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23 10 2024

SME-Focused HR Consultancy of the Year 2024 – Home Counties

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusiness, #consensushr, #HRAdvice, #HRSupport, #SMEAwardHR, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Consensus HR: Award-Winning HR Consultancy in the Home Counties

At Consensus HR, we are delighted to announce our recent win of the prestigious SME-Focused HR Consultancy of the Year 2024 – Home Counties, awarded by Corporate Vision. This recognition solidifies our commitment to providing tailored, people-focused HR solutions for businesses across the region, helping employers to navigate complex HR challenges effectively.

Our journey of excellence doesn’t stop there. Over the years, we have consistently been recognised for our innovative and client-centric approach. Here are some of the accolades we have proudly received:

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

CLICK HERE for full details of our award.

These awards reflect our ongoing dedication to offering comprehensive HR services, whether it’s handling day-to-day employment issues, ensuring compliance with ever-changing legislation, or supporting businesses through strategic development.

At Consensus HR, we pride ourselves on being more than just an HR service provider. We become a vital extension of your team, delivering practical, commercial, and bespoke HR solutions that align with your business objectives.

Why Choose Consensus HR?

As an award-winning consultancy, we support businesses of all sizes, ensuring they are fully compliant with employment law while helping them foster a positive workplace culture. Whether you need assistance with recruitment, employee relations, or implementing effective HR policies, our experienced team is here to guide you every step of the way.

If you’re looking for an HR partner that truly understands the needs of SMEs and delivers expert, hands-on support, contact us today. With Consensus HR by your side, your business can confidently navigate the complex world of HR, ensuring that you focus on what you do best – running your business.

For more details about our award-winning services, visit www.consensushr.com.

Do you need help with your HR and Employment Law?

If you find it hard to keep on top of HR and Employment Law changes and manage a team, give us a call / email now to talk about how we can help you Prevent People Problems. Consensus HR | Your Outsourced Human Resources & Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems.” – 01438 576750.

Click Here

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

At Consensus HR, we ensure that our clients do not make assumptions when it comes to the performance / abilities of team members and that if identified, we seek the member of teams consent to write to a relevant medical professional to obtain support and advice and any reasonable adjustments needed to ensure what is possible is provided. If you manage a team / business and find it hard to keep on top of changing Employment Law and best practice and wish you could outsource it to a HR Charity for a small monthly investment, give us a call now for a non-obligatory conversation. Consensus HR | Your Outsourced Human Resources and Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems – 01438 576750.

23 09 2024

The Importance of Transparency in HR | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #consensus hr, #consensushr, #HR Herts, #HRAdvice, #HRblog, #HRSupport, #networkinbeds, #outsourcedemploymentlaw, #transparency, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, SME, SME's

The Importance of Transparency in HR: A Key to Building Trust and Success

By Matthew Chilcott, Owner of Consensus HR

In today’s business landscape, transparency is not just a buzzword—it’s a necessity. Whether you’re a small startup or a large corporation, the way your Human Resources (HR) department operates can significantly impact your company’s culture, employee satisfaction, and overall success. At Consensus HR, we firmly believe in the power of transparent HR practices and is part of the reason, we partnered up with Breathe HR and to become a client of Consensus HR with Breathe HR IT support, Click Here . But why is transparency so important, and what could be the consequences if it’s not embraced?

Why Transparency in HR Matters:

Building Trust and Engagement
Transparency fosters trust. When HR policies, decisions, and actions are clear and communicated openly, employees feel respected and valued. They understand the company’s goals, their roles, and how they contribute to the bigger picture. This not only builds trust but also enhances engagement, leading to higher productivity and employee retention.
Encouraging Open Communication
A transparent HR team sets the tone for open communication across the organisation. Employees are more likely to voice concerns, provide feedback, and share innovative ideas when they know they will be heard without judgment. This open dialogue helps address issues before they escalate, creating a healthier, more collaborative work environment.
Enhancing Decision-Making
Transparent HR practices ensure that decisions are made fairly and based on consistent criteria. When employees understand the ‘why’ behind decisions—whether it’s related to promotions, disciplinary actions, or policy changes—they are more likely to accept and respect those decisions, even if they don’t always agree.
Compliance and Risk Management
Transparency is also crucial from a legal perspective. Clear HR policies and procedures help ensure compliance with employment laws and regulations, reducing the risk of legal disputes. Employees who are well-informed about their rights and responsibilities are less likely to engage in behaviours that could lead to costly litigation.
Creating a Positive Workplace Culture
Transparency is at the heart of a positive workplace culture. It signals that the company values honesty and integrity, setting a standard that influences how employees interact with each other. A transparent workplace is often seen as more inclusive, fair, and respectful qualities that are highly attractive to current and prospective employees.

AI in the Workplace| Consensus HR in Herts & Beds

The Consequences of a Lack of Transparency in HR:

Failing to be transparent can have significant negative repercussions:

Erosion of Trust
When HR policies and decisions are shrouded in secrecy, employees may begin to distrust management. This distrust can quickly spread, leading to a toxic work environment where rumours and misinformation thrive. Employees may feel unsupported, undervalued, and anxious about their future within the company.
Low Morale and Engagement
A lack of transparency can result in low employee morale and disengagement. When employees feel they are being kept in the dark, their motivation to contribute and go the extra mile diminishes. This can lead to higher absenteeism, lower productivity, and increased turnover—none of which are good for business.
Increased Conflict and Miscommunication
Without transparency, misunderstandings and conflicts are more likely to occur. Employees may feel their concerns are ignored, or they may misinterpret company actions, leading to unnecessary disputes. This not only disrupts the workplace but also takes up valuable management time that could be spent on more strategic initiatives.
Reputational Damage
In today’s digital age, news travels fast. A company that is seen as opaque or dishonest in its dealings can quickly gain a bad reputation, making it difficult to attract and retain top talent. Moreover, reputational damage can extend beyond employees to customers, partners, and investors, potentially impacting the bottom line.
Legal and Financial Risks
Non-transparent HR practices can open the door to legal challenges, such as claims of unfair treatment, discrimination, or wrongful termination. These disputes can be costly, not just financially but also in terms of time and damage to employee relations.

Our HR comment: The Importance of Transparency in HR | Consensus HR in Herts & Beds

Our HR comment / Advice: –

At Consensus HR, we are committed to helping businesses develop transparent HR practices that build trust and foster a positive work environment. From clear communication strategies to robust policy development, our team of experts works closely with businesses to ensure their HR functions are open, fair, and effective.

Whether you need assistance with policy reviews, management training, or employee relations, we provide tailored HR solutions designed to meet your business’s unique needs. Our goal is to help you create a workplace where transparency is not just an ideal but a daily reality.

Final Thoughts:

Transparency in HR is more than just good practice; it’s a vital component of a thriving business. By embracing open and honest HR practices, companies can build stronger relationships with their employees, foster a positive workplace culture, and protect themselves from unnecessary risks. Conversely, a lack of transparency can erode trust, lower morale, and lead to significant operational challenges.

If you’re looking to enhance transparency within your HR practices, don’t hesitate to reach out to us at Consensus HR. Let’s work together to create a more open, engaged, and successful workplace.

Feel free to contact us at Consensus HR for more information on how we can support your business with transparent and effective HR solutions.

About the Author
Matthew Chilcott is a leading HR consultant with Consensus HR, dedicated to helping businesses navigate the complexities of modern HR challenges, including the rise of AI in the workplace. For more information, visit Consensus HR.

If we can help you in any way, give us a call or send us an email today for a non obligatory chat.

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:

Click Here

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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12 08 2024

Understanding the New “Fire and Re-hire” Code of Practice in the UK | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #consensushr, #fireandrehire, #HRAdvice, #HRSupport, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

In recent years, the practice of “fire and re-hire” has garnered significant attention and debate. This controversial approach, where employers dismiss staff and subsequently re-engage them on less favourable terms, has led to numerous concerns regarding employee rights and the balance of power in the workplace. At Consensus HR, we believe in providing clear and practical guidance to navigate these changes effectively.

What is “Fire and Re-hire”?

“Fire and re-hire,” formally known as Dismissal and Re-engagement, is a process used by employers to modify the terms of employment contracts. While sometimes necessary to adapt to changing business conditions, this practice can be seen as undermining employee security and trust. Consequently, it has drawn significant scrutiny from both employees and policymakers.

The New Statutory Code of Practice

Earlier this year, the UK Government announced the introduction of a new statutory Code of Practice on Dismissal and Re-engagement, aiming to regulate the use of “fire and re-hire” practices. This Code of Practice is designed to ensure that any changes to employment terms are conducted fairly and transparently, protecting employees from unfair treatment.

UK Government says workers 'need to be able to switch off' | Consensus HR in Herts & Beds

Key Elements of the Code of Practice:

Transparent Communication:
- Employers are required to engage in clear, honest, and timely communication with employees about any proposed changes to their terms of employment.
- Employees should be given ample opportunity to understand the reasons behind the changes and how they will be affected.
Fair Consultation Process:
- A thorough consultation process must be conducted, allowing employees to voice their concerns and provide feedback on the proposed changes.
- Employers must consider alternative options and negotiate in good faith to reach a mutually acceptable agreement.
Reasonable Notice:
- Adequate notice periods must be provided to employees before any changes are implemented.
- This ensures that employees have sufficient time to adapt to the new terms or seek alternative employment if necessary.
Legal Compliance:
- The Code of Practice emphasizes the importance of adhering to existing employment laws and regulations.
- Employers must ensure that any changes do not violate contractual obligations or statutory rights.
Support Mechanisms:
- Employers should offer support mechanisms, such as retraining or redeployment opportunities, to help employees transition smoothly to the new terms.

Impact on Employers and Employees

For employers, the introduction of this Code of Practice means a more structured and transparent approach to making contractual changes. While it may involve additional administrative steps, the benefits of maintaining a motivated and engaged workforce far outweigh the costs. Employers who adhere to these guidelines are likely to see improved employee relations and reduced conflict.

For employees, the new Code of Practice offers a layer of protection against arbitrary changes to their employment terms. It ensures that their voices are heard, and their rights are respected throughout the process. Employees can now expect greater transparency and fairness when facing potential changes to their contracts.

How Consensus HR Can Help

At Consensus HR, we understand that navigating these changes can be challenging for both employers and employees. Our team of experienced HR professionals is here to provide support and guidance tailored to your specific needs. Whether you need assistance with consultation processes, communication strategies, or legal compliance, we are here to help you every step of the way.

Our HR comment:

Understanding the New “Fire and Re-hire” Code of Practice in the UK | Consensus HR in Herts & Beds

Matthew Chilcott Owner of Consensus HR comments: “The new “fire and re-hire” Code of Practice marks a significant step towards fairer employment practices in the UK. By promoting transparency, fairness, and compliance, this Code aims to protect employees while allowing businesses to adapt to changing circumstances. At Consensus HR, we are committed to helping you navigate these changes effectively, ensuring a positive and productive workplace for all.

For more information or to discuss how these changes may impact your organisation, please contact us today. Together, we can build a fair and resilient workforce for the future.”

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:

Updated guidance on the new sexual harassment legislation – Consensus HR in Herts, Beds

23 07 2024

Updated guidance on the new sexual harassment legislation – Consensus HR in Herts, Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #HRAdvice, #HRSupport, #networkinbeds, #sexual discrimination, #sexual harassment, #sexualharassment, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

The Equality and Human Rights Commission (EHRC) has released updated guidance on the new sexual harassment legislation, which takes effect on October 26, 2024. This new guidance introduces a mandatory duty for employers to take “reasonable steps” to prevent sexual harassment in the workplace. Key points include:

1. Preventative Duty:

Employers must actively prevent sexual harassment by their own employees as well as third parties, such as clients and customers. This duty does not extend to other forms of harassment or discrimination under the Equality Act 2010 (Clyde & Co) (DLA Piper).

2. Enforcement and Compensation:

If an employer fails to meet this preventative duty, they could face enforcement actions by the EHRC. Additionally, employment tribunals can increase compensation by up to 25% in successful sexual harassment claims where the employer is found to have breached this duty (Equality and Human Rights Commission) (DLA Piper).

3. Reasonable Steps:

What constitutes “reasonable steps” will vary depending on the size and resources of the employer. Steps may include conducting risk assessments, updating policies, training employees, and implementing effective reporting mechanisms (Equality and Human Rights Commission)

4. Consultation:

The EHRC is currently seeking feedback on the updated guidance, with the consultation period running until August 6, 2024 (DLA Piper).

Our HR comment:

Our Comments: – Updated guidance on the new sexual harassment legislation – Consensus HR in Herts, Beds

Matthew Chilcott, Owner of Consensus HR comments: “We have written a number of blogs on this subject which can be seen below, and Employers are advised to proactively assess risks and implement measures to prevent sexual harassment, ensuring compliance with the new legal requirements by the October 2024 deadline whilst ensuring behaviours within their companies and its culture follows best practice and the law.”

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

18 07 2024

Kings Speech – July 2024 – what does it mean to businesses and their HR? | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #hertfordshirebusinesses, #HRSupport, #kingsspeech24, #networkinbeds, #outsourcedHR #HRADvice, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Following the King’s Speech on Wednesday 17^th July 2024, Consensus HR noticed several implications for Human Resources (HR) within businesses in the UK. As expected, the speech outlined the new government’s (Labour) priorities and legislative agenda under Prime Minister Keir Starmer’s administration. Here are some of the key points relevant to HR:

1. Employment Law and Workers’ Rights:

- There are plans to strengthen workers’ rights, including proposals for fairer wages and better working conditions. This includes potentially increasing the minimum wage and ensuring more secure contracts for workers.
- The government is also focusing on improving parental leave and flexible working arrangements to support work-life balance.

2. Skills and Training:

- Emphasis is being placed on upskilling the workforce. Businesses may need to invest more in training and development programs to align with government initiatives aimed at enhancing productivity and innovation.

3. Diversity and Inclusion:

- There is a renewed commitment to promoting diversity and inclusion in the workplace. This includes measures to close gender and ethnicity pay gaps and to ensure equal opportunities for all employees.

4. Health and Well-being:

- The government intends to enhance mental health support within workplaces. Employers might need to implement more comprehensive health and well-being programs to comply with new regulations and support their employees’ mental health

5. Regulatory Changes:

- - There will be updates to existing employment regulations to ensure they are fit for the modern workplace, particularly in the context of remote and hybrid working arrangements.

6. Environmental Policies:

- - The government’s push towards a greener economy means businesses might need to adopt more sustainable practices. This could involve changes in how businesses operate and manage their resources, impacting HR policies related to sustainability training and green initiatives.

Our HR comment:

Kings Speech – July 2024 – what does it mean to businesses and their HR? | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: – “It was great to finally hear the Kings Speech and what the new Government has planned initially when it comes to HR. These changes will necessitate staying updated with new legislation, revising company policies, and ensuring compliance with the upcoming regulations. We will ensure that our client’s businesses are prepared for these adjustments by engaging with and enhancing their HR strategies to meet the evolving needs of the workforce whilst working to best practice and the currently ever-changing Employment Law.”

For more detailed information, you can refer to the original announcements from the government and various news sources (moneyweekuk) (GOV.UK).

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:

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:

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