for National Statistics (ONS) figures show.

https://www.consensushr.com/sick-days-reach-a-record-high/

The Impact of Party Animal Posts

71% of hiring decision makers use social media to screen applicants. 54% of companies have eliminated a candidate based on their social media feed alone.

Keeping Hold of a Personnel File and employee documents

One of the main questions we get asked at Consensus HR is in relation to Keeping Hold of a Personnel File and employee documents. Queries involve what data should be kept and how long for, referring to employees and ex-employees.

UK employers lure Gen Z workers

CBI hired ‘toxic’ staff

Contact us now

If you need support with HR team we are her to help and please give us a non obligatory call / emai.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

28 04 2023

Sick days reach a record high.

Matthew Chilcott Absence Management, Blog, General #outsourcing, absence, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The number of working days lost to UK workers being ill has climbed to a record high of around 185.6m, Office for National Statistics (ONS) figures show. The sickness rate, which calculates the proportion of working hours lost because of sickness, climbed to 2.6%, the highest level since 2004. Working days lost due to sickness per worker hit 5.7. Yael Selfin, chief economist at KPMG UK, said the increase in working hours lost due to illness “signals further deterioration in the country’s production potential, and if continued, further decline in long term economic growth.” While the ONS report shows that minor illnesses, like colds and flu, accounted for around 29% of all sick days, Investec economist Sandra Horsfield said she had a “strong hunch” that the ongoing prevalence of Covid was the main reason behind the rise. The ONS notes a big rise in chronic sickness since the beginning of the pandemic but James Smith, a developed markets economist at ING, said the main factor driving up the absence rate was temporary sickness. Paul Nowak, general secretary of the TUC, said: “These figures should not be misread as showing the sickness rate for working people. They miss out on many workers with little choice but to work while ill. This includes low-paid workers excluded from sick pay entitlement and those who can’t get by on just £110 a week – the miserly rate for statutory sick pay.”

The Times

City AM

The Evening Standard

Human Times

Our comment:

Matthew Pinto-Chilcott, FCIPD, ACEL comments: “Sick days within any business need to be managed correctly and the right action taken by the company, management and team. Failure to manage sickness can result in bad moral amongst the team and the member involved and a sickness and policy procedure applicable to all should be included. We also encourage the use of the Bradford Index and IT package with a back to work interview so that all businesses can demonstrate that the welfare of their teams is of the utmost importance and managed accordingly.

If your business wishes to manage absence within the team correctly, give us a call now for a non-obligatory chat.

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:

28 04 2023

Fewer EU laws to be scrapped.

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

Ministers are scaling back the number of EU laws to be scrapped by the end of the year. Business Secretary Kemi Badenoch is set to publish a list of 800 laws which will be removed from the UK statute book in an attempt to get the Retained EU Law Bill through the House of Lords. This represents about 20% of existing EU laws on the UK statute book. Ms Badenoch reportedly told members of the European Research Group of MPs that it was impossible to scrap more laws because civil servants had yet to analyse all of the 4,000 pieces of legislation to determine whether they were still necessary. The government is expected to commit to retaining the most high-profile EU-derived laws, including the working-time directive and environmental legislation. It has been suggested that the remaining EU laws might be removed over time.

Financial Times

The Telegraph

The Times

The Human Times

Our comment:

Matthew Pinto-Chilcott, ACEL, FCIPD, Owner of Consensus HR comments: “This is another interesting story following many others that have been written since Brexit in relation to European laws and will be very informative when we know exactly what is staying and what is going within the HR, Employment Law world. Here is a recent blog we wrote back in January 2023 titled Sunak tries to head off rebels with pledge on EU law repeal

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:

25 04 2023

CBI hired ‘toxic’ staff

Matthew Chilcott Blog, Employment Law, General, Recruitment #CBI, #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The Confederation of British Industry (CBI) has admitted it hired “culturally toxic” staff and failed to fire those guilty of misconduct. The CBI said a failure to act allowed a “very small minority of staff with regressive – and, in some cases, abhorrent – attitudes towards their female colleagues to feel more assured in their behaviour, and more confident of not being detected.” CBI president Brian McBride said the lobby group had been “complacent” and apologised for “mistakes in how we organised the business that led to terrible consequences.” This comes following allegations of sexual misconduct at the CBI, including claims that two women were raped by colleagues. Law firm Fox Williams has been conducting an investigation into the CBI and, in response to its recommendations, the lobby group is hiring a chief people officer and all staff will complete compulsory anti-bullying and harassment training. Both the government and Labour Party have suspended engagement with the CBI, while a number of large companies have cut ties with the group or suspended their membership. Meanwhile, Chancellor Jeremy Hunt has said he could not “wait for a reincarnation of the CBI or the CBI itself to get back on its feet to engage with business,” adding “There’s no point engaging with the CBI when their own members have deserted them in droves. So, we want to engage with a body that speaks for business.”

BBC

Financial Times

The Guardian

CBI hired ‘toxic’ staff – Our Comments:

Matthew Pinto-Chilcott – FCIPD, ACEL, Owner of Consensus HR comments: “Who would have ever thought that the CBI – Confederation of British Industry would be the main news over the past few days when its used to represent 190,000 businesses and the CBI had been described by the Financial Times as “Britain’s biggest business lobby group”. The news that is currently coming out is alarming that such a key British Confederation as with any UK business can allow such practices to take place. To admit that it hired “culturally toxic” staff and failed to act! Business Owners, Managers, Employees all have a duty of care under the Health & Safety at Work Act 1974 to take the correct action for the wellbeing of team members as well as ensuring that the team are managed correctly and according to the Acas Code of Practice whilst acting as a reasonable employer. Poor management within any business will have severe consequences as shown at the CBI for both the business and team. Businesses need to ensure that the correct behaviour and attitudes are present within their businesses whilst carrying out workshops and development for the team so that they gain a thorough understanding of what is expected.

We help businesses with all their outsourced HR and ensure that throughout the employee lifecycle, the employees and business work to the law and best practice.

Contact us now

If you need support with the management of your team and ensuring you do not hire ‘toxic’ staff, 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

24 04 2023

Gen Z workers press ‘detonate’ on their lives.

Matthew Chilcott Employment Law, General, Recruitment #GenZ, #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Writing for the Sunday Times, Juliana Piskorz looks at how increasing numbers of young people are “daring to press ‘detonate’ on their lives, quitting stable jobs, ending secure relationships and cutting rental contracts in favour of an uncertain future.” She points to a “growing unease among millennials and Gen Z,” saying it is “nothing new” and has been “bubbling up” since the financial crisis “and the subsequent austerity measures that rendered many economic milestones unattainable.” Ms Piskorz cites Deloitte analysis from 2022 showing that 46% of Gen Z and 38% of millennials report feeling stressed or anxious all the time, with workplace pressures and the cost of living the most prominent factors driving disenchantment. She adds that, despite concern over financial security, 44% of Gen Z and 43% of millennials have recently quit their jobs because of their workloads.

The Sunday Times

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “We have written a number of blogs on GenZ and this recent article from the Sunday Times seems to further show what we have been hearing from clients and in general when networking. One of our previous blogs titled UK employers lure Gen Z workers discussed ways to attract GenZ workers such as finish early Fridays. All workers need to be treated as individuals and not as a number whilst ensuring all best practice management and HR is used to make them feel valued and appreciated.”

Further GenZ articles:

· Gen Z workers may be feeling the strain more than anyone

· Young people seek to make friends

Contact us now

Managing a team is never easy and Gen Z seem to be no different. If you need support, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

24 04 2023

Are you thinking of Outsourcing HR? | Consensus HR, Herts

Matthew Chilcott Blog, Employment Law, General #outsourcedHR, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, OutsourcingHR, Small Business, SME

Description: What to be aware of when outsourcing HR. It’s important to reap benefits and manage expectations. Insight from Consensus HR, working in Herts, Beds & Cambs

The Issues Involved With Outsourcing HR

There’s a common dilemma that faces many business owners: recruit or outsource?

This question applies to many specialist areas involved with running a business, including HR. Often the biggest consideration is cost, however there are many more aspects to think through.

1. Cost

Let’s tackle the most common factor first. Hiring an HR consultant may involve a higher ‘day rate’ than an employee. However, the ongoing costs and overheads involved with recruiting direct HR support make an internal solution more expensive.

2. Flexibility

Outsourcing offers ultimate flexibility. You also have the benefit of accessing professional HR advice when you need it. Linking this to the above point, you save money by using the support only when you need it. This could involve full HR support, ad hoc advice or a specific project.

3. Efficiency

When working with an HR consultancy, you engage HR professionals who can ‘hit the ground running’. There are no training or development costs involved. Your HR consultant is productive from their first day. There’s also a risk-free opportunity to increase your HR capacity should you need to as you don’t need a lengthy and costly recruitment drive.

4. Quality

When outsourcing your HR provision, you choose the consultancy offering the best fit for your business. The quality of their work is of paramount importance. However if you’re not happy with the work delivered, you have the option to move on … to choose a new HR partner. Be careful to avoid contracts with lengthy retainers. To avoid this issue, it’s best to discuss your expectations, reassuring everyone involved.,

5. Skills and Innovation

Are you looking for expert understanding of HR legislation? Would you like to consider new ways of managing your HR for optimum value and efficiency? Outsourcing your HR support draws upon current skills and experience of HR practices in a wide range of businesses. We’ll know the best HR solution for you!

6. Communication

It’s important that business owners are fully informed of ongoing HR issues. External support can be harder to reach than an employee who’s on site all the time. This situation is easily resolved by agreeing your preferred method of communication … phone, email, messaging? Plus talk about availability, especially if different working hours or time zones are included. The other aspect of communication is agreeing how outsourced HR support is introduced to the internal team and existing operations. Again, careful communication is the answer.

“When business owners approach us for HR support and advice, they appreciate the speed, knowledge and flexibility of our service,” says Matthew Pinto-Chilcott or Consensus HR. “If internal HR resource exists, we can support employees with specialist knowledge. Ultimately, we all want the best solution for each client’s business.”

Would outsourcing your HR work for you? Discover what’s involved! Contact us for an initial discussion without obligation.

Contact us now

If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

Are you thinking of Outsourcing HR? | Consensus HR, Herts, Beds, Cambs

20 04 2023

Half of business leaders – AI better than their staff

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

In the latest news, Half of business leaders – AI better than their staff

A poll of more than 1,000 business decision-makers by YouGov has found 44% of C-suite executives think AI could perform tasks to a similar or better quality than humans, illustrating how the technology could trigger a huge shake-up in the global workforce. Basic legal work is often cited as an area that could be hived off to AI, but Lubna Shuja, president of the Law Society, says “solicitors will continue to need soft skills that AI will not be capable of automating.” Meanwhile, economists believe such advanced technology could reverse productivity trends. Yael Selfin, chief economist at KPMG UK, says AI could bring an overall productivity boost of around 1.5%, while around 3% of all tasks could be carried out by AI. She adds that one in four jobs is poised to undergo a change in the way they are carried out as a result of machine learning. Elsewhere, a report in The Times focuses on concerns that artificial intelligence could threaten the future of lawyers, after research published this week by Thomson Reuters showed that 9% of large commercial law firms in the UK were either using generative AI such as ChatGPT, or planning on adopting it, compared with just 3% of firms in the US. Richard Susskind, chairman of the British Legal Technology Forum, predicts that smart systems and processes will perform many legal tasks more quickly, cheaply, and efficiently than lawyers. He forecasts that towards the end of the decade “great swathes” of lawyers’ work will be taken on by machines. However, Ravi Naik, of the law firm AWO, says documents produced by AI will always need to be reviewed by a human and should never be used to provide personalised advice based on a client’s specific circumstances.

The Times

City AM

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “We recently wrote a blog in March 2023 titled: –UK government to adopt ‘light touch’ rules around AI and now following many recent news stories and use of AI not being permitted within Recruitment, it is interesting to see that now they are predicting that AI will be used within the law industry within the future. I do note though at the end of this article they do say that it will “need to be reviewed by a human and should never be used to provide personalised advice based on a client’s specific circumstance”. Thankfully and as is currently, I cannot ever see HR making any use of AI as successful HR needs to always provide a personalised advice and service based on the business and clients’ specific circumstances, but I am sure many businesses will try! At Consensus HR we pride ourselves in the personal service we offer and if this interests you, then contact us now.

Contact us now

If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

20 04 2023

The Impact of Party Animal Posts

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

71% of hiring decision makers use social media to screen applicants. 54% of companies have eliminated a candidate based on their social media feed alone.

These research findings demonstrate the enormous impact of social media on the recruitment process. The Harris Poll also found that 24% of hiring decision makers are not likely to hire someone without an online presence.

LinkedIn is the platform most employers use to check candidates’ online presence; a LinkedIn profile is often seen as a second CV. However, all social media is usually researched and accounts are often easily visible unless settings are proactively changed to ‘private’.

One employer told The Harris Poll: “I do believe social media is a good screening tool to see how the candidate communicates with others in an informal setting and also as a way to screen for potential red flags.”

Another participant advised: “Work to keep your social media accounts current, especially LinkedIn, to reflect your current work experience and accomplishments. They should be free of profanity and inappropriate photos. Remove any posts that may contain personal attacks. It’s ok to share your views but keep them professional and appropriate.”

Matthew Pinto-Chilcott of Consensus HR says: “The job market is so competitive these days. Employers are being very specific on what they want in relation to qualifications and competences and are only taking on the best applicants. That means your social media presence whether it be Facebook, LinkedIn, Twitter, Instagram etc. must be absolutely spotless. The Facebook trawl is becoming standard practice in recruiting and something we use as part of the recruitment process.”

A Positive Impact

Social media profiles can have a favourable impact too. A research participant said: “One candidate’s application wasn’t so great, but her Facebook backed up all the voluntary work she claimed she did. We took her on, and she’s been one of our finest investments.”

Should Social Media Posts Matter?

“A candidate’s qualifications and experience should be an employer’s main focus,” explains Matthew. “However, character and how people portray themselves online are very important too.”

Social media posts can have a negative impact if they involve:

Inappropriate remarks and photos
Grammar and spelling mistakes
Complaining about previous employers
Bullying others online
Inconsistent history of jobs and experience

To summarise, whilst social media content may not be the deciding factor within the recruitment process it is hugely influential.

To discuss how social media can help your recruitment process, contact the Consensus HR team for an initial discussion.

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:

17 04 2023

Keeping Hold of a Personnel File and employee documents

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Handbook, Health & Safety, Investigations, Payrol #employeerecords, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The answer? In reality, this is such a diverse area that adapts to the area of HR you are enquiring about. Requirements differ between recruiting new employees, disciplinary & grievance records or performance reviews to name a few.

The Employment Practices Data Protection Code, published by the Information Commissioner’s Office, provides guidance on compliance with the Data Protection Act 2018. Originally produced in 2011, the ICO states that the code remains useful and relevant. It says that employers should “Only retain information on records that is still needed,” and should “eliminate personal information that is no longer of any relevance, once the employment relationship has ended.”

HR Record Retention: The Reality

The key factor is that detailed records should be kept only as long as is necessary for the purpose for which they were created. The Chartered Institute of Personnel offers a comprehensive summary of requirements and further information, (see ‘Retention of HR Records’).

Employers should establish and adhere to standard retention times for different categories of records. Organisations can therefore set their own retention periods. Retention times should be based on business need, considering relevant professional guidelines. For example:

National Minimum Wage records must be kept for three years after the pay reference period that follows the pay period that they cover.
Payroll wage/salary records (also overtime, bonuses, expenses) should be kept for six years from the end of the tax year to which they relate.
Grievance records should be kept for six months after employment.

A brief record of the grievance may be retained after detailed records are removed from an individual’s personal file. This includes information such as:

Nature
Relevant dates
Investigation
Type of resolution that was reached

Where possible all information about former workers should be kept anonymously. You may need to keep data after the termination of employment for the purposes of defending possible tribunal and court claims. In these circumstances, the time limits for bringing claims will inform the retention period. This timeframe is currently three months minus one day from the date the problem at work happened.

Employers should ensure that information is not retained for longer than is necessary without justification. Plus, when information is destroyed, this must be done securely

Information within HR Records

The Consensus HR team advises our clients to keep a personnel record for every employee containing the following details:

Name
Address
Date of birth
Sex
Education and qualifications
Work experience
National Insurance number
Tax code
Details of any known disability
Emergency contact details
Employment history with the organisation
Employment terms and conditions (e.g. pay, hours of work, holidays, benefits, absence)
Any accidents connected with work
Any training taken
Any Disciplinary / Grievance action

Would you like to ensure you are keeping the right details of your employees?

Are you confident you are complying with the legal retention requirement?

Contact the friendly experts at Consensus HR. Employment law is one of our specialist areas. Contact us for an initial discussion without obligation.

Contact us now

If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

12 04 2023

UK employers lure Gen Z workers

Matthew Chilcott Blog, Employment Contracts, Employment Law, General #Finishearlyfriday, #outsourcedhumanresources, #Terms&Conditions, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, SME, SME's

Bloomberg reports that a post-pandemic labour crisis and demands from young employees for a better work-life balance are forcing UK employers to improvise by offering “early finish Fridays” in a bid to fill vacant roles. There has been a sharp increase in postings offering shorter days on Friday, according to online jobs portal Adzuna. A total of 1,426 job ads on the site cited “early finish Friday” this March, compared to 583 in the same month five years earlier. Andrew Hunter, co-founder of Adzuna, said employees are “demanding more” from employers after the pandemic. “For jobseekers, a company offering early-finish Fridays signals that they are flexible in their attitude to working hours and care about their employees’ wellbeing — two factors of utmost importance in today’s jobs market,” Hunter said.

Bloomberg

My Comment:

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Back in February 2023, we wrote a blog titled: “Gen Z workers may be feeling the strain more than anyone “ where we discussed that Gen Z claimed they were the most stressed generation in the workplace together with a blog on the 23^rd February titled “Young people seek to make friends” where it was reported that social circles had shrunk since the Pandemic and that new employees were finding it hard to enter the workplace. This article from Bloomberg has shown a vast increase in employers offering “early finish Friday” to fill vacancies due to the current post pandemic labour shortage. This is interesting and may be an answer to some businesses who can offer this, but what is the final answer as since the Pandemic many employees wish to work Hybrid and not go into the office all week full time and others wish to return to the office. Business needs to ensure it is managed correctly so that the motivation of the team is maintained, and the business does not suffer due to bad moral, sales and team turnover and a best practice, reasonable and legal solution is found.”

Contact us now

Do you need help with your HR and Terms & Conditions of Employment for the team? If yes, 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:

Why Your Business Needs Employment Contracts

11 04 2023

CBI boss Tony Danker sacked over misconduct claims

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Investigations #ACAS, #misconduct, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

By Daniel Thomas & Simon Jack

BBC News

The boss of one of the UK’s largest business groups has been fired over complaints about his behaviour at work.

Tony Danker will leave the CBI following an investigation over his conduct towards a female employee.

Three other CBI employees have also been suspended “pending further investigation into a number of ongoing allegations”, the group said.

The group is also “liaising with the police” and said it would “co-operate fully with any police investigations”.

The BBC has approached Mr Danker for comment. He stepped aside in March after the CBI hired law firm Fox Williams to investigate his conduct.

People close to Mr Danker describe him as stunned by the CBI’s decision to dismiss him with immediate effect and no redundancy package.

BBC

HR Comments: CBI boss Tony Danker sacked over misconduct claims

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Catching up on the BBC news today and come across this story in relation to the CBI boss – Tony Danker being dismissed following complaints about his conduct at work towards a female employee.

Conduct is one of the fair reasons for dismissal under the Acas Code of Practice and in this case the alleged conduct was the conduct towards a female employee. We wait to see the full details of what the allegation was in relation to the conduct but last week, the Guardian newspaper reported sexual misconduct claims against CBI employees, including an allegation of rape at a summer boat party in 2019.

All allegations must be fully investigated and the Acas Code of Practice fully followed to ensure any Conduct issues are managed correctly and to the law so as to ensure reasonableness is given to all and ‘on the balance of probabilities’ – Civil Law.

Contact us now

Do you know how to ensure you are working to best practice and the law? If yes and we can help, 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:

11 04 2023

Government drops support for staff

Matthew Chilcott Blog, Employment Law, General, Health & Safety #outsourcedhumanresources, #thirdparty, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Government drops support for staff offence legislation

Downing Street has opted not to back legislation that would allow staff to sue their employers if they were offended by a rude customer. While employers are not liable for ‘third-party’ incidents, the Bill would make them responsible for staff being harassed by customers or the public. Senior MPs have raised concerns over the Liberal Democrat-sponsored Bill which has already cleared the House of Commons. MPs have argued that the Worker Protection Bill could be abused by business owners seeking to damage rivals. A government spokesman said: “We are aware of concerns raised by some parliamentarians about the balance the Bill strikes between protecting free speech and tackling harassment.”

The Daily Telegraph

The Mail

The Human Times

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Back on the 23^rd March 2023 we wrote a blog in conjunction with the HSE titled: ‘Protect your workers from violence and aggression about workers having to experience physical and mental abuse in the workplace from a third party and how business owners under the Health and Safety at Work Act have a legal duty to ensure, so far as reasonably practicable, the health, safety, and welfare of workers. This includes protecting them from work-related violence.

Every business must have a policy for managing health and safety. It is therefore vital that business owners and managers understand that although this legislation has been dropped, there is current legislation in place that covers your team and if you are not aware of this or how to implement / manage it that you contact a HR / Health & Safety professional.”

Contact us now

If you want to know what policies and procedures you need in place to protect your team from a third party? If yes, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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

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HR Advice

In our current Monthly blog Newsletter - April 2023, we have:

Are you thinking of outsourcing HR

Sick days reach a record high

The impact of Party Animal Posts

Keeping Hold of a Personnel File

UK employers lure GenZ workers

CBI hired ‘toxic’ staff

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Our comment:

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

CBI hired ‘toxic’ staff – Our Comments:

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

The Issues Involved With Outsourcing HR

1. Cost

2. Flexibility

3. Efficiency

4. Quality

5. Skills and Innovation

6. Communication

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

In the latest news, Half of business leaders – AI better than their staff

Contact us now

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.