Monthly HR blog Newsletter – July 2024 | Consensus HR, Herts, Beds
Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our June 2024 blogs. Here’s a selection of topics we covered:
- HR Consultancy Firm Of The Year – 24/25 – Consensus HR in Herts
- Managerial Skills: Success Essentials | Consensus HR in Herts & Beds
- Disability in the UK Workforce
- When using a Settlement Agreement to settle a dispute in the UK | Consensus HR in Herts, Beds
- Possible financial, reputational, repercussions of not following professional qualified and accredited HR & Employment law Advice | Consensus HR in Herts, Beds
- Reasonable Adjustments re Disability Discrimination | Consensus HR
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!
HR Consultancy Firm Of The Year – 24/25 – Consensus HR in Herts
Wow!!The judges were particularly impressed by the customisation of services available from the experts at Consensus HR, especially for their SME clients.
Managerial Skills: Success Essentials | Consensus HR in Herts & Beds
Managerial Skills: Success Essentials | Consensus HR in Herts & Beds
At Consensus HR, we work with a number of clients of various sizes and sectors from one employee to 250 employees. As part of our HR & Employment Law services we provide we continually work with them and their management to run the business successfully whilst making it an enjoyable and productive place to work. Many people are given a managerial role but not the development / skills to do it correctly for theirs and business success, but why is being a manager not easy and what skills do they need to be a success?
Being a manager is challenging due to a variety of factors, including the complexity of responsibilities, the need to balance different expectations, and the necessity of possessing a diverse skill set. Here are some reasons why being a manager is not easy:
- Balancing Multiple Roles and Responsibilities: Managers often must juggle administrative duties, strategic planning, team management, and personal contributions to projects.
- People Management: Managing a diverse team with different personalities, motivations, and work styles requires empathy, patience, and strong interpersonal skills. Resolving conflicts, providing feedback, and fostering a positive team environment are crucial yet challenging aspects.
Click Here to read ouf full article.
Equality should be taken seriously in all workplaces. In the UK, the Equality Act 2010 remains the legislation legally protecting people from any kind of discrimination in the workplace and wider society. Employers must be aware of the financial penalties and damage to corporate reputation that may result from non-compliance. However, some employers are not doing all they can to accommodate disabled job applicants.
Disability in the UK Workforce
Disability is associated with higher levels of inequality across the labour force and social and political environments. In the UK, 24% of the total population is classified as disabled (Family Resources Survey). This involves 13 and every 50 females and 11 in every 50 males.
At 29.8%, the disability employment gap in the UK is now at its widest point since 2018. People diagnosed with mental health or emotional disabilities like mood disorders (41%) and unseen disabilities like diabetes (39%) find it easier to get a job compared to other disabled Britons.
To read our full article, Click Here
When using a Settlement Agreement to settle a dispute in the UK | Consensus HR in Herts, Beds
When using a Settlement Agreement to settle a dispute in the UK with an employee what are the possible repercussions of not allowing them to seek independent legal advice or following professionally, qualified and accredited advice HR Advice?
When using a Settlement Agreement to settle a dispute in the UK with an employee, it is legally required for the employee to seek independent legal advice. The possible repercussions of not allowing them to seek this advice or not following professionally qualified and accredited HR advice can be significant:
Click Here to read our full article.
Possible financial, reputational, repercussions of not following professional qualified and accredited HR & Employment law Advice | Consensus HR in Herts, Beds
What are the possible financial, reputational and other repercussions in the UK of not following professional qualified and accredited HR & Employment law advice from a HR Consultant?
In the UK, the repercussions of not following professional, qualified, and accredited HR and Employment law advice from a HR Consultant can be significant and multifaceted. Here are the detailed financial, reputational, and other repercussions:
Financial Repercussions:
- Employment Tribunal Claims: Employees can bring claims to an employment tribunal for issues such as unfair dismissal, discrimination, and breach of contract. This can result in substantial financial awards against the company.
- Legal Costs: Defending claims in employment tribunals or courts can be very costly, including solicitor fees, barrister fees, and other associated legal expenses.
To read our full article, Click Here
Reasonable Adjustments re Disability Discrimination | Consensus HR
he Equality Act 2010 says that employers must make reasonable adjustments for:
- employees and workers,
- contractors and self-employed people hired to personally do the work, and
- job applicants.
A ‘reasonable adjustment’ is a change to remove or reduce any disadvantage associated with a person’s disability. For employers, this is important when people apply for or perform a role. Action could involve changing an existing employee’s working conditions or environment. When recruiting, at all stages of the recruitment process must not discriminate against disabled applicants.
To read our full article, Click Here
