HR Consultants

17 04 2025

HR Best Practice for Bank Holidays – Good Friday 2025 | Consensus HR in Herts & Beds

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

HR_Best_Practice_Good_Friday_2025_Illustrated

By Matthew Chilcott, Owner, Consensus HR

As the Easter weekend approaches, many businesses and employees look forward to some well-earned rest. Good Friday, falling on 18th April 2025, is a UK statutory bank holiday and presents an opportunity for employers to reflect on best practices when managing time off, employee rights, and maintaining a positive work culture.

At Consensus HR, we understand the importance of fair and consistent HR policies around bank holidays and annual leave. Whether you’re a small business or a growing organisation, ensuring compliance with UK Employment Law is essential.

Key HR Considerations for Good Friday and Bank Holidays:

✅ Holiday Entitlement – Under the Working Time Regulations 1998, full-time employees are entitled to a minimum of 28 days’ holiday per year, which may or may not include bank holidays depending on your contract terms.

✅ Pro-Rata for Part-Time Workers – Don’t forget that part-time staff should receive a pro-rata equivalent of paid leave, including bank holidays, to ensure fairness and avoid discrimination claims.

✅ Clarity in Contracts – Employment contracts should clearly outline how bank holidays are treated. Are they included in annual leave? Are employees required to work? Transparency avoids confusion and potential disputes.

✅ Religious Sensitivity – Good Friday holds religious significance for many. Employers should be mindful and respectful of employees’ beliefs and be prepared to consider reasonable adjustments where appropriate.

✅ Planning Ahead – HR teams should encourage managers to plan rotas in advance to avoid disruption during peak leave periods such as Easter and Christmas.

HR Keywords for Success:

HR compliance
Employment law advice
Holiday entitlement
Part-time holiday pay
Statutory leave
Workplace policies
Staff wellbeing
HR support for SMEs
Bank holiday employee rights
Managing employee leave

A Word from Matthew Chilcott, Owner of Consensus HR:

“At Consensus HR, we believe that consistent and compliant HR practices build trust and engagement across your team. Good Friday is a great time to reflect on how your business manages bank holidays, and to make sure your policies are working in both the business’s and your team’s best interests. A little planning goes a long way when it comes to building a positive company culture and avoiding unexpected HR challenges.”

– Matthew Chilcott, HR Consultant and Owner of Consensus HR

How Consensus HR Can Help:

Our retained HR services ensure your business has the support it needs to navigate all aspects of employee management, from holiday leave calculations and contract reviews to performance management and HR compliance.

Let us take the stress out of HR, so you can focus on running your business.

Let’s Connect:

📱 Follow us on social media for the latest HR tips and employment law updates:

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

📩 Or get in touch directly at: [email protected]
🌐 Visit us online: https://www.consensushr.com

Wishing you a peaceful and well-deserved break this Good Friday.
From all of us at Consensus HR – your partner in people management made simple.

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

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

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

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750

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

17 04 2025

Supreme Court Ruling on the Definition of a Woman | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Investigations, Training & Development #definitionofawoman, #supremecourt, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Consensus_HR_UK_Supreme_Court_Featured_Image (1)

Supreme Court Ruling on the Definition of a Woman: What It Means for UK Employers

By Matthew Chilcott – Owner, Consensus HR

In a landmark decision in April 2024, the UK Supreme Court has ruled in favour of maintaining the biological definition of a woman in legal terms for specific contexts. This ruling followed a high-profile case involving gender identity, equality rights, and the interpretation of the Equality Act 2010.

While this decision may appear legalistic, it has direct implications for UK employers, their HR policies, and workplace practices. At Consensus HR, we believe in supporting businesses of all sizes by keeping them up to date with employment law and HR compliance. As part of our retained HR services, all our clients’ Employee Handbooks are automatically updated to reflect the latest legal rulings—ensuring full compliance and clarity.

What Was the Supreme Court Case About?

The case centred around the Gender Recognition Reform Bill and the ability to define sex as either biological or acquired through legal means. The Supreme Court ruled that certain laws may continue to use the biological sex definition, which can influence how organisations implement equality, diversity, and inclusion (EDI) policies—especially in areas like recruitment, facilities provision, and single-sex services.

HR Implications for Employers:

This ruling highlights the need for businesses to regularly review and adapt their HR documentation, including:

Equality and Diversity Policies
Recruitment and Selection Procedures
Gender Identity Support Frameworks
Grievance and Disciplinary Procedures

Employers must strike a careful balance between upholding legal compliance and supporting a diverse and inclusive workplace culture. Missteps in policy application could lead to discrimination claims, employee relations issues, or reputational damage.

What This Means for Your Business:

With the legal definition of “woman” now clarified in certain legal contexts, organisations may need to update terminology and policy language to reflect this. HR teams should ensure:

Clarity and consistency in how terms like “sex” and “gender” are defined and used
That all managers are trained on inclusive and lawful practices
That any changes to policy are communicated clearly and sensitively to all employees

How Consensus HR Supports You:

At Consensus HR, we understand that changes in employment law—like this Supreme Court ruling—can cause uncertainty and confusion. That’s why all our retained clients benefit from:

✅ Automatic updates to their HR policies and Employee Handbooks
✅ Proactive guidance on complex employment law issues
✅ Tailored advice for sensitive workplace topics
✅ Training and support for people managers

Matthew Chilcott, Owner of Consensus HR, comments:

“The recent Supreme Court decision reinforces how quickly the legal landscape can shift. For employers, this is a reminder of the importance of regularly reviewing HR policies to ensure they’re legally compliant and fit for purpose. Our clients never have to worry—because we take care of it all for them.”

Final Thoughts:

Whether it’s a court ruling, legislative update, or cultural shift, HR practices must evolve. At Consensus HR, we’re here to prevent people problems and ensure your business remains legally compliant and employee-focused.

If you’re not yet a retained client and want to ensure your HR documentation is always up to date—without the headache—get in touch with us today.

📞 Call us or 📧 email us for a no-obligation chat about how we can support your business.

#HRCompliance #EmploymentLaw #EqualityAct2010 #UKSupremeCourt #HRSupport #EmployeeHandbook #GenderDefinition #DiversityAndInclusion #ConsensusHR #MatthewChilcott #RetainedHRServices

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16 04 2025

UK Government Extends Penalties for Hiring Illegal Workers to the Gig Economy | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Handbook #GIGEconomy, #illegalimmigrants, #illegalworking, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Government to Extend Penalties for Hiring Illegal Workers to Gig Economy

Author:
Matthew Chilcott – Owner, Consensus HR

Introduction:

The UK Government has announced a crucial change to employment law that will significantly impact the gig economy and businesses employing zero-hours and flexible workers. From now on, right-to-work checks must be carried out for all types of workers – including freelancers, temporary workers, and contractors. This move is designed to tackle illegal working practices and ensure that all individuals employed in the UK have legal status.

What’s Changing?

Previously, right-to-work checks were only required for traditional employees. Now, businesses across delivery services, beauty, construction, hospitality, and other gig-based sectors must ensure that all individuals they engage have the legal right to work in the UK.

Failure to comply could result in:

💷 Fines of up to £60,000 per illegal worker
🚫 Potential closure of business premises
❌ Director disqualification
⛔ Up to 5 years in prison

These enhanced penalties are intended to create a fairer employment environment and eliminate competitive advantages gained through non-compliance.

HR and Legal Compliance: What Employers Must Do:

With these new rules in place, it’s never been more important to ensure your HR systems and recruitment processes are fully compliant with UK employment law. Here’s what we recommend:

✔️ Conduct robust right-to-work checks for every worker – not just employees
✔️ Keep accurate, secure records of all identity documentation
✔️ Provide training for managers on legal recruitment practices
✔️ Regularly review and update your HR policies and contracts
✔️ Engage with an expert HR consultancy to guide you through legal requirements

Expert Comment from Matthew Chilcott – Owner, Consensus HR:

*“The extension of right-to-work checks into the gig economy is a positive move to prevent illegal employment and protect genuine workers.
At Consensus HR, we work closely with businesses to ensure their employment practices are compliant, clear, and fair – whether they hire permanent staff, contractors, or freelancers.
Don’t wait for a fine or inspection to realise your HR needs attention. Prevent problems before they start.”*

How Consensus HR Can Support You:

Whether you’re an SME, growing startup, or established organisation, we provide expert support in:

✅ Right-to-work compliance and checks
✅ Retained HR services
✅ HR audits and documentation reviews
✅ Policy writing and employment contracts
✅ Ongoing HR advice tailored to your sector

As an award-winning HR consultancy, we help business owners meet their legal obligations and create workplaces where teams thrive.

Contact Consensus HR:

Let us help you stay compliant and confident when employing workers in today’s complex landscape.

🌐 Website: www.consensushr.com
🔗 LinkedIn: Consensus HR on LinkedIn
🐦 Twitter (X): @ConsensusHR
📘 Facebook: Consensus HR on Facebook

Need HR advice now?
Reach out to our team today at www.consensushr.com or message us directly via our social media channels.

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

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

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16 04 2025

Monthly HR blog Newsletter – April 2025 | Consensus HR, Herts, Beds Copy

Matthew Chilcott Blog, General, Newsletter @sg1businessclub, #BTCstevenage, #HRNewsletter, #Stevenagebusineses, bedfordshire, Business, Business Owners, BusinessBuzzStevenage, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our March 2025 blogs. Here’s a selection of topics we covered:

Employment Rights Bill Amendments
Employment Law Newsletter – March-25
World Autism Acceptance Week: 31 March – 6 April:
World Down Syndrome Day 2025
Health & Safety Update
International Day of Happiness 2025

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!

Employment Rights Bill Amendments:

The UK Government has made amendments to the Employment Rights Bill, which the CIPD (Chartered Institute of Personnel and Development) believes provide greater clarity on key aspects, such as Statutory Sick Pay and collective consultations. While these updates offer some much-needed detail to help businesses prepare, concerns remain about the feasibility of certain provisions—particularly regarding zero hours contracts and trade union recognition.

To read the full blog,

CLICK HERE

Employment Law Newsletter – March-25:

In brief

Acas has published a report on neurodiversity at work written by researchers at Birkbeck, University of London. The report emphasises the importance of neurodiversity training and proactive action to support neurodivergent employees, noting that around 15 to 20% of adults are neurodivergent (with prevalence varying by condition, gender and industry).
The Department for Business and Trade has published the Governments response to the consultation Making Work Pay: creating a modern framework for industrial relations.
The Ministry of Justice has announced it proposes to increase selected court and tribunal fees from April 2025. Most of the fees in scope will be increased by 3.2%, reflecting the change in CPI between March 2023 and March 2024, but a “small number” will be increased by 13.5% to account for backdated inflation to March 2022.
The House of Lords Committee on Home-based Working has published a call for written evidence for its inquiry into the effects and future development of remote and hybrid working in the UK. The Committee is looking to understand the impact of this type of work on productivity and the broader consequences to the economy and communities. The deadline for submissions is 10.00am on 25^th April 2025.

To read our full blog:

CLICK HERE

World Autism Acceptance Week: 31 March – 6 April:

World Autism Acceptance Week: 31 March – 6 April | Supporting Neurodiversity in the Workplace

At Consensus HR, we are committed to creating inclusive workplaces where everyone, including autistic employees, can thrive. World Autism Acceptance Week (31 March – 6 April) is a crucial time to raise awareness and promote understanding of autism in the workplace.

Why Autism Acceptance Matters in Business:

Employers who embrace neurodiversity benefit from a workforce rich in different perspectives, problem-solving approaches, and innovation. However, for many autistic individuals, workplace challenges such as communication barriers, sensory sensitivities, and structured environments can make employment difficult. With the right HR policies and support, businesses can ensure all employees feel valued and empowered.

To read our latest blog:

CLICK HERE

World Down Syndrome Day 2025:

World Down Syndrome Day 2025: Promoting Inclusion & Workplace Equality:

By Matthew Chilcott, Owner, Consensus HR

On 21st March 2025, people worldwide will celebrate World Down Syndrome Day, a global awareness event recognised by the United Nations to advocate for the rights, inclusion, and wellbeing of individuals with Down syndrome.

At Consensus HR, we believe that workplaces should be inclusive, diverse, and supportive for all employees. Employers have a legal and moral responsibility to create an accessible and equal working environment, ensuring that individuals with Down syndrome and other disabilities have fair employment opportunities.

Why Is Workplace Inclusion Important?

Employing individuals with Down syndrome and other disabilities is not just about compliance with the Equality Act 2010—it brings significant benefits to businesses, including:

✔ Enhanced Team Culture – Diverse teams foster collaboration, empathy, and creativity.
✔ Improved Employee Morale – Inclusive workplaces promote a positive and supportive environment.
✔ Stronger Brand Reputation – Companies that embrace inclusivity are seen as ethical and forward-thinking.
✔ Access to a Wider Talent Pool – Hiring diverse candidates ensures valuable skills and unique perspectives are recognised.

Employer Responsibilities Under the Equality Act 2010

To read our full blog:

CLICK HERE

Health & Safety Update:

Manual handling at work: guidance on the law:

As an employer, you must protect your workers from the risks of manual handling injuries in the workplace.

You can find help with preventing these sort of risks in your workplace on our manual handling webpages.

We have a range of information and guidance for employers, including sections on assessing manual handling and training for workers.

There are also links to a variety of useful resources, which include our free-to-download publications:

To read our latest blog:

CLICK HERE

International Day of Happiness 2025:

International Day of Happiness 2025: How to Create a Positive Workplace:

By Matthew Chilcott, Owner, Consensus HR

On 20th March 2025, people across the world will celebrate the International Day of Happiness, a United Nations initiative recognising the importance of happiness and wellbeing in all aspects of life—including the workplace.

At Consensus HR, we know that a happy workforce is a productive workforce. Employers who prioritise employee wellbeing, engagement, and workplace culture see higher retention rates, reduced absenteeism, and improved performance. But how can businesses create a happier workplace?

To read our full blog:

CLICK HERE

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

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15 04 2025

World Parkinson’s Day – 11th April | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General #neurodiversity, #parkinsons, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

World Parkinson’s Day – 11th April: Why Employers Must Prioritise Inclusive HR Practices

By Matthew Chilcott – FCIPD, ACEL – Owner, Consensus HR

Every year on 11th April, World Parkinson’s Day raises awareness about Parkinson’s Disease, a progressive neurological condition affecting over 145,000 people in the UK. For employers and HR professionals, this day serves as a timely reminder of the importance of inclusive employment practices, reasonable adjustments, and compassionate workplace policies.

What Employers Need to Know:

Parkinson’s is classed as a disability under the Equality Act 2010, meaning that employees with Parkinson’s are legally protected from discrimination at work. HR professionals and line managers must ensure they are compliant with UK employment law and best practice HR policies in supporting employees who live with this condition.

Key HR Responsibilities Include:

Providing reasonable adjustments (e.g., flexible working hours, adapted duties)
Conducting regular occupational health assessments
Ensuring line manager training on disability awareness
Preventing discrimination and promoting diversity and inclusion
Creating a supportive wellbeing strategy within the workplace

Creating a Parkinson’s-Inclusive Workplace:

A robust HR policy framework is crucial to support team members affected by Parkinson’s. This includes not just those living with the condition, but also carers or family members who may require time off or flexible arrangements.

“At Consensus HR, we believe that inclusive and supportive HR practices are the backbone of a successful, people-focused business,” says Matthew Chilcott, Owner of Consensus HR. “Recognising days like World Parkinson’s Day helps to drive awareness and empathy within teams, and ensures that employers are not just compliant, but also genuinely supportive of their people’s individual needs.”

How Consensus HR Can Help:

At Consensus HR, we work with businesses across Hertfordshire, Bedfordshire, and beyond to create customised HR solutions that meet the legal and ethical needs of modern workplaces. Whether it’s implementing Equality Act-compliant HR policies, providing mental health and wellbeing training, or offering HR audits to assess inclusivity, we help businesses build workplaces where everyone can thrive.

If you’re unsure how to support employees with Parkinson’s or want to review your existing policies, now is the time to act.

📞 Get in touch:

Let’s build a workplace that supports everyone.

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

📲 Follow Us on Social Media:

🔗 LinkedIn – Consensus HR
🔗 Facebook – Consensus HR
🔗 Twitter/X – @ConsensusHR

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15 04 2025

The Do’s and Don’ts: Neonatal Leave | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #BTCstevenage, #consensus hr, #consensushr, #Dos&Dont's, #neonatalcare, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, SME, SME's

A Guide for Business Owners & Managers

From April 2025, the Neonatal Care (Leave and Pay) Act 2023 will come into effect, giving eligible parents up to 12 weeks of paid neonatal leave, separate from other parental leave.

At Consensus HR, we’re helping businesses prepare with this essential guidance:

✅ DO:

Update your HR policies to reflect the new entitlement.
Communicate clearly with staff about the change.
Train line managers to handle sensitive conversations with empathy.
Track absences correctly – neonatal leave is separate.
Provide wellbeing support and signpost resources.
Stay compliant and ahead of legal obligations.

❌ DON’T:

Don’t treat it as ‘optional’ – this is a statutory right.
Don’t delay responding to requests or policy updates.
Don’t assume every situation is the same – families need different support.
Don’t underestimate the impact of poor implementation on morale.

“This is an incredibly important and compassionate step forward in employment law. As a business owner or manager, recognising and respecting neonatal leave is not only a legal obligation, but also a chance to show your team that you care.”
— Matthew Chilcott, Owner – Consensus HR

📘 Learn More:

GOV.UK Neonatal Leave Overview
ACAS Guidance on Neonatal Leave
Neonatal Care (Leave and Pay) Act 2023 – Full Legislation

📞 Need help updating your HR policies?

Contact Consensus HR today – your outsourced HR partner for clear, compliant, and people-first HR.

🌐 Website
📘 Facebook
🐦 Twitter / X
🔗 LinkedIn
📸 Instagram

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

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

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10 04 2025

Did You Know? HR Fact 5: The National Minimum Wage Increases Every Year | Consensus HR in Herts & Beds

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

Did You Know?

Did You Know that HR laws and regulations are constantly evolving, and staying informed is crucial for every business. Each week, we share an essential HR fact to help you navigate employment law, avoid costly mistakes, and create a fair, compliant workplace.

Fact 5: The National Minimum Wage Increases Every Year:

Did you know that the UK National Minimum Wage and National Living Wage rates change every April? Employers must ensure they are paying staff the correct rates to avoid fines and reputational damage.

Matthew Chilcott, Owner of Consensus HR, comments: “Staying up to date with wage legislation is critical for businesses. Failing to pay the correct wage can lead to penalties and legal action.”

Previous Weeks Facts:

Fact 1: Unfair Dismissal Claims Can Be Costly

Fact 2: Contacts of Employment must be given on day one of employment or prior.

Fact 3: Employees accrue holiday pay when sick

How Consensus HR Can Help:

HR compliance is crucial for any business, and at Consensus HR, we provide expert advice and support to help companies stay legally compliant while fostering a positive work environment.

📌 For expert HR support, visit: www.consensushr.com

Follow Consensus HR for more HR facts and updates: 🔹 LinkedIn: Consensus HR 🔹 Twitter/X: @ConsensusHR 🔹 Facebook: Consensus HR

🚀 Stay compliant, avoid legal risks, and create a thriving workplace with Consensus HR!

Our Range of Services

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

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

Your Outsourced Human Resources (HR) Department.

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10 04 2025

👩‍👦 Siblings Day – 10th April 2025 | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Health & Safety, Newsletter @sg1businessclub, #BTCstevenage, #worldsiblingsday, Business, Business Owners, BusinessBuzzStevenage, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

What Employers Can Learn About Team Dynamics from Sibling Relationships:

By Matthew Chilcott – Owner, Consensus HR

While Siblings Day is often celebrated as a personal occasion to honour the bonds between brothers and sisters, it also offers a valuable opportunity to reflect on how relationships at work mirror the dynamics we experience in family life.

At Consensus HR, we believe that healthy, respectful relationships in the workplace are the foundation of a strong, successful team.

How sibling-style dynamics show up at work:

Just like in families, workplace teams often include a mix of personalities – some more dominant, some more nurturing, and others who thrive quietly in the background. HR professionals regularly encounter situations where team conflict, communication breakdown, or favouritism can affect morale and productivity.

By recognising these patterns, businesses can take proactive steps to:

Promote equality and fairness
Encourage open communication
Support conflict resolution
Develop strong, inclusive workplace cultures

The HR perspective: Supporting team relationships:

At Consensus HR, we work with our clients to build tailored HR strategies that support healthy team dynamics, including:

Effective performance management systems
Training in emotional intelligence and leadership development
Clear grievance procedures and resolution pathways
Ongoing team development workshops

These tools help ensure that every team member – just like in a family – feels heard, valued, and respected.

A word from Matthew Chilcott, Owner:

“Siblings Day is a great reminder that every workplace is a network of relationships. Whether you’re managing a team of five or fifty, understanding how people interact is key to creating a thriving workplace. At Consensus HR, we support businesses to turn people problems into positive outcomes through practical, compliant, and people-focused HR solutions.”

Is your team dynamic working well?

If you’ve noticed team tensions, poor communication, or low morale, it might be time to reassess how your business supports working relationships. With the right HR policies and procedures, you can strengthen team cohesion and performance.

📞 Contact Consensus HR today to discuss how we can help support your team through professional and proactive HR support.

Follow us for more HR advice and updates:

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💼 LinkedIn
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🧠 Google Reviews

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

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

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09 04 2025

Consensus HR Wins SME-Focused HR Consultancy | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Newsletter @sg1businessclub, #BTCstevenage, #Hertfordshirebusiness, #Stevenagebusineses, Business, Business Owners, BusinessBuzzStevenage, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Consensus HR Wins SME-Focused HR Consultancy of the Year 2025 – Home Counties

Presented by Corporate Vision

We are proud to announce that Consensus HR has been awarded SME-Focused HR Consultancy of the Year 2025 – Home Counties by Corporate Vision. This prestigious recognition celebrates our continued dedication to providing outstanding HR support for SMEs across the region.

Practical, Professional HR Support for SMEs:

At Consensus HR, our mission is to deliver bespoke HR services that are practical, legally compliant, and tailored to the needs of small and medium-sized enterprises (SMEs). We understand the balancing act business owners face when managing teams while running a business—and we’re here to help.

Our services include:

Employment law advice
Performance management and appraisals
Disciplinary and grievance support
HR documentation and compliance audits
Workplace mental health guidance

By offering jargon-free, commercially focused solutions, we help you prevent people problems before they arise.

Recognition for Outstanding HR Services:

This award is a huge honour and a reflection of the incredible businesses we work with. Your trust and commitment to best practice HR make what we do possible.

A message from our founder, Matthew Chilcott:

“This isn’t just a win for Consensus HR—it’s a win for our clients. Thank you for allowing us to be part of your journey. Together, we’re building stronger, more effective workplaces.”

Previous HR Industry Awards:

We’re also proud to have previously been recognised for our contributions to HR consultancy and innovation, including:

🏆 SME News Southern Enterprise Award Winner 2023
🏆 SME News Business Elite Awards Winner 2022 – Leading Innovators in HR Solutions – South England
🏆 SME News UK Enterprise Awards Winner 2021 – Best HR Consultancy – Home Counties

Each award reinforces our belief that straightforward, effective HR can make a big difference to a business’s success.

Let’s Connect:

We love helping SMEs build workplaces that are productive, positive, and compliant. If you’re ready to elevate your HR approach, get in touch today.

📞 Contact us: www.consensushr.com

📣 Follow us on social media:

💼 LinkedIn
📘 Facebook
🐦 X (Twitter)
📸 Instagram

Thank you to our amazing clients and partners, and to Corporate Vision for this fantastic recognition. We look forward to continuing to support businesses throughout 2025 and beyond.

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:

08 04 2025

Employment Tribunal Claims Surge | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General @sg1businessclub, #bedfordbusiness, #BTCstevenage, #employmenttribunal;, #hertfordshirebusinesses, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

📊 Employment Tribunal Claims Surge: Key HR Insights from Q3 2024/25

By Matthew Chilcott – Owner, Consensus HR

The Ministry of Justice (MOJ) has released the latest Employment Tribunal statistics for the third quarter of 2024/25 (October–December 2024), revealing a sharp rise in employment disputes across the UK. This data underscores the increasing importance of HR compliance, clear documentation, and effective people management to avoid costly claims.

📌 Headline Figures from Q3 2024/25:

A total of 26,000 Employment Tribunal (ET) claims were received.
ET claims have increased by 35.7% year-on-year compared to Q3 2023/24.
Key increases between Q2 and Q3 2024/25 include:
- 🛑 Redundancy (failure to inform and consult) – up 50%
- 📄 Breach of contract – up 10.8%
- ⚖️ Unfair dismissal – up 10.4%
- ✍️ Failure to provide a written statement of employment particulars – up 5.2%
- 🧑‍🤝‍🧑 Discrimination claims:
  - Sex – up 12.3%
  - Race – up 12.6%
  - Sexual orientation – up 13.3%
  - Age – up 12.8%

📎 View the full report on GOV.UK

🧐 What These Employment Law Statistics Reveal

📉 Redundancy Claims – A Call for Better Consultation

The 50% surge in redundancy-related tribunal claims shows that many employers are not fulfilling their legal duties to consult employees during restructures. With the ongoing cost-of-living crisis, businesses must ensure redundancy processes are handled sensitively and legally to avoid tribunal risk.

📑 Breach of Contract & Missing Terms

A rise in breach of contract claims (up 10.8%) and missing written particulars (up 5.2%) points to a worrying trend in contract management. Under Section 1 of the Employment Rights Act 1996, all employees must receive a written statement of terms on or before day one. Failure to comply could now cost up to £2,876 per employee from April 2025.

⚖️ Rise in Workplace Discrimination Claims

Discrimination based on sex, race, age, and sexual orientation saw double-digit increases. This reflects greater awareness of employee rights and a willingness to challenge unlawful treatment. Employers must prioritise Equality, Diversity & Inclusion (EDI) training and robust HR policies to avoid breaches.

💬 Matthew Chilcott, Owner – Consensus HR, Comments:

“The continued rise in Employment Tribunal cases is a red flag for UK businesses.

From redundancy consultation to issuing accurate employment contracts and tackling workplace discrimination, the message is clear: prevention is better than cure.

Businesses must ensure their HR documentation, processes, and leadership training are fully compliant and fair. At Consensus HR, we help organisations navigate these challenges before they become costly claims.”

✅ HR Takeaways for Employers

Always consult properly during redundancies.
Issue contractual documentation to all staff on day one.
Keep disciplinary and grievance procedures up to date.
Provide EDI training to all employees and managers.
Seek expert HR advice before acting on any contractual change or dismissal.

🤝 How Consensus HR Can Support Your Business

At Consensus HR, we offer tailored HR consultancy services to help businesses manage all aspects of employment law compliance, including:

Writing and reviewing contracts of employment
Conducting redundancy consultations
Handling grievances and disciplinary procedures
Delivering HR training workshops
Supporting with tribunal preparation and representation

Let us help you stay compliant and prevent people problems before they escalate.

📲 Stay Connected with Consensus HR

This article is intended for informational purposes only and does not constitute legal advice. For tailored support, please contact Consensus HR directly.

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

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

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07 04 2025

World Health Day – 7th April 2025 | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Health & Safety @sg1businessclub, #BTCstevenage, #worldhealthday, Business, Business Owners, BusinessBuzzStevenage, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

🌍 World Health Day – 7th April 2025

Supporting Employee Wellbeing at Work
By Matthew Chilcott – Owner, Consensus HR

Every year on 7th April, World Health Day is celebrated across the globe to raise awareness of important health issues. At Consensus HR, we believe this is a great reminder for businesses to reflect on how they support the health and wellbeing of their teams.

Why does employee health matter?

Healthy employees are happier, more productive, and more engaged. Looking after the physical and mental health of your team is not just the right thing to do – it’s also good for business. A strong approach to employee wellbeing helps to reduce absenteeism, improve morale, and build a positive workplace culture.

The role of Businesses, Managers & HR in promoting wellbeing:

As business professionals, we work with businesses to create and implement policies that support both the mental health and physical health of employees. This includes:

Providing access to Employee Assistance Programmes (EAPs)
Promoting flexible working arrangements
Conducting regular wellbeing check-ins
Ensuring managers are trained to spot signs of stress and burnout
Having clear, supportive absence management and occupational health procedures

Matthew Chilcott, Owner, says:

“World Health Day reminds us that our people are our most valuable asset. At Consensus HR, we work with companies to develop tailored HR solutions that support wellbeing and encourage a culture where health, in all its forms, is a priority. We help our clients reduce people problems before they become serious issues.”

A few ways to support health in your business today:

Encourage employees to take regular breaks
Promote open conversations about mental health
Offer healthy snacks in the workplace
Arrange walking meetings or lunchtime activities
Review and update your health and safety policies

Need help supporting your team’s wellbeing?

If you’re unsure where to start or want to improve your current approach, Consensus HR can help. We provide practical HR support and advice that aligns with current employment law and best practice.

📞 Contact us today to find out how we can help your business prioritise employee health and wellbeing.

Follow Consensus HR for more HR tips and insights:

🌐 Website
💼 LinkedIn
📘 Facebook
🐦 X / Twitter
🧠 Google Reviews

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 04 2025

Employment Law Cases in the UK – 3 | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Investigations, Training & Development #bedfordshirebusinesses, #consensus hr, #consensushr, #discrimination, #hertfordshirebusinesses, #princess, #sexual discrimination, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Employment law in the UK has seen a myriad of unique and unprecedented cases that highlight the complexities of workplace relations. Below is just one of our weekly Employment tribunal (ET) cases, detailing the circumstances, outcomes, and financial awards where applicable.

3. Bisexual Barman Called ‘Princess’ Wins £10,000

In January 2025, Scott Duncan, a bisexual bar worker, was awarded £10,000 after his boss repeatedly called him a “princess” and made other derogatory remarks. The tribunal ruled that this created a degrading work environment.

Matthew Chilcott, Owner of Consensus HR, Comments:

“These cases highlight just how crucial it is for businesses to have the correct HR procedures in place. Discrimination, unfair dismissals, and wrongful terminations can cost companies significant amounts in legal fees and compensation—and more importantly, they damage reputations. At Consensus HR, we work closely with businesses to ensure they are legally compliant and create positive workplace environments that prevent these kinds of disputes from arising. Taking proactive HR measures is key to avoiding costly mistakes.”

How Consensus HR Can Help:

These cases demonstrate why having a strong HR foundation is vital for employers and employees alike. At Consensus HR, we provide expert HR support, employment law compliance, and tailored business solutions to help companies stay legally compliant and protect their employees.

📌 For expert HR support, visit: www.consensushr.com

Follow Consensus HR for updates on UK employment law:

LinkedIn: Consensus HR LinkedIn
Twitter/X: @ConsensusHR
Facebook: Consensus HR Facebook

🚀 Stay compliant, avoid legal risks, and create a positive work environment with Consensus HR!

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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