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Hunt to ‘nudge’ the long-term sick back to work

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Hunt to 'nudge' the long-term sick back to work

Matthew, Pinto-Chilcott, Owner of Consensus HR comments: “Hunt to ‘nudge’ the long-term sick back to work – This is a great idea as long as it is managed correctly, and businesses given the right tools and support to implement.  At Consensus HR we work with our clients to manage their team’s sickness correctly and to the law and best practice and by ensuring the teams welfare is at the forefront of the business.  This can be achieved through, good, user friendly Policies & Procedures and ensuring sickness is managed appropriately and the correct action taken should it be needed such as writing to their GP or Consultant and gaining their professional advice on any reasonable adjustments that the business can make.  We also ensure that the management of the individual is managed and if needed a plan put into place to help the member of the team with any personal conditions they may be currently experiencing.  This can take time and is definitely not easy but the benefits to the organisation and the member of the team out way this.”

NEWS ARTICLE:  Hunt to ‘nudge’ the long-term sick back to work.

 Chancellor Jeremy Hunt is set to reveal the findings of a major workforce review designed to ease the UK labour market by “nudging” hundreds of thousands of people back into work. The review will include the introduction of new ‘conditionality’ requirements for an estimated 2.5m people classed as long-term sick. Those with long-term conditions such as mental health issues and stress will be offered extra support to help them to get back to work but in return, they will be required to look for a job if they want to continue claiming benefits. Mr Hunt is also expected to announce funding for older workers to get annual health checks. It is hoped that this will help identify problems earlier and reduce the number of people leaving the workforce because of ill health.

 

Daily Mail

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Hunt to 'nudge' the long-term sick back to work

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Hunt to 'nudge' the long-term sick back to work

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Violence and abuse

Violence and abuse against retail workers soars.

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Violence and abuse against retail workers soars.

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “What is going on here, when you cannot go to work without violence or abuse happening to you?  I used to love working in retail and interacting with customers, but it must be hard these days to do this, if the statistics shown in this report are to be acknowledged. From a HR perspective, if companies are in the retail sector, they need to ensure that all possible tools are used for the health, safety and welfare of the team.  Adequate development / resources should be available to all team members with the correct individual and team development arranged.  When I worked for a well-known retailer and due to the sector we covered, all our team were given detailed customer service on how to diffuse a range of situations that could occur in the workplace with the main emphasis on ensuring that the team knew to follow the correct best practice operation / HR Policies and procedures but to remember their welfare is of the utmost importance and they should never put themselves at risk of any kind of abuse or physical assault.”

NEWS ARTICLE:  Violence and abuse against retail workers soars.

The British Retail Consortium’s latest crime survey reveals that violence and abuse against retail workers has almost doubled from pre-pandemic levels. The new findings show incidents including racial and sexual abuse, physical assault and threats with weapons rose to more than 850 a day in 2021-22 from over 450 a day the year before. The survey also found that £953m was lost in that time to customer theft. BRC chief executive Helen Dickenson has called for tougher action from the police and courts to stop the menace destroying lives and costing £1.76bn a year. She said: “The pandemic has normalised appalling levels of violent and abusive behaviour against retail workers. While a confrontation may be over in minutes, for many victims, their families and colleagues, the physical and emotional impact can last a lifetime. Surely everyone deserves the right to go to work without fear.”

 

The Daily Express

The Times

The Human Times

Violence and abuse against retail workers soars.

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Presenteeism remains an entrenched feature of business culture. 

Young people seek to make friends

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Consensus HR

Matthew Pinto-Chilcott, Owner of Consensus HR comments:” The BBC have recently written this article which is very interesting in relation to the major change that has happened to the workforce in relation to going to work and the office.  Many articles are now being written about employees who do not wish to return to the workplace, but do they have a choice?  We are finding after talking to our clients and other businesses where this is applicable some have found it very easy through consulting with the team about the benefit of returning to the workplace such as team moral, better office facilities and team meetings amongst many other things whilst ensuring an adequate Risk Assessment takes place and a correct Policy is in place to return as normal and as it was prior to the pandemic, whilst others through consultation and talking have found a balance, working in the office, three days a week and from home / hybrid, two days a week.  The last three years have shown us, that as long as the team are managed correctly, given the right tools for the job, and a Risk Assessment / Lone Working needs met they can basically do the job anywhere whilst ensuring that the 121 / team contact continues as needed and it is really up to the business and team to decide on the most productive way forward for the team member and business.  Although this is not possible in all sectors such as care, hospitals, catering etc.

NEWS ARTICLE: – Young people seek to make friends as firms shift to remote-working 

The workplace has traditionally been an environment to make friendships and connections, but many young people are lacking such opportunities as employers shift to hybrid-, distributed- or remote-working models. Experts say that, overall, social circles have shrunk in the wake of the pandemic – and in some cases, were never established at all. “Many people, Gen Z specifically, who are entering the workforce, haven’t necessarily had the experience of being able to make friends in the typical way, and are starting a new job for the first time where they don’t know anyone,” explains Miriam Kirmayer, a clinical psychologist and friendship expert practicing in Montréal, Canada. Because Gen Z has not had the “experience of making new friends at work that they really can draw on and leverage to keep them feeling socially connected,” young people are fundamentally changing their approaches to how they connect, and what those connections look like, Kirmayer says.  These shifts also have changed the entire traditional idea that work functions as a “hub of friendship and social connection,” she adds.

BBC

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We continually run a a range of fact / Knowledge gaining, informal, friendly & exciting HR Management / business owner development workshops designed to equip individuals with the skills required to run their businesses successfully.

If your business would like to run a specific HR Workshop such as Performance Management, Disciplinary & Grievance Management, or Customer Service to name a few, please get in contact today and we will work with you to develop a program.

 

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NHS Menopause

Menopause leave rejected by ministers

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Menopause leave rejected by ministers

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “We have been speaking about this for some time with our clients and other people when visiting business networking events and was waiting for the outcome of the proposal.  This now shows that they are recommending that all companies have a Menopause Policy in place, but that Menopause is not going to be a protected Characteristic under the Equality Act October 2010 together with the current protected characteristics that are protected from day one of employment with the possibility of unlimited financial awards.  These are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.  Businesses need to ensure that they have the correct HR company Policies and Procedures in place and ensure they are practiced correctly and not just left in a HR Policy file and not used as an Employment Tribunal (ET) will look at custom and practice when deciding on an outcome and whether they received less favourable treatment amongst others.”

 

NEWS ARTICLE- Menopause leave rejected by ministers: –

UK government ministers have rejected a proposal to introduce “menopause leave” pilots in England, arguing it could be “counterproductive,” and have also dismissed a recommendation to make menopause a protected characteristic under the Equality Act. In July 2022, the Women and Equalities Committee published a report which warned that the impact of menopause was causing the UK economy to “haemorrhage talent,” and said a lack of support was pushing women out of work. In its response to the report, the government rejected outright five of the committee’s 12 proposals, including a recommendation for the government to work with a large public sector employer to “develop and pilot a specific menopause leave policy.” A cross-party group of MPs had argued this could stop women being “forced out of work by insensitive and rigid sickness policies.” The government said it was focused on encouraging employers to implement workplace menopause policies, adding: “We are concerned that specific menopause leave may be counterproductive to achieving this goal.” It also said it would not launch a consultation on amending the Equality Act to introduce a new protected characteristic of menopause “including a duty to provide reasonable adjustments for menopausal employees,” saying such a move could have “unintended consequences which may inadvertently create new forms of discrimination, for example, discrimination risks towards men suffering from long term medical conditions or eroding existing protections.” Conservative MP Caroline Nokes criticized the government response to the Women and Equalities Committee, which she chairs.  “This is a missed opportunity,” said Nokes in a letter to the Minister for Women Maria Caulfield. “The evidence to our inquiry was crystal clear that urgent action was needed across healthcare and work settings to properly address women’s needs, yet government progress has been glacial and its response complacent.”

BBC

Bloomberg
Menopause leave rejected by ministers
Menopause leave rejected by ministers

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Full HR & H&S Support

Consensus HR realises that many UK based SMEs understand the importance of Human Resources (HR) and Health & Safety (H&S) but cannot justify the cost of a full time HR person / team within their business, whilst knowing that when running a business of any size (from one employee to 250) that there will be a time when they will have to deal with a range of HR and H&S issues and employee problems. Consensus HR can be your organisation’s HR department providing everything you would expect to find in a big company but in a more cost-effective way. We provide our clients access to unlimited HR advice and employment law which is accredited by leading professional bodies, including the Solicitors Regulation Authority and the Bar Standards Board.

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Following the latest news in relation to the Menopause, does your company currently have a policy? If not, give us a call now.
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