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19 12 2024

⛄️ Merry Christmas & A Happy New Year 2025! 🎄

Matthew Chilcott Blog, General @sg1businessclub, #christmas, #consensushr, #hertfordshirebusinesses, #networkinbeds, #stevenagebusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Thank You

As 2024 draws to a close, we would like to take a moment to thank all our valued clients, partners, and connections for their continued support and trust in Consensus HR.

This year has been an exciting journey of growth and collaboration, and we couldn’t have done it without you! Whether you’ve been with us for years or are just discovering how we can support your business, we look forward to continuing our partnership in 2025.

At Consensus HR, we’re passionate about helping businesses of all sizes prevent people problems and build strong, successful teams. From HR compliance to team wellbeing, we’re here to guide you every step of the way.

🌐 Explore how we can help you in the New Year: www.consensushr.com

Christmas & New Year Closing Details:
Our office will be closed from Monday, 23rd December 2024 and will reopen on Thursday, 2nd January 2025. During this time, we will be monitoring emails for any urgent queries.

Wishing you all a joyful Christmas, a restful holiday season, and a prosperous New Year filled with success and happiness!

Best wishes,
Matthew Chilcott & The Team
Consensus HR

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Merry Christmas & A Happy New Year 2025 | Consensus HR

18 12 2024

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

Matthew Chilcott Blog, General, Health & Safety @sg1businessclub, #consensus hr, #consensushr, #Health&Safety, #networkinbeds, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Health & Safety Update.

The Health & Safety Executive (HSE) has recently issued an update highlighting the critical importance of minimizing manual handling risks in the workplace. This follows a tragic incident where a worker lost a leg due to unsafe practices, resulting in a £400,000 fine for the employer. This case underscores the need for robust health and safety measures to protect employees and avoid severe legal and financial repercussions.

At Consensus HR, we are committed to ensuring your business stays compliant with HSE regulations while safeguarding your team. If you need guidance on assessing and mitigating manual handling risks, please don’t hesitate to reach out.

Minimise manual handling risks for workers this festive season:

Christmas is nearly upon us and it can be a demanding time for those working throughout the festive season.

The run-up to Christmas can be especially busy for those who work in haulage and distribution.

Workers in this industry are vulnerable to the risk of musculoskeletal disorder (MSD) injuries from hazardous manual handling. This can include:

people lifting heavy parcels around warehouses
delivery drivers moving products across the country

Our step-by-step guide to manual handling at work should help you minimise these risks.

We also have advice for users and suppliers of agency, or temporary workers, as many of these are specifically employed for the festive period.

HSE has launched a new MSD body mapping tool:

The body mapping tool will help workers report and discuss any musculoskeletal aches or pains that may be caused or made worse by work activities.

Firm fined £400,000 after worker loses leg

A wood panelling company has been fined following an incident where a worker suffered a life-changing injury at its factory.

The injury was sustained when a pack of waste MDF sheets (weighing around 350kg) fell from a trailer and landed on the worker’s left leg, which then had to be amputated below the knee.

HSE’s investigation found there was no suitable risk assessment or system of work in place specifically relating to the risks associated with the stacking, movement and loading of waste MDF sheets.

Read more in our press release: wood panelling firm fined £400,000 after injured worker loses leg.

You can visit our news centre for more on recent enforcement cases, which include:

£300,000 fine for company after explosion seriously injures 2 workers

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17 12 2024

Week 6: Supporting Mental Health and Well-being | Consensus HR in Herts

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #consensushr, #hertfordshirebusinesses, #mentalhealth, #networkinbeds, #stevenagebusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 6:

At Consensus HR, we know that effective HR management is key to creating a productive, compliant, and supportive workplace. Over the next 12 weeks, we’re providing business owners and managers with practical insights into different aspects of HR—from recruitment and onboarding to performance management, mental health support, and legal compliance.

Each weekly blog offers actionable advice to help you strengthen your HR practices, minimise risks, and support your team’s growth and well-being. Join us on this journey as we explore how thoughtful HR can positively impact your business and create a thriving, engaged team.

Week Six of Twelve

Week 6: Supporting Mental Health and Well-being in the Workplace

Overview:

Prioritising mental health in the workplace creates a more resilient, engaged workforce and can significantly reduce absenteeism and turnover.

Key Points:

Creating a Supportive Environment: Openly discuss mental health, provide resources, and encourage employees to seek support when needed.
Promoting Work-Life Balance: Encourage reasonable working hours, flexible scheduling, and time off to prevent burnout and support well-being.
Providing Mental Health Resources: Offer access to mental health support, such as employee assistance programs (EAPs) or counselling services.
Training for Managers: Equip managers with training on recognising signs of mental health struggles and providing appropriate support.

Here are our previous weeks blogs:

Week 5 – Employee Performance Management: Best Practices
Week 4 – Developing a Positive Company Culture
Week 3 – Onboarding New Hires
Week 2 – Effective Recruitment Strategies
Week 1 – Welcome to our 12 week HR Essentials

At Consensus HR, We’re Here to Help:

Managing HR can feel complex, but you don’t have to navigate it alone. If you have questions about this week’s topic or need tailored HR support for your business, our team is ready to help you create a productive, compliant, and supportive workplace. For more information, visit our website at www.consensushr.com or get in touch with us directly. Let’s work together to make HR a strong asset for your business.

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Week 5: Employee Performance Management | Consensus HR in Herts

12 12 2024

December 2024 Employment Law Newsletter | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1, #consensus hr, #employmentlaw, #hertfordshirebusinesses, #networkinbeds, #Newsletter, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Welcome to our latest December 2024 Employment Law Newsletter | Consensus HR – Herts, Beds. In this newsletter, we focus on:

BBC journalists appeal against equal pay ruling
Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:
Comments about an employee’s accent could be ‘related to’ race under harassment law

BBC journalists appeal against equal pay ruling

Four female BBC journalists, who argued that they were paid significantly less than their male counterparts, have lodged an appeal in the Employment Appeals Tribunal (EAT).

Two of the journalists settled an equal pay claim against the BBC in 2014. Similar claims were also brought in 2019 by the two other journalists, and all four claimants entered into settlement agreements with the BBC in 2020. However, they have brought further claims alleging that the BBC’s pay practices have remained discriminatory despite the settlement agreements, arguing that these only addressed historical pay disparities but did not remedy ongoing inequality. The Employment Tribunal (ET), struck out the further claims concerning equal pay, stating they arose from the same facts as the previous claims and therefore, could not be re-litigated. The journalists’ other claims, including age and sex discrimination, and detriment related to trade union membership, were allowed to proceed and are due to be heard in March 2025.

The journalists are appealing the ET’s decision to strike out the equal pay claim, arguing that the 2020 settlement agreements only dealt with past discrimination and should not prevent them from challenging alleged discriminatory pay practices going forward. They also believe the appeal raises important questions about whether settlement agreements can validly cover future unlawful actions.

Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:

In an amendment to the Employment Rights Bill, employers who repeatedly breach Sponsor Licence rules and responsibilities or other visa rules, or who breach employment laws, such as paying the minimum wage, will be forbidden from employing people coming to the UK on a work visa for at least two years.

The amendment is designed to control visa abuse and limit exploitation.

Other changes proposed include:

Sponsor Licence Action Plans will be strengthened.
Employers will be prohibited from passing on any costs involved with sponsorship to a skilled worker.

The Minister for Migration and Citizenship, Seema Malhotra MP, stated that “The new powers will ensure that employers who recruit internationally will be required to pay associated costs themselves, which is fair and reasonable for employers that do not recruit from the domestic workforce”.

Comments about an employee’s accent could be ‘related to’ race under harassment law:

In Carozzi v University of Hertfordshire and another [2024] EAT 169, the EAT held that the ET was incorrect to find that comments about an employee’s accent were not harassment under the Equality Act 2010 because they were not motivated by her race. The EAT stated such comments could nevertheless be “related to” race.

When deciding if conduct is ‘related to’ a protected characteristic (race, religion or belief, sex, sexual orientation, age, disability, gender reassignment, pregnancy and maternity, and marriage or civil partnership), the Court or Tribunal has a wide discretion. They can consider:

The conduct inflicted on to the Claimant because of a protected characteristic. For example, shunning a person because they have had or perceived them to have had a gender reassignment.
Conduct related to a protected characteristic due to the form it takes, for example racist or homophobic banter.
Conduct that is directed at others but observed by the Claimant, for example in Coffey v Coople (UK) Ltd ET/3206057/21 ,the Claimant successfully brought a claim for sexual harassment after seeing two colleagues being sexually assaulted.

The context in which the conduct takes place will also be considered by the Court or Tribunal.

In the Carozzi v University of Hertfordshire and another, the Claimant was a Brazilian national who brought various employment law claims against the University, one of which was a harassment claim concerning her accent.

The ET dismissed the claim. The EAT allowed the appeal, although on another point of law. Regarding the issue of the Claimant’s accent, the EAT concluded that there is no requirement in a harassment claim for a “mental element” equivalent to that in a claim of direct discrimination. It stated that a person’s accent could be an important part of their identity and could be connected to race. Therefore, criticism of an accent could violate a person’s dignity.

This case highlights that conduct can be related to a protected characteristic either:

where it is motivated by the protected characteristic, or
where, regardless of the conscious or unconscious motivations of the alleged harasser, there is objectively some relationship between the conduct or language used and a protected characteristic.

The most obvious examples of the latter are sexist jokes and racial epithets. However, the unwitting use of, for example, homophobic, transphobic, or ableist language could also meet the definition of harassment, depending on the context. Employers may therefore want to take note of this decision when planning Equality Act 2010 training sessions and resources.

This newsletter does not provide a full statement of the law and readers are advise to take legal advice before taking any action based on the information contained herein’.

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

If you manage a team and wish to ensure the smooth running of all HR and Employment Law aspects required with the team, give us a call now for a non-obligatory chat and can talk through our vast range of services, we can offer for a small monthly / one-off investment. Consensus HR | Your Outsourced Human Resources & Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems – 014338 576750

03 12 2024

Monthly HR blog Newsletter – November 2024 | Consensus HR, Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #bedfordshirebusiness, #consensushr, #networkinbeds, #Newsletter, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our November 2024 blogs. Here’s a selection of topics we covered:

World Diabetes Day
Get Britain Working
What is HR?
Understanding Alcohol Awareness and Its Relevance to the Workplace
International Stress Awareness Day
Honouring Remembrance Day

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!

World Diabetes Day

Diabetes is a chronic condition that affects how the body regulates blood sugar (glucose) levels. For those living with diabetes, careful management is essential to avoid complications that can impact their health and work. This can include managing diet, physical activity, and sometimes taking medication or insulin injections. In the UK, approximately 4.9 million people are living with diabetes, and many of them are part of the workforce.

To read the full blog,

CLICK HERE

Get Britain Working:

The recently published “Get Britain Working” White Paper will bring locally led health, work and skills plans to the fore. It aims to drive down the near record figure of 2.8 million people currently out of work due to long-term sickness.

To read our full blog, Click Here

Alcohol Awareness Week

From November 18 to November 24, businesses across the UK are encouraged to engage with Alcohol Awareness Week, an initiative aimed at increasing understanding about alcohol consumption, its impact on health, and how businesses can support employees in making healthier choices. For employers, this week serves as an opportunity to reflect on workplace policies, create awareness, and promote a supportive environment around alcohol-related health.

To read the full blog,

CLICK HERE

What is HR?

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers:

To read the full article:

CLICK HERE

International Stress Awareness Day

How HR Can Help Reduce Workplace Stress:

Human Resources can play a pivotal role in addressing and reducing stress in the workplace. Here are some of the keyway’s HR can support:

Promote Open Communication:
Encourage a culture of open communication where employees feel comfortable discussing stress-related issues. Regular check-ins and anonymous feedback channels can provide employees with the opportunity to express concerns before they escalate.

To read the full blog:

CLICK HERE

Honouring Remembrance Day

The Importance of Remembrance Day in the Workplace:

Incorporating Remembrance Day into our work environment encourages respect, unity, and gratitude across teams. It’s more than a moment of silence; it’s a reminder of the value of resilience and the strength found in supporting one another. By acknowledging Remembrance Day at work, employers help install a sense of community and respect that can have a lasting positive impact on morale and culture.

To read the full article:

CLICK HERE

Solemn_Remembrance_Day_Scenes_Consensus_HR

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20 11 2024

Get Britain Working | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, @stevernage, #befordshirebusiness, #consensushr, #getbritainmoving, #networkinbeds, #stevenagebusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

What Employers Need to Know:

A new joint programme by the Department for Work and Pensions and the Department of Health and Social, WorkWell, went live in October this year. It was backed by £64 million funding and will reach 56,000 people across the 15 pilot sites by spring 2026.

More details were recently revealed by the Work and Pensions Secretary, Liz Kendall, and Health Secretary, Wes Streeting, on a visit to the employment support service being offered at a north London medical centre.

They met local GPs, as well as Work and Health Coaches who deliver the WorkWell services across North Central London. These coaches support people to return to, or remain in, work by helping them to manage their physical or mental wellbeing in the workplace.

WorkWell pilots connect thousands of people to local support services, such as physiotherapy and counselling.

Ms Kendall said: “Good work is good for health and good for our economy too. That’s why our ‘Get Britain Working’ White Paper will join up work, health and skills plans to tackle economic inactivity and boost employment across the country.”

The White Paper is expected to include details of a new jobs and careers service to help get more people into and succeeding in work. In addition, a new Youth Guarantee will mean that every young person is given the opportunity to earn or learn. This will be achieved by linking jobseekers with employers, with an increased focus on skills and careers.

As the UK’s workforce faces evolving challenges, the “Get Britain Working” initiative and its corresponding white paper have been introduced to address key issues in employment, job creation, and economic growth. This initiative is designed to support both employers and employees by providing measures to enhance employment opportunities and develop the workforce. Let’s break down the main points and what this means for businesses.

What is the “Get Britain Working” Initiative?

“Get Britain Working” is a government-led initiative aimed at increasing employment and reducing job vacancies across various sectors. The initiative is a response to current economic pressures, skills shortages, and shifting labour market demands. Through this program, the government aims to create a more inclusive job market by promoting fair work, expanding training opportunities, and supporting economic growth.

Key Aspects of the White Paper:

The white paper, recently released by the government, outlines several areas of focus that are critical to achieving the goals of the “Get Britain Working” initiative. Here are the core elements that employers should know about:

Skills and Training Development:

The white paper emphasises the need for continuous skills training and upskilling of the workforce. The government plans to allocate funding to support vocational training programs, apprenticeships, and digital skills initiatives. Employers are encouraged to collaborate with educational institutions and training providers to develop relevant skills in line with market demands.

Encouraging Economic Participation:

A key priority of the white paper is to increase participation in the workforce, particularly for groups facing barriers to employment, such as older workers, individuals with disabilities, and those with caregiving responsibilities. The initiative promotes flexible working arrangements and better support systems to create more inclusive workplaces.

Job Creation and Retention:

Job creation is central to “Get Britain Working.” The government is providing incentives for businesses to hire, train, and retain employees. Small businesses may benefit from grants and tax reliefs aimed at boosting recruitment. These measures are intended to strengthen job security and support industries that are experiencing shortages.

Addressing Workforce Wellbeing:

Recognising the importance of mental health and wellbeing in retaining a productive workforce, the white paper outlines recommendations for mental health support. It includes suggestions for workplace wellbeing programs, mental health resources, and an emphasis on creating supportive environments where employees can thrive.

Boosting Regional Employment:

The initiative also targets job creation across different regions, with a focus on supporting economic growth in areas that have historically struggled with higher unemployment rates. The government plans to collaborate with regional development agencies to boost local job markets and drive sustainable growth.

What This Means for Employers:

The “Get Britain Working” white paper offers valuable insights into future workplace trends and government support that employers can access. By taking proactive steps to align with these measures, businesses can benefit from grants, tax reliefs, and support to improve recruitment, training, and retention efforts.

For employers, this initiative provides an opportunity to reassess workforce strategies, particularly in the areas of diversity, skills development, and employee wellbeing. Adapting to these areas can ensure businesses are well-equipped to navigate labour market challenges and thrive in a competitive economic landscape

How Consensus HR Can Help:

At Consensus HR, we’re here to help businesses understand the implications of the “Get Britain Working” initiative and align with its goals effectively. We can assist with developing tailored HR strategies that support your business in creating a strong, skilled, and inclusive workforce. Contact us to discuss how we can help your business take advantage of these new opportunities.

Get Britain Working | Consensus HR in Herts & Beds

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19 11 2024

Week 2: Effective Recruitment Strategies | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Handbook, Investigations @sg1businessclub, #consensus hr, #consensushr, #hrstrategy, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Recruitment, Small Business, SME, SME's

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 2:

Week Two of Twelve

Week 2: Effective Recruitment Strategies to Attract Top Talent:

Overview:

Recruiting the right talent is foundational to business success. Well-thought-out recruitment strategies attract candidates who are not only qualified but also a cultural fit for the business.

Key Points:

Crafting Job Descriptions: Write clear, precise job descriptions that outline responsibilities and the ideal candidate profile. Include essential skills and desirable attributes.
Sourcing Candidates: Utilise various platforms like job boards, social media, and employee referrals to widen the candidate pool.
Effective Interviewing: Develop structured interviews to assess both technical skills and cultural fit and consider including practical tasks for relevant roles.
Promoting Diversity: Strive for a diverse team by reducing biases in recruitment, ensuring all potential employees have an equal opportunity

Previous of our 12 week blogs:

Week 1: Understanding the Role of HR in Business Success

At Consensus HR, We’re Here to Help:

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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18 11 2024

Alcohol Awareness Week | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General @alcoholawareness, @sg1businessclub, #consensushr, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Did you know that this week: 18th – 24th November is Alcohol Awareness Week – Supporting Employees and Building a Healthier Workplace:

By Matthew Chilcott, Owner of Consensus HR

Understanding Alcohol Awareness and Its Relevance to the Workplace:

Alcohol consumption is a common aspect of social life for many, but excessive drinking can lead to serious health concerns, impacting productivity, morale, and overall team dynamics. According to Alcohol Change UK, around 1 in 5 adults in England drink at levels that could put their health at risk. For employers, understanding the role alcohol may play in employees’ lives and recognising signs of alcohol-related issues can lead to a healthier, more supportive workplace.

Why This Matters for Business Owners and Managers:

Excessive alcohol use can affect not only individual health but also workplace performance. Issues such as reduced productivity, absenteeism, presenteeism, and an increased risk of accidents can result from alcohol-related health problems. By fostering an environment that encourages healthy habits and provides support, businesses can reduce these risks and create a more resilient team.

How Business Owners, Managers & HR Can Support Alcohol Awareness in the Workplace:

Raise Awareness with Educational Initiatives

Provide Resources: Share educational materials, such as leaflets or articles, to help employees understand the effects of alcohol and recognise harmful patterns in themselves or others.
Promote Alcohol Awareness Week: Use this week as an opportunity to open up conversations about alcohol in the workplace and encourage healthier habits.

Review and Communicate Alcohol-Related Policies

Establish a Clear Alcohol Policy: Ensure your business has a clear alcohol policy that defines acceptable behaviour and clarifies any restrictions regarding alcohol use during work hours or at work events.
Encourage Open Communication: Make sure employees know they can speak to HR or their managers if they have concerns about alcohol use, whether it’s for themselves or colleagues, without fear of judgment.

Offer Support for Those Struggling with Alcohol-Related Issues

Access to Confidential Support: Provide information about support options, such as Employee Assistance Programs (EAPs) or external resources like Alcoholics Anonymous, where employees can seek help confidentially.
Encourage Managers to be Supportive: Equip managers with training on how to approach sensitive topics like alcohol-related health issues and promote empathy and support rather than punitive measures.

Promote Healthy Workplace Culture and Alternatives to Alcohol-Centric Events

Offer Inclusive Social Events: Instead of always centering team events around alcohol, consider alternative options like team sports, wellness activities, or non-alcoholic gatherings.
Promote Wellbeing: Encourage a balanced work-life environment that includes initiatives such as flexible working hours and wellness programs to help employees manage stress without turning to alcohol.

Recognise and Address Signs of Alcohol-Related Concerns

Observe Performance Changes: If an employee is consistently absent or displays reduced performance, it may indicate an underlying issue. Address these signs through supportive conversations, offering resources rather than immediate disciplinary action.
Encourage a Supportive Dialogue: Promote a culture where employees feel comfortable discussing issues with their Line Manager or HR, fostering an environment where concerns about alcohol or other health matters are approached with empathy.

Building a Healthier Workplace Together:

Supporting alcohol awareness in the workplace isn’t about eliminating alcohol altogether but about promoting responsible choices and creating a supportive culture. By raising awareness and providing resources, business owners and managers can contribute to a healthier workplace where employees feel valued and supported.

World Diabetes Day | Consensus HR in Herts & Beds

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12 11 2024

Welcome to Our 12-Week HR Essentials | Consensus HR in Herts

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Performance Management, Recruitment, Training & Development @sg1businessclub, #consensushr, #HR Herts, #hr newsletter, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Week 23 Effective Recruitment Strategies | Consensus HR in Herts & Beds

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers:

Week One of Twelve

Week 1: Understanding the Role of HR in Business Success:

Overview:
HR is essential for every business, providing the backbone of employee relations, compliance, and a productive work environment. HR professionals ensure that businesses manage people effectively while remaining compliant with employment laws, making HR vital for growth and stability.

Key Points:

Recruitment & Onboarding: HR handles job postings, interviews, and onboarding processes to ensure new hires are aligned with the company’s values and prepared for their roles.
Employee Relations: HR manages interpersonal relationships, conflict resolution, and communication strategies, which are essential for maintaining a healthy workplace.
Compliance & Policies: HR professionals ensure that businesses comply with employment laws, reducing the risk of legal issues.
Performance Management: HR structures regular reviews, feedback systems, and career development pathways to improve productivity and employee engagement.

At Consensus HR, We’re Here to Help:

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 11 2024

Bonfire Night and Bridgwater Carnival | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bridgwatercarnival, #carnival, #consensus hr, #consensushr, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

https://www.burnham-on-sea.com/wp-content/uploads/2024/11/country-kidz-2.jpg

Celebrating Traditions and Teamwork in HR:

Today, November 5th, many across the UK look forward to Bonfire Night, commemorating the historic events of the Gunpowder Plot and the survival of King James I in 1605. But in Bridgwater, Somerset, this season holds even more significance. Not only do they gather for Bonfire Night, but the town also hosts the famous Bridgwater Carnival, a spectacular celebration with roots in Guy Fawkes Night. Growing up in Bridgwater, I took part in this event each year, experiencing firsthand the intense teamwork and dedication that brings the carnival to life.

From an HR perspective, events like Bonfire Night and Bridgwater Carnival provide powerful parallels to workplace dynamics and team collaboration. Here’s how these celebrations can remind us of some essential HR principles.

Teamwork and Leadership:

The Bridgwater Carnival is renowned for its elaborate, illuminated carts and creative displays, which require months of preparation, planning, and teamwork. Much like any well-run team in a business, successful carnival groups rely on clear leadership, open communication, and coordinated effort. HR can support similar values within companies by fostering environments where teams are encouraged to communicate openly and work together to achieve shared goals.

Celebrating Diversity and Culture:

Bonfire Night celebrates a historical event, but the Bridgwater Carnival is a unique cultural display that goes beyond tradition, representing creativity and local identity. In the workplace, recognising and celebrating diverse backgrounds and perspectives can enhance team dynamics and help build an inclusive company culture. HR plays a critical role in supporting these efforts by promoting diversity and encouraging employees to share their unique ideas and experiences.

Dedication and Wellbeing:

The dedication required to build and present carnival floats is immense, with participants investing time, energy, and passion into every detail. However, such dedication also highlights the importance of wellbeing, as team members balance their carnival commitments with other responsibilities. HR professionals can draw from this to emphasise the importance of employee wellbeing within businesses, supporting employees in managing their workloads and promoting a healthy work-life balance.

Risk Management and Safety:

Bonfire Night and the Bridgwater Carnival both carry elements of risk, from fire safety to crowd control, much like the various workplace risks that HR manages every day. Effective risk assessments, training, and preparation are vital to keeping everyone safe. In the workplace, HR ensures that policies are in place to mitigate risks and support the safety of all team members.

Building a Sense of Belonging:

Being part of the Bridgwater Carnival fosters a strong sense of community, as locals unite to create a memorable event for all. This sense of belonging is just as important in the workplace. HR can play a central role in building a supportive company culture, encouraging employees to connect and feel part of a collective effort.

Conclusion:

This Bonfire Night, as the fireworks light up the sky, and Bridgwater Carnival has rolled through the town, we can reflect on the values these events bring to light. From teamwork and safety to diversity and belonging, there is much that HR can draw from these vibrant celebrations.

Here at Consensus HR, we support businesses in building strong, cohesive teams that drive success – just as the dedicated carnival teams of Bridgwater come together every year to create something spectacular.

Happy Bonfire Night, and a salute to the Bridgwater Carnival!

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29 10 2024

Invisible Disabilities Week | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #ConsenHR, #consensus hr, #consensushr, #hiddendisability, #networkinbeds, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Did you know that the 20^th – 26^th October was Invisible Disabilities Week:

Invisible Disabilities Week—

A vital opportunity to bring awareness to disabilities that may not be outwardly visible yet impact the lives of millions. At Consensus HR, we’re dedicated to fostering inclusive workplaces where everyone feels understood and valued, regardless of visible or invisible conditions.

What Are Invisible Disabilities?

Invisible disabilities include a wide range of physical, mental, and neurological conditions that may not be immediately apparent to others. These can range from chronic pain and fatigue to mental health disorders and neurological conditions. According to research, nearly 1 in 5 people in the UK live with a disability, and a significant portion of these disabilities are not outwardly noticeable.

Invisible disabilities can include:

Chronic Illnesses (e.g., lupus, diabetes, chronic fatigue syndrome)
Mental Health Conditions (e.g., anxiety, depression, bipolar disorder)
Learning Disabilities (e.g., dyslexia, ADHD)
Neurological Disorders (e.g., autism spectrum disorder, multiple sclerosis)
Chronic Pain and conditions that cause fatigue or mobility issues.

Why Raising Awareness Matters:

Invisible Disabilities Week highlights the importance of empathy and understanding, particularly in workplace settings where traditional accommodations might not apply. Many people with invisible disabilities face unique challenges, including misunderstandings from colleagues and employers who may not recognise their specific needs.

For businesses, understanding and supporting employees with invisible disabilities is essential. Research has shown that inclusive workplaces are not only more supportive but also benefit from enhanced creativity, reduced absenteeism, and a stronger sense of community.

How HR Can Support Employees with Invisible Disabilities:

At Consensus HR, we believe that supportive HR practices are at the core of a successful, inclusive workplace. Here’s how HR can play a crucial role in supporting team members with invisible disabilities:

Encourage Open Dialogue: Creating a culture where employees feel safe to disclose their disabilities is crucial. Managers and HR teams should foster open discussions about disabilities and encourage employees to share any accommodations that may help them work comfortably and effectively.
Provide Reasonable Adjustments: These may include flexible working hours, altered responsibilities, and providing ergonomic support. Each person’s needs are unique, and a tailored approach can make a significant difference.
Educate and Train: Providing training sessions for employees on invisible disabilities can improve understanding and reduce stigma. When employees understand the struggles that colleagues may face, they are more likely to offer support and empathy.
Stay Informed on Legislation: Employers should stay up-to-date with disability discrimination laws and best practices to ensure compliance and support. For more information on the legal aspects, you can visit GOV.UK Disability Rights.
Promote Mental Health Resources: Offering mental health support and resources shows employees that they are valued, which is especially important for those whose disabilities may impact mental health. Organisations like Mind UK provide excellent resources for mental health support.

Get Involved and Spread Awareness:

Invisible Disabilities Week is a reminder to practice patience, empathy, and understanding. If you’d like to learn more or get involved, visit the Invisible Disabilities Association to find resources and information.

Creating a supportive environment starts with awareness, but it grows through consistent action. Let’s work together to ensure every employee feels valued and supported. For more information on how Consensus HR can help your business develop inclusive, supportive HR practices, visit www.consensushr.com.

Consensus HR is committed to providing expert HR solutions that foster supportive, inclusive, and productive workplaces across industries. Contact us today to learn how we can help your business navigate and support all team members, visible and invisible alike.

Invisible Disabilities Week | Consensus HR in Herts & Beds

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29 10 2024

Our 5 points on Using HR effectively | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #consensushr, #networkinbeds, #productivity, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Using HR Our 5 points on Using HR effectively | Consensus HR in Herts & Beds, effectively, especially through a service like Consensus HR, offers several benefits that can drive business success:

1. Legal Compliance and Risk Management:

Employment laws evolve frequently, and staying compliant can be challenging. Consensus HR helps navigate these changes, ensuring businesses comply with UK employment law, reducing the risk of tribunal claims, and protecting the company’s reputation. For instance, they offer updates on new regulations like the Worker Protection Act 2023, which helps employers proactively address issues that could lead to disputes.

2. Enhanced Productivity:

By developing clear HR policies and facilitating training (like their recent workshops on delegation and performance management), Consensus HR helps businesses create structures that promote efficient, productive work environments. Well-managed teams are less likely to encounter internal conflict and are more focused on achieving company goals.

3. Employee Well-being and Support:

HR plays a crucial role in supporting mental health, managing workloads, and fostering a positive culture. With support from Consensus HR, businesses can better address workplace stress, tackle sensitive issues like harassment, and implement programs that encourage mental and physical well-being.

4. Tailored Solutions and Proactive Management:

Consensus HR offers tailored services, focusing on preventing “people problems” before they arise. Through their retained HR services, they provide ongoing support, helping manage appraisals, develop employee handbooks, and advise on employee relations, all tailored to the specific needs of the company.

5. Award-Winning Expertise:

Recognised as the SME-Focused HR Consultancy of the Year 2024 – Home Counties, Consensus HR has proven expertise in addressing HR needs for small to medium-sized enterprises, offering a reliable partnership that understands the unique challenges SMEs face.

Ultimately, Consensus HR provides businesses with expert guidance and proactive HR management, which helps create a more compliant, productive, and positive workplace

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.

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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.

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Thank You

As 2024 draws to a close, we would like to take a moment to thank all our valued clients, partners, and connections for their continued support and trust in Consensus HR.

This year has been an exciting journey of growth and collaboration, and we couldn’t have done it without you! Whether you’ve been with us for years or are just discovering how we can support your business, we look forward to continuing our partnership in 2025.

At Consensus HR, we’re passionate about helping businesses of all sizes prevent people problems and build strong, successful teams. From HR compliance to team wellbeing, we’re here to guide you every step of the way.

🌐 Explore how we can help you in the New Year: www.consensushr.com

Christmas & New Year Closing Details:Our office will be closed from Monday, 23rd December 2024 and will reopen on Thursday, 2nd January 2025. During this time, we will be monitoring emails for any urgent queries.

Wishing you all a joyful Christmas, a restful holiday season, and a prosperous New Year filled with success and happiness!

Best wishes,Matthew Chilcott & The TeamConsensus HR

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

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Health & Safety Update.

Minimise manual handling risks for workers this festive season:

Christmas is nearly upon us and it can be a demanding time for those working throughout the festive season.

HSE has launched a new MSD body mapping tool:

Firm fined £400,000 after worker loses leg

A wood panelling company has been fined following an incident where a worker suffered a life-changing injury at its factory.

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

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Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 6:

Week Six of Twelve

Week 6: Supporting Mental Health and Well-being in the Workplace

Overview:

Key Points:

Here are our previous weeks blogs:

At Consensus HR, We’re Here to Help:

Professional HR Services Tailored to Your Needs

HR Made Simple – Solutions That Work for You

Your Outsourced Human Resources (HR) Department.

Welcome to our latest December 2024 Employment Law Newsletter | Consensus HR – Herts, Beds. In this newsletter, we focus on:

BBC journalists appeal against equal pay ruling

Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:

Comments about an employee’s accent could be ‘related to’ race under harassment law:

This newsletter does not provide a full statement of the law and readers are advise to take legal advice before taking any action based on the information contained herein’.

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

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our November 2024 blogs. Here’s a selection of topics we covered:

World Diabetes Day

Get Britain Working:

Alcohol Awareness Week

What is HR?

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers:

To read the full article:

International Stress Awareness Day

How HR Can Help Reduce Workplace Stress:

Promote Open Communication:

To read the full blog:

Honouring Remembrance Day

The Importance of Remembrance Day in the Workplace:

To read the full article:

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What Employers Need to Know:

What is the “Get Britain Working” Initiative?

Key Aspects of the White Paper:

What This Means for Employers:

How Consensus HR Can Help:

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

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

Your Outsourced Human Resources (HR) Department.

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 2:

Week Two of Twelve

Week 2: Effective Recruitment Strategies to Attract Top Talent:

Overview:

Christmas & New Year Closing Details:
Our office will be closed from Monday, 23rd December 2024 and will reopen on Thursday, 2nd January 2025. During this time, we will be monitoring emails for any urgent queries.

Best wishes,
Matthew Chilcott & The Team
Consensus HR