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Organic September with Consensus HR in Herts & Beds

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Did you know?

Embrace Organic September with Consensus HR:

September is celebrated as Organic September, a month dedicated to raising awareness about the benefits of organic farming and organic products. It’s a perfect time to support organic businesses, make healthier choices, and promote sustainable living.

Organic September with Consensus HR in Herts & Beds

How Consensus HR Supports Organic September:

At Consensus HR, we believe in aligning our values with sustainable and eco-friendly practices. We support Organic September by encouraging our employees and clients to consider organic alternatives and make conscious choices that benefit the environment. This includes promoting organic products, supporting local organic businesses, and integrating sustainability into our HR practices. We encourage our team to take small steps that collectively make a significant impact—whether it’s choosing organic food, reducing plastic use, or supporting businesses that prioritise organic farming.

Join us in celebrating Organic September and making choices that contribute to a healthier planet!

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.
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Our Eight Best Practices and Legal Requirements for Providing Employee References | Consensus HR

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Part One of Two:

When an employee decides to leave your business, one common task for employers is handling requests for references. At Consensus HR, we are frequently asked about the best practices and legal obligations regarding employee references in the UK. Understanding these aspects is crucial to ensure compliance with the law while also maintaining good business practices.

 

1. Understanding Your Legal Obligations: Are References Mandatory?

In the UK, there is no general legal obligation for employers to provide a reference for an employee or former employee. However, there are some exceptions:

  • Contractual Obligation: If an employment contract or company policy states that a reference will be provided, the employer must adhere to that commitment.
  • Sector-Specific Requirements: Certain sectors, such as financial services, may have regulatory obligations to provide a reference. Always check any industry-specific guidelines that may apply.
Concentrating on your business is essential for growth and success—let Consensus HR handle your HR needs so you can stay focused on what matters most. With expert support in compliance, employee relations, and HR strategy, we take the stress out of managing your workforce, reducing risk and saving you time. Let us be your trusted HR partner, ensuring smooth operations while you drive your business forward.

2. Providing References: Keeping It Fair and Accurate

While there is no obligation to provide a reference, if you choose to do so, it must be accurate and fair. This is a legal requirement under the law of negligence and defamation:

  • Accuracy: Ensure all information in the reference is factually correct. Avoid including any unverified information or subjective opinions that cannot be backed up.
  • Fairness: A reference should not be misleading or present an inaccurate picture of the employee. Omitting key facts, such as an employee’s dismissal for gross misconduct, could be seen as misleading to the prospective employer.

3. The Content of References: What to Include and Exclude

When providing a reference, it is good practice to include only basic details:

  • Employment Dates: Confirm the start and end dates of the employee’s tenure.
  • Job Title: Provide the job title(s) held by the employee.
  • Responsibilities: Outline the main duties or responsibilities, if appropriate.

It is advisable to avoid including details that could be viewed as subjective or discriminatory, such as comments on the employee’s character, attendance, or health, unless they are factual and relevant to the job they have applied for.

By following these best practices, you can manage reference requests effectively, minimise legal risks, and maintain a positive reputation for your business.

Our HR comment: Our Eight Best Practices and Legal Requirements for Providing Employee References | Consensus HR

Our HR comment / Advice: –

Matthew Chilcott, Owner of Consensus HR comments: “By adopting these approaches, you protect your business while also providing a fair and honest representation of your former employees, supporting them in their future career endeavours. For tailored advice and support on handling employee references, get in touch with Consensus HR today.

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

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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Why Your Business Should Invest in Consensus HR's | Consensus HR in Herts & Beds

Why Your Business Should Invest in Consensus HR in Herts & Beds

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Why Your Business Should Invest in Consensus HR’s Monthly HR & Employment Law Support

In today’s dynamic business environment, staying compliant with ever-evolving employment laws and maintaining a productive workforce can be challenging. For businesses of all sizes, effective human resource management is crucial to success. At Consensus HR, we offer a comprehensive HR and Employment Law support service for a monthly investment. Here’s why signing up with us can be one of the best decisions for your business.

  1. Expertise and Experience at Your Fingertips

Navigating the complexities of HR and employment law requires expertise and experience. Our team at Consensus HR consists of seasoned professionals who stay abreast of the latest legal developments and best practices. By subscribing to our monthly service, you gain access to this wealth of knowledge without the overhead costs of hiring a full-time HR team. This ensures that your business remains compliant and up-to-date with the latest regulations, minimizing the risk of costly legal disputes.

  1. Cost-Effective HR Solutions

Hiring an in-house HR team can be expensive, especially for small and medium-sized enterprises. Our monthly subscription service offers a cost-effective alternative, providing you with comprehensive HR support at a fraction of the cost. This investment not only saves you money but also delivers high-quality, professional HR services that are scalable to your business needs.

  1. Tailored Support for Your Business Needs

Every business is unique, and so are its HR requirements. At Consensus HR, we understand this and offer tailored support to meet your specific needs. Whether you require assistance with recruitment, performance management, employee relations, or compliance issues, our services are customized to address your unique challenges and objectives. This personalized approach ensures that you receive the most relevant and effective HR support.

  1. Proactive Compliance Management

Employment laws are continually changing, and non-compliance can result in significant penalties and damage to your reputation. Our team proactively monitors legal developments and ensures that your policies and practices are always in line with current legislation. We help you implement necessary changes promptly, reducing the risk of non-compliance and protecting your business from potential legal issues.

  1. Enhanced Employee Relations and Productivity

A well-managed HR function leads to better employee relations and increased productivity. Our expert guidance on best practices in HR management helps you create a positive work environment where employees feel valued and motivated. From resolving conflicts to implementing effective performance management systems, we support you in fostering a productive and harmonious workplace.

  1. Access to Comprehensive Resources and Tools

As a subscriber to our monthly service, you gain access to a wide range of resources and tools designed to streamline your HR processes. This includes templates for employment contracts, policies, and procedures, as well as access to our HR software that simplifies record-keeping and compliance tracking. These resources save you time and effort, allowing you to focus on growing your business.

  1. Peace of Mind

Running a business comes with enough challenges without having to worry about HR and legal compliance. By partnering with Consensus HR, you gain peace of mind knowing that your HR needs are handled by professionals. This allows you to concentrate on strategic business initiatives, confident that your HR operations are in safe hands.

  1. Support in Crisis Management

In times of crisis, such as a legal dispute or an urgent HR issue, having expert support readily available is invaluable. Our team is on hand to provide immediate assistance and guide you through any challenges that arise. This ensures that you can respond quickly and effectively, minimizing disruption to your business.

  1. Continuous Improvement and Training

We believe in continuous improvement and offer training and development opportunities for your management team. This ensures that your leaders are equipped with the latest knowledge and skills to manage their teams effectively. Our training programs cover a wide range of topics, from employment law updates to leadership development, empowering your managers to drive your business forward.

Our HR comment:

 

Matthew Chilcott, Owner of Consensus HR comments: “Investing in Consensus HR’s monthly HR and Employment Law support is a strategic decision that offers numerous benefits. From expert guidance and compliance management to improved employee relations and cost-effective solutions, our services are designed to support your business’s growth and success. Don’t wait until you face an HR crisis—proactively protect and enhance your business by partnering with Consensus HR. Contact us today to learn more about how our tailored HR solutions can meet your needs and help your business thrive.”

 

 

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
Contact Us

Copyright © Consensus HR All right reserved.

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

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

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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:

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.

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

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

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
Contact Us

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

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HR & Development for team

Performance Management / SMART (Appraisals) & Breakfast! | Consensus HR in Herts & Beds

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Why don’t you join our Manager / Business Owner Development Workhop?

Maximum of five delegates

Sep

24

2024

Performance Management (Appraisals) for business Owners & Managers

Manage and measure performance with precision while fostering growth and development within your team.

To book

Details

Date : 24th September
Time : 08:30 am - 1pm
Cost : £179
Event : Appraisals
Performance Management / SMART (Appraisals) & Breakfast!

Management Development course overview:

Performance Management / SMART(Appraisals) & Breakfast!

 

Who is this course for?

Members of the management team who wish to unlock the full potential of their teams with our dynamic workshop tailored for forward-thinking managers. At our workshop you will learn to manage and measure performance with precision while fostering growth and development within your team. Engage in vibrant discussions and hands-on exercises with a select group of just five delegates, ensuring a personalised and impactful experience in a friendly, supportive environment.

Benefits:

For Employees:

  • Uncover Growth Opportunities: Pinpoint and address training and development needs to pave the way for continuous improvement.
  • Boost Performance: Reflect on past achievements and set the stage for future success with tailored strategies.
  • Advance their  Career: Identify clear paths for succession and progression, unlocking new professional horizons.

For the Organisation:

  • Elevate Performance: Enhance overall organisational performance through strategic insights and effective management practices.
  • Plan for the Future: Identify and nurture potential leaders for seamless succession planning.
  • Build Trust and Communication: Foster a culture of open communication and trust between employees and management, driving collaboration and success.

Course Syllabus:

  • Aims of Performance Reviews (Appraisals)
  • Benefits of Performance Reviews
  • Conducting Performance Reviews (Appraisals)
  • Setting ‘SMART’ Objectives
  • Balancing Challenges & Competence
  • Key Points

Training Format:

  • Presentation
  • Group Discussion
  • Group Exercises
  • Questions & Answers
  • Review

What you get:

  • Attendance Certificate
  • Copy of the development slides used within the workshop
  • Useful workshop tools to use in the workplace

Date & Time:              8:30am – 1pm, Wednesday 24th September 2024

Breakfast:                   Bacon or Sausage Bap or Fruit Salad, Range of breakfast beverages.

           

“Helping companies take the pain out of managing people whilst preventing people problems”

We provide a comprehensive programme of Management development courses at the Business & Technological Centre (BTC), Stevenage or at your own premises.  One you have decided on the course your need you can click and book the dates you require and then leave the rest to us.

Our HR comment:

Performance Management / SMART (Appraisals) & Breakfast!

Why don’t you come along to our forthcoming business owner / management development workshop in a friendly environment, maximum of five delegates setting.

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
Contact Us

Your Outsourced Human Resources (HR) Department.

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

Performance Management / SMART (Appraisals) & Breakfast!

Copyright © Consensus HR All right reserved.

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The Worker Protection Bills | Consensus HR in Herts & Beds

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From October 2024 the Worker Protection (Amendment of Equality Act 2010) Bill will strengthen existing protection for workers against sexual harassment. The new law will place a new duty on employers to take ‘reasonable steps’ to prevent sexual harassment. Tribunals will have the power to increase compensation by up to 25% if they find an employer has breached this duty.  

The legal change has been much debated during its legislative journey and has undergone two significant changes. Originally, the bill was drafted so that employers were required to take ‘all reasonable steps’; some parties are unhappy with the final obligation for them to take ‘reasonable steps. In addition, the proposed reintroduction of a duty to protect workers against harassment by third parties was dropped.

While commentators are disappointed by what they perceive as a watering down of the new preventative duty, it’s still crucial that employers are aware of its impending introduction and are geared up to comply. 

The CIPD’s response to the UK Government’s consultation set out our concerns on whether a new proactive statutory duty on employers would have the desired impact. Employers are already required under the law to take reasonable steps to prevent sexual harassment of workers by their colleagues. We also made the point that much more can be done to bridge the gap regarding current law and its effective implementation in the workplace. 

However, now that the new duty is coming into force, it presents an important opportunity to build awareness and encourage compliance to prevent sexual harassment in workplaces. With this aim in mind, we welcome the planned updating of the EHRC’s technical guidance and Employment Code of Practice to reflect the preventative duty.  

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

The first step is educating and raising awareness

The first step for employers is understanding what sexual harassment is and educating their workforce. ‘Harassment’ covers unwanted conduct related to a protected characteristic which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Sexual harassment is unwanted conduct of a sexual nature that has that effect.

The duty that would have made employers liable for third party harassment was dropped, which the CIPD thought was disappointing. However, it’s important to understand that the new preventative duty still requires employers to take reasonable steps to prevent sexual harassment by any perpetrator and that includes third parties such as customers, clients and members of the public.

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Performance Management / SMART (Appraisals) & Breakfast! | Consensus HR
Law book

How employers can prevent sexual harassment 

Employers should be proactive and systematic in how they prevent and tackle sexual harassment at work: this is not a ‘tick-box’ exercise, and employers will need to show evidence of the reasonable steps taken. To do so, they need to focus attention on a number of priority areas, as our guidance explains:

  • Organisational and cultural change: Senior leaders have a defining influence on the working culture and set the tone for expectations around behaviour and workplace civility. They need to embed and live the values and behaviour that underpin dignity, respect and inclusion. 
  • Policies and procedures: A formal policy won’t change culture on its own but it’s still important to have written policies and guidance. These should define sexual harassment, give examples of what it is and outline everyone’s responsibilities for preventing and tackling it. These can be used to promote the organisation’s commitment and practices to prevent and educate the workforce about sexual harassment. Given its sensitive and potentially complex nature, organisations may wish to consider dealing with harassment under a separate procedure.
  • Training and development: There should be regular training sessions for all staff so that they understand what sexual harassment is and their role in preventing/addressing it. 
  • Reporting channels and investigating: There need to be well-promoted reporting channels for complaints and the organisation needs to respond to these promptly, fairly and thoroughly. Any evidence of discriminatory behaviour or harassment among staff needs to be investigated and acted on swiftly and a clear message sent out that such behaviour will not be tolerated.
  • People management capability: Line managers play an important role in identifying, challenging and dealing with unfair treatment including sexual harassment. They need to have the training, education and guidance to give them the confidence to tackle sexual harassment. 
  • Monitoring and review: Monitoring the gender diversity of the workforce at every level, including for recruitment and promotion, will help to highlight if there is any potential discrimination or harassment on grounds of gender. Staff attitude surveys will enable the organisation to collect feedback in areas like gender equality and bullying and harassment.

Our HR comment:

The Worker Protection Bills | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “This bill has long been talked about by Labour and especially the issue in relation to sexual harassment which we have written about many times.  We hope at Consensus HR businesses will ensure that all the team are adequately trained and the businesses culture reflects one where everybody is treated correctly and made to feel part of the team for the success of the business and employees.”

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
Contact Us

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

Copyright © Consensus HR All right reserved.

Designed by JCP Web Designs

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Labour to hold bad employers accountable, says TUC chief | Consensus HR in Herts & Beds

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TUC General Secretary Paul Nowak has expressed strong support for Labour’s commitment to holding bad employers accountable. This initiative is part of Labour’s broader “New Deal for Working People,” which aims to enhance workers’ rights and conditions.

The new policies include banning zero-hours contracts, ensuring day-one rights for all workers, and improving sick pay. These measures are designed to address long-standing issues of job insecurity and poor working conditions, which have been exacerbated by the Conservative government’s policies since 2010​ (LabourList)​​ (HR Magazine)​.

A recent poll conducted by the Chartered Management Institute (CMI) shows overwhelming support from British managers for these policies, indicating a broad recognition that improved workers’ rights can lead to better productivity and workplace morale​ (LabourList)​.

Labour’s plan also includes stronger family-friendly policies and a right to disconnect, which have garnered significant support. By focusing on creating secure, fair, and flexible working environments, Labour aims to promote good business practices and end exploitative employment practices​ (LabourList)​.

Labour to hold bad employers accountable, says TUC chief | Consensus HR in Herts & Beds

Our HR comment:

Our HR Comment: – Labour to hold bad employers accountable, says TUC chief | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “We have written a couple of blogs pre- and post-Election and many of the points raised in this article are what we have written about and highlights what we have always said at Consensus HR, businesses have nothing to worry about if they are working to best practice and the law and that is what we do with our clients.”

Here are our previous blogs on the subject:

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
Contact Us

Your Outsourced Human Resources (HR) Department.

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

Labour to hold bad employers accountable, says TUC chief | Consensus HR

Copyright © Consensus HR All right reserved.

Designed by JCP Web Designs

Consensus HR Newsletter

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

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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!

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

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.

See more

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:

  1. Balancing Multiple Roles and Responsibilities: Managers often must juggle administrative duties, strategic planning, team management, and personal contributions to projects.
  2. 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.

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

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:

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Monthly HR blog Newsletter – July 2024 | Consensus HR, Herts, Beds
Consensus HR - Herts, Beds

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:

  1. 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.
  2. 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

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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.
Contact Us

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2024 – What are the implications of Labour’s general election victory? Our latest blog discusses | Consensus HR in Herts & Beds

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Our Latest blog: 2024 – Election 2024 & Labour

 

Following our previous blog which we wrote pre-Election,2024 – What are the implications of Labour’s general election victory? Our latest blog discusses | Consensus HR in Herts & Beds what was to be expected from each of the parties should they win, we have now written what to expect and the implications of Labour winning.

The polls were proved to be correct, and Sir Keir Starmer will return to Parliament as Prime Minister.

Sir Keir and some of those expected to be in his Cabinet such as Rachel Reeves (the likely Chancellor), Angela Rayner (potentially the Levelling Up Secretary) and Wes Streeting (possibly the Health Secretary) have given a number of hints as to what employers can expect from the early months of a Labour-led Parliament.

First steps

The King’s Speech, setting out the new Government’s first programme, will be delivered on 17 July after which Parliament will sit until 31 July before taking a shortened break. Instead of the normal six-week summer recess, the new Prime Minister has said that MPs will have four weeks back in their constituencies before reconvening on 2 September.

Ms Reeves is expected to deliver an Autumn Statement in mid-September which is likely to feature the much-discussed introduction of VAT on private school fees.

General Election 2024: what are the implications of Labour’s general election victory? | Consensus HR in Herts & Beds UK

Housing and planning

The King’s Speech is expected to focus on the urgent need to build more houses with an instruction to local authorities to review green belt land in their areas. If brownfield sites are proving insufficient for housing needs, then they will be expected to examine green belt possibilities.

A new national policy framework will reintroduce building targets for councils which were removed by Michael Gove during his spell as Levelling Up Secretary. The Shadow Housing Minister, Matt Pennycook, has suggested that compulsory purchase orders (CPOs) may be used to release privately held land for development.

Assuming Ms Rayner is confirmed as Mr Gove’s replacement, she is expected to put forward reforms to planning rules which will speed up the process of approving new housebuilding projects.

General Election 2024: what are the implications of Labour’s general election victory? | Consensus HR in Herts & Beds UK

Employment

When it comes to employment, we are on firmer predictive ground as the incoming administration’s thinking in this regard was set out in a recent publication, Labour’s Plan to Make Work Pay.

This highlights plans to restrict zero-hours contracts, with stronger anti-avoidance measures being introduced, and to replace the recently published Code of Practice on fire and re-hire practices with a tougher version.

While the document states that Labour will ensure that employers can “operate probationary periods to assess new hires”, it also makes clear that the right not to be unfairly dismissed, sick pay and parental leave will all be in place on the first day of employment.

Among other proposals, the new Government will consult on removing the current distinction between employees and workers, provide for redundancy consultation to be determined by the number of people affected across the whole business rather than in one workplace, and strengthen the existing protections for whistleblowers and workers subject to TUPE processes.

One proposal that seems certain to go ahead is the repeal of the Trade Union Act 2016 and the Strikes (Minimum Service Levels) Act 2023 while it is expected that all three-month employment tribunal limitation periods will change to six months.

CIPDHRInform

When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds

My HR Comment / Advice: 

Our Comment: – General Election 2024: what are the implications of Labour’s general election victory? | Consensus HR in Herts & Beds UK

Matthew Chilcott, Owner of Consensus HR comments: – “This is a very interesting article following the Election and Labour winning and highlights a lot of what to expect when it comes to HR and Employment Law.  It will be interesting to see how they manage Zero-hour Contracts going forward and the introduction of a tougher Code of Practice in relation to fire and rehire.  We look forward to the changes and ensuring as always that our clients are kept fully up to date and any amendments to their Policies & Procedures made so that they know they are working to best practice and the law at all times whilst Preventing People Problems.”

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.
Contact Us

Copyright © Consensus HR All right reserved.

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When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds

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Our Latest blog: When it comes to managing employees, why do you have to manage correctly?

 

Managing people is not easy and takes a lot of skills, time and patience but managing employees correctly is crucial for a variety of reasons that impact both the short-term and long-term success of an organisation. Here are some key reasons why effective employee management is essential:

  1. Productivity and Efficiency

  • Optimised Performance: Proper management ensures that employees understand their roles, responsibilities, and expectations, which leads to better performance and higher productivity.
  • Clear Goals and Objectives: Setting clear goals helps employees stay focused and aligned with the company’s objectives.

  1. Employee Engagement and Motivation

  • Job Satisfaction: Good management practices such as recognition, feedback, and career development opportunities increase job satisfaction and reduce turnover.
  • Motivation: Motivated employees are more likely to be engaged, committed, and willing to go above and beyond in their roles.
When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds
When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds

  1. Talent Retention

  • Lower Turnover Rates: Effective management reduces employee turnover by creating a positive work environment where employees feel valued and supported.
  • Skill Development: Investing in employees’ professional growth through training and development helps retain top talent.

  1. Company Culture

  • Positive Work Environment: Good management fosters a positive company culture, which can improve teamwork, communication, and overall morale.
  • Conflict Resolution: Effective managers handle conflicts professionally and fairly, maintaining a harmonious workplace.

  1. Legal and Ethical Compliance

  • Avoiding Litigation: Proper management ensures compliance with employment laws and regulations, reducing the risk of lawsuits and legal issues.
  • Ethical Standards: Managers set the tone for ethical behaviour within the organisation, promoting integrity and trust.

  1. Financial Performance

  • Cost Efficiency: Efficient management practices lead to better use of resources, reducing waste and unnecessary expenses.
  • Profitability: High employee productivity and low turnover contribute to the company’s profitability and financial health.
When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds
When it comes to managing employees, why do you have to manage correctly? | Consensus HR in Herts & Beds

  1. Reputation and Employer Branding

  • Attracting Talent: Companies known for good management and a positive work environment attract top talent.
  • Customer Satisfaction: Satisfied employees often provide better service, leading to higher customer satisfaction and loyalty.

  1. Innovation and Growth

  • Encouraging Creativity: Effective managers create an environment where employees feel safe to share ideas and innovate.
  • Adaptability: A well-managed team can quickly adapt to changes and new challenges, driving business growth and competitiveness.

What are the Best Practices for Managing Employees:

  • Clear Communication: Establish open lines of communication to ensure employees are well-informed and can voice their concerns.
  • Setting Expectations: Clearly define job roles, expectations, and performance metrics.
  • Regular Feedback: Provide constructive feedback regularly to help employees improve and grow.
  • Recognition and Rewards: Acknowledge and reward employees’ hard work and achievements.
  • Training and Development: Offer opportunities for professional development and career advancement.
  • Fair Treatment: Ensure all employees are treated fairly and with respect, promoting equality and diversity.
  • Work-Life Balance: Support employees in maintaining a healthy work-life balance to prevent burnout and stress.

My HR Comment / Advice: Managing employees.

Matthew Chilcott, Owner of Consensus HR comments: “In summary, managing employees correctly is vital for maximising their potential, maintaining a positive work environment, ensuring legal compliance, and achieving organisational success. Effective management contributes to the overall health and success of the company and team.  Nobody says managing employees is easy and believe me having the opportunity to manage many teams in many sectors from 1 – 450 employees they all take their time, patience, dedication and understanding but by ensuring you follows what is mentioned within this blog, your time managing should be made easier.”

 

Consensus HR encourages clients to have a policy in place that covers all areas including:

What is it referred to within your business?  Personnel or HR? Talk to Matthew at Consensus HR and discuss!”

 Further information on my past experience can be found on my LinkedIn profile.

 

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.
Contact Us

Copyright © Consensus HR All right reserved.

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professional services

The importance of Training & Development in business | Consensus HR in Herts & Beds

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Latest blog: Why is Training & Development, important within business?

At Consensus HR and when talking to our clients, we cannot emphasise the important of training and development which is a key part of the employee life-cycle but why is this?

 

Training and development are critical components of the employee life-cycle for several reasons:

  1. Skill Enhancement:

    • Employees can acquire new skills and improve existing ones, making them more effective in their roles. This leads to increased productivity and efficiency within the organisation.

  1. Adaptation to Change:

    • In a rapidly changing business environment, training helps employees stay updated with the latest technologies, processes, and industry trends. This ensures the company remains competitive and innovative.

  1. Employee Engagement and Satisfaction:

    • Investing in employee development demonstrates that the company values its workforce, leading to higher levels of job satisfaction and engagement. Engaged employees are more motivated and likely to stay with the company longer.

  1. Career Growth and Advancement:

    • Training provides employees with the tools and knowledge they need to advance their careers. This can lead to internal promotions, which benefits both the employee and the organisation by retaining talent and reducing recruitment costs.

  1. Improved Performance:

    • Well-trained employees perform better in their roles, leading to better overall organisational performance. This includes improved customer service, higher quality work, and greater efficiency.

  1. Reduction in Turnover:

    • Providing development opportunities helps in retaining employees. When employees see a clear path for growth and development, they are less likely to leave the organisation.

  1. Building a Learning Culture:

    • Regular training and development foster a culture of continuous learning and improvement within the organisation. This culture encourages innovation, creativity, and adaptability among employees.

  1. Compliance and Risk Management:

    • Training ensures that employees are aware of regulatory requirements and company policies. This helps in maintaining compliance and reduces the risk of legal issues and penalties.

  1. Succession Planning:

    • Training and development prepare employees for future leadership roles, ensuring that the organisation has a strong pipeline of capable leaders. This is essential for long-term organisational stability and growth.

  1. Attracting Talent:

    • Companies known for their commitment to employee development are more attractive to potential job candidates. This helps in attracting high-quality talent who are looking for growth opportunities.
Importance of Training & Development in business | Consensus HR

Our HR comment:

Matthew Chilcott comments: “In summary, training and development are vital for enhancing employee skills, fostering engagement, ensuring adaptability, and driving overall organisational success. By investing in your workforce, companies can achieve sustainable growth and maintain a competitive edge in the market and is just one part of the Employee Life cycle.”

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.
Contact Us

Copyright © Consensus HR All right reserved.

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Recruitment

HR or Personnel? Whats the difference? | Consensus HR in Herts, Beds

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Our Latest blog: What is the difference between Human Resources. (HR) & Personnel?

 

At Consensus HR, one of the comments we generally get asked is “What is the difference between Personnel & Training and Human Resources? they are the same aren’t they?

In answer to these questions, we have put together the following blog.  The shift from “Personnel and Training” to “Human Resources” (HR) reflects a broader evolution in the field, emphasising a more strategic and comprehensive approach to managing an organisation’s workforce. Here’s a detailed comparison of the two terms and their implications:

Personnel and Training

Personnel Management:

  • Administrative Focus: Personnel management traditionally has an administrative and operational focus, dealing with day-to-day employee management tasks.
  • Record Keeping: Emphasis on maintaining employee records, handling payroll, and ensuring compliance with labour laws and regulations.
  • Employee Relations: Managing employee relations, handling grievances, and ensuring workplace discipline.
  • Reactive Approach: Often reactive, dealing with issues as they arise rather than proactively planning for the future.

Training:

  • Skills Development: Focuses on providing training programs to develop specific skills and competencies required for employees to perform their jobs.
  • Short-Term Focus: Generally, has a short-term perspective, addressing immediate training needs rather than long-term development.
HR or Personnel? Whats the difference? | Consensus HR in Herts, Beds
HR or Personnel? Whats the difference? | Consensus HR in Herts, Beds

Human Resources

Human Resources Management (HRM):

  • Strategic Focus: HRM takes a strategic approach, aligning the management of people with the overall goals and strategy of the organisation.
  • Holistic Management: Encompasses a broader range of functions, including recruitment, talent management, employee development, performance management, and succession planning.
  • Proactive Approach: Proactively addresses workforce planning, employee engagement, and organisational culture.
  • Employee Experience: Focuses on improving the overall employee experience, from onboarding to career development and retention.

Key Differences:

  1. Scope and Focus:
    • Personnel and Training: Primarily administrative, focusing on compliance, record-keeping, and training for immediate needs.
    • HR: More comprehensive, encompassing strategic planning, talent management, and aligning HR practices with business goals.
  2. Approach:
    • Personnel and Training: Reactive, dealing with issues as they arise.
    • HR: Proactive, anticipating and addressing future workforce needs.
  3. Role in the Organisation:
    • Personnel and Training: Often seen as a support function, primarily handling administrative tasks.
    • HR: Viewed as a strategic partner, contributing to the organisation’s long-term success.
  4. Employee Development:
    • Personnel and Training: Focuses on specific training programs to address immediate skill gaps.
    • HR: Emphasizes continuous learning, career development, and long-term talent management.
  5. Terminology:
    • Personnel and Training: Uses terms like personnel management, employee records, and training programs.
    • HR: Uses terms like talent management, human capital, employee engagement, and strategic workforce planning.

Evolution of the Field

The transition to “Human Resources” reflects the evolving recognition of employees as valuable assets (“human capital”) whose development and engagement are critical to organisational success. This shift acknowledges that effective management of human resources contributes significantly to achieving competitive advantage and driving business growth.

Why Your Business Should Invest in Consensus HR's | Consensus HR in Herts & Beds

My HR Comment / Advice: Personnel or HR?  What do you refer to it as?

Matthew Chilcott, Owner of Consensus HR comments: “In summary, while “Personnel and Training” focuses on administrative and operational tasks related to employee management, “Human Resources” represents a more strategic, comprehensive, and proactive approach to managing an organisation’s workforce, recognising employees as key contributors to the organisation’s success.”

Consensus HR encourages clients to have a policy in place that covers all areas including:

What is it referred to within your business?  Personnel or HR? Talk to Matthew at Consensus HR and discuss!”

 Further information on my past experience can be found on my LinkedIn profile.

 

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.
Contact Us

Copyright © Consensus HR All right reserved.

Designed by JCP Web Designs

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