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Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

16 09 2024

Recycle Week: Why Recycling Matters More Than Ever – A Message from the Consensus HR Team

Matthew Chilcott Blog, General @sg1businessclub, #ConsenHR, #consensushr, #networkinbeds, #outsourcedemploymentlaw, #recycling, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

As Recycle Week kicks off on September 16th:

As Recycle Week kicks off on September 16th, we at Consensus HR want to take this opportunity to reflect on the importance of recycling, both in our personal lives and within our workplaces. At our office at the BTC, Stevenage, they recently introduced recycling bins in all our kitchens and which has proven to be a huge success. This year’s theme, “The Big Recycling Hunt,” emphasises the need for everyone to take that extra step to ensure recyclable items don’t end up in the wrong places.

Why Recycling Matters:

Recycling is more than just a buzzword—it’s a critical action that helps protect our planet. By recycling, we can significantly reduce the amount of waste sent to landfills, conserve natural resources, and cut down on pollution. The benefits are not just environmental; recycling also plays a vital role in supporting the economy by creating jobs and promoting sustainable industries.

Recycling in the Workplace:

At Consensus HR, we’re committed to making sustainability part of our workplace culture. Whether it’s ensuring that our office waste is properly sorted or encouraging employees to think twice before printing documents, every small action contributes to a larger impact. On all our emails we have “Please consider the environment before printing this email” to emphasise the importance of not printing, if you can help it and there is no real need.

Businesses have a unique opportunity to lead by example, setting standards that inspire employees, clients, and the broader community to prioritise recycling.

Here are a few tips on how you can enhance recycling efforts in your workplace:

Set Up Recycling Stations: Make recycling easy and accessible by placing clearly labelled bins in communal areas like kitchens and office floors.
Educate Your Team: Regularly update your team on what can and cannot be recycled. Many common items, such as coffee cups and plastic wraps, are often mistakenly placed in the wrong bins.
Reduce Paper Waste: Encourage digital communication and filing systems to minimise the need for printing. When printing is necessary, use both sides of the paper.
Recycle Electronics Responsibly: Office electronics can be recycled, but they require special handling. Set up a system for properly disposing of old computers, phones, and other gadgets.
Promote Reusable Items: Swap single-use items for reusables—think water bottles, coffee cups, and cutlery. Not only do these reduce waste, but they also save money in the long run.

Get Involved in Recycle Week:

This Recycle Week, we challenge you to take a closer look at your recycling habits. Are there items you’re regularly throwing away that could be recycled? Could your business do more to reduce its environmental footprint? Now is the perfect time to start making those small changes that lead to big results.

Recycle Week: Why Recycling Matters More Than Ever

Why Recycling Matters More Than Ever. Consensus HR - Herts, Beds

At Consensus HR, we believe that sustainable business practices are essential, not just for the environment but for the overall well-being of our communities. By fostering a culture of responsibility and awareness, we can all contribute to a greener future.

Let’s make every week Recycle Week by continuously striving to recycle more and waste less. Remember, every item you recycle is a step towards a healthier planet. So, let’s get hunting for those recyclables and make this year’s Recycle Week a successful one!

Happy Recycling Week from the Consensus HR Team!

Feel free to share this blog on your website or social media channels. If you have any questions about implementing better recycling practices in your workplace or want to learn more about our services, don’t hesitate to contact us. Together, we can make a difference!

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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.

10 09 2024

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

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #Bedfordshire @SG1, #consensushr, #networkinbeds, #Newsletter, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

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

Labour proposes the right to a four-day week
Indirect discrimination equals the same disadvantage

Labour proposes the right to a four-day week

The news media has been delighting in striking fear into the hearts of employers by claiming that Labour plans to introduce the right for employees to demand a four-day week. The truth is that as part of its proposed new employment law changes, employees will be allowed to request to work compressed hours over four days to allow for three days off.

Speaking on LBC Radio, Education Minister Baroness Jacqui Smith said that compressing work hours and offering flexible working is “actually good for productivity”, enabling people to attain a better work-life balance, spend more time with their family and friends, and encourage more people into the workplace.

In its Election Manifesto, the Labour Government said it will also look at:

Day-one rights — protections, sick pay and parental leave available from day one
‘Right to switch off’ — a new code of practice agreed with employees
Banning fire and rehire
Banning zero-hour contracts
Protections for new mothers
Creation of a Fair Work Agency

Businesses across the UK were invited to participate in a new trial of a four-day working week in the autumn. This follows the major success of a six-month pilot in 2022, which saw many benefits in employee wellbeing, and 56 of the 61 participating companies planning to switch to a four-day work week permanently.

In R (Karmakar) v Royal College of GPs [2024] EWHC 2211 (Admin), the High Court ruled that the Royal College of GPs behaved unreasonably by not offering a disabled candidate the right to repeat an applied knowledge test.

Dr Karmaker was a trainee GP. She sat the Royal College’s applied knowledge test three times and failed. She was subsequently diagnosed with a neurodiverse cognitive profile. She sat the test a fourth time and still failed despite getting a better result.

The Royal College’s policy only allowed four attempts at passing the test but granted Dr Karmaker a fifth try. Again, she failed, but only by a small margin. She asked the Royal College to disregard her first three attempts at taking the test as know reasonable adjustments for her disability were provided. The Royal College refused. Dr Karmaker applied for Judicial Review of the refusal decision, arguing it was an unlawful fettering (rigidly obeying rules or policies created by the organisation itself) following the Royal College’s discretion, irrational, amounted to indirect discrimination, and was in breach of the public sector equality duty (PSED), and the duty to make reasonable adjustments set out in the Equality Act 2010.

The High Court stuck out the claim of unlawful fettering of discretion on the grounds that it did not apply to discretion not created by statute. It also found the Royal College did not breach the Equality Act 2010. However, the Court concluded it was irrational to give candidates who knew they had a disability extra time over several attempts at the test, but not to offer the same to those who discovered a disability later.

Indirect discrimination equals the same disadvantage

In British Airways plc v Rollett and others and Minister for Women and Equalities (Intervener) [2024] EAT 131, due to a restructuring exercise, British Airways cabin crew based at Heathrow Airport had their schedules altered. The Claimants submitted to the Tribunal that the scheduling changes put at a disadvantage:

Employees (predominantly non-British nationals) who lived abroad and commuted to Heathrow, and
Employees (predominantly women) with caring responsibilities.

Some of the Claimants did not share the same protected characteristics (of being non-British, or women) but argued they suffered the same disadvantage as those who did. For example, a British national who lived in France, and a male employee with caring responsibilities.

At the first hearing, the Employment Tribunal (ET) concluded it could hear the indirect discrimination claims. This jurisdiction was based on the European Court of Justice case CHEZ Razpredelenie Bulgaria AD v Komisia za zashtita ot diskriminatsia (Case C-83/14) EU:C:2015:480 in which the Court held that a Claimant can establish indirect discrimination even if they do not share the protected characteristic of the disadvantaged group. All they have to show is that they suffered the same disadvantage as the disadvantaged group.

British Airways appealed the ET’s decision. The Employment Appeal Tribunal (EAT) dismissed the appeal, stating that the ET had not made a mistake when it concluded it had jurisdiction to hear the indirect discrimination claims.

It is important to note that the decision on whether British Airways actually discriminated against the Claimants has not yet been made. But employers should be aware that

from 1 January 2024, a new section was inserted into the Equality Act 2010. Section 19A provides that Claimants without the protected characteristic of the disadvantaged group can bring indirect discrimination claims provided they experience the same disadvantage. Section 19A brings the CHEZ decision into UK 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’.

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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

09 09 2024

AI in the Workplace| Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #AI, #bedfordshirebusiness, #networkinbeds, #outsourcedemploymentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

AI in the Workplace Opportunities and HR Considerations

By Matthew Chilcott, Consensus HR

Artificial Intelligence (AI) is transforming workplaces across the globe, offering businesses new opportunities to improve efficiency, decision-making, and customer service. However, as companies integrate AI into their operations, it’s crucial to navigate the potential human resources (HR) challenges that accompany this technological shift.

The Rise of AI in the Workplace

AI is reshaping the way businesses operate, from automating routine tasks to providing data-driven insights that enhance strategic planning. In HR, AI tools can streamline recruitment by screening resumes, managing employee onboarding, and even predicting staff turnover. AI-powered chatbots and virtual assistants can handle common employee queries, freeing up HR teams to focus on more strategic initiatives.

AI in the Workplace| Consensus HR in Herts & Beds

Key HR Issues to Consider

Bias and Fairness: AI systems are only as good as the data they are trained on. If this data is biased, AI can inadvertently perpetuate discrimination in recruitment, promotions, and other HR processes. Ensuring that AI tools are transparent, fair, and regularly audited for biases is essential.
Privacy and Data Security: AI relies heavily on data, including sensitive employee information. Businesses must ensure robust data security measures are in place to protect against breaches and comply with data protection laws such as GDPR. Transparency with employees about how their data is used is also critical to maintaining trust.
Job Displacement and Reskilling: The automation of tasks traditionally performed by humans can lead to job displacement, raising concerns among employees about their future roles. HR must play a proactive role in reskilling and upskilling employees to adapt to new AI-driven roles, ensuring a smooth transition and maintaining workforce morale.
Ethical Considerations: The use of AI in decision-making processes, especially those affecting employment, can raise ethical questions. HR leaders need to establish clear ethical guidelines around AI use, ensuring decisions remain fair and respect the rights of employees.
Employee Well-being and AI Interaction: The increasing presence of AI can change the workplace dynamics and affect employee well-being. Over-reliance on AI for management decisions can create a disconnect between staff and leadership, leading to reduced job satisfaction. Maintaining a human touch in HR processes is essential to balancing technology with empathy.

Our HR comment: AI in the Workplace| Consensus HR in Herts & Beds

Our HR comment / Advice: –

AI presents tremendous opportunities for enhancing workplace efficiency and effectiveness, but it also introduces new challenges that businesses must carefully manage. By addressing potential HR issues, such as bias, privacy, job displacement, and ethical concerns, companies can ensure a responsible and effective integration of AI into their workplace.

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

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

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02 09 2024

Organic September with Consensus HR in Herts & Beds

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

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.

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!

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02 09 2024

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

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1businessclub, #consensushr, #networkinbeds, #outsourcedemploymentlaw, #stevenage #bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, references, Small Business, SME, SME's, stevenage

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.

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27 08 2024

Equal Pay Employment Tribunal Case: What Employers Need to Know | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #consensushr, #networkinbeds, #Next, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

On the BBC News today – 27^th September 2024 and in a significant ruling, the Employment Tribunal has recently announced a verdict on a high-profile equal pay case. This decision has far-reaching implications for employers across the UK, particularly those in industries where pay disparities between male and female employees have been a long-standing issue.

At Consensus HR, we believe it’s crucial for employers to understand the ramifications of this case, as it serves as a stark reminder of the importance of pay equity in the workplace. Below, we break down the key aspects of the case and offer practical advice for employers to ensure compliance and fairness in their pay practices.

The Case Overview:

The recent Employment Tribunal case involved a group of female employees who claimed that they were being paid less than their male counterparts for performing the same work. The women argued that this disparity violated the Equal Pay Act, which mandates that men and women should receive equal pay for equal work. The Tribunal found in favor of the claimants, ruling that the pay difference could not be justified by any factor other than gender.

This ruling reinforces the legal obligations of employers to ensure that their pay structures are free from gender bias. It also highlights the need for transparency and regular reviews of pay practices to prevent discrimination.

Trade unions and business organisations meet to discuss workers’ rights |Consensus HR in Herts & Beds

What This Means for Employers

Legal Obligations:

The ruling underscores the legal requirement for employers to provide equal pay for equal work. Failure to do so can result in costly litigation, reputational damage, and financial penalties. Employers must be vigilant in their pay practices and ensure that they are compliant with the Equal Pay Act.

Pay Audits:

Conducting regular pay audits is now more important than ever. These audits help identify any discrepancies in pay between male and female employees and provide an opportunity to address them before they escalate into legal issues. Employers should document these audits and any actions taken to rectify disparities.

Job Evaluations:

To avoid pay discrimination, employers should use consistent and objective criteria for evaluating job roles. Job evaluations should be free from gender bias and based on factors such as skills, experience, responsibilities, and performance.

Transparency:

Promoting transparency in pay structures can help build trust within the workforce and prevent potential disputes. Employers should consider publishing pay ranges for roles and openly communicating how pay decisions are made.

Training and Awareness:

HR teams and managers should be trained on the principles of equal pay and the importance of avoiding gender bias in pay decisions. Awareness programs can help prevent unconscious bias and ensure that all employees are treated fairly.

Practical Steps for Employers

Review and Update Policies:

Ensure that your company’s pay policies are up-to-date and comply with current legislation. Policies should clearly outline the company’s commitment to equal pay and the steps taken to achieve it.

Regular Monitoring:

Implement a system for regular monitoring of pay equity within your organization. This can include periodic reviews of pay data, employee feedback, and comparisons with industry benchmarks.

Engage Employees:

Involve employees in discussions about pay equity. Create channels for employees to voice concerns about pay and ensure that these are addressed promptly and transparently.

Our HR comment:

Our HR comment / Advice: – Equal Pay Employment Tribunal Case: What Employers Need to Know | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “The recent Employment Tribunal case serves as a crucial reminder for employers to prioritise pay equity in their organisations. By taking proactive steps to ensure compliance with the Equal Pay Act, employers can not only avoid legal pitfalls but also foster a more inclusive and equitable workplace.

At Consensus HR, we are here to support businesses in navigating these complex issues. If you need assistance with pay audits, policy reviews, or training on equal pay, please don’t hesitate to contact us. Together, we can create a fair and transparent workplace for all employees.

Contact us today to learn more about how we can help your business achieve pay equity and compliance.”

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14 08 2024

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

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #invest, #networkinbeds, #outsourcedemploymentlaw, #stevenge, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.”

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12 08 2024

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

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

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

What is “Fire and Re-hire”?

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

The New Statutory Code of Practice

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

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

Key Elements of the Code of Practice:

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

Impact on Employers and Employees

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

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

How Consensus HR Can Help

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

Our HR comment:

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

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

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

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

08 08 2024

International Cat & Cycle to Work Day – 8th August 2024

Matthew Chilcott Blog, General @sg1, #cats, #consensushr, #cycletowork, #networkinbeds, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Did you know that today is International Cat & Cycle to Work Day?

International Cat Day:

Today’s day of recognition in the UK is International Cat Day, celebrated on August 8th. This day was created to honor our feline friends and to promote awareness about their care and welfare. Activities typically include adoption drives, educational events on cat health and behavior, and celebrations of the joy that cats bring into our lives (UK Awareness Days) (KnowInsiders).

International Cat Day is celebrated annually on August 8th. Established in 2002 by the International Fund for Animal Welfare (IFAW), the day aims to raise awareness about cats and promote their well-being. The celebration encourages cat owners and animal lovers to honour their feline friends, learn more about cat care, and support cat welfare initiatives.

Key Points About International Cat Day:

History and Purpose:
- Founded by the IFAW to celebrate the bond between humans and cats.
- Aims to highlight issues related to cat health, care, and adoption.
Common Activities:
- Adoption Events: Many animal shelters and rescue organisations hold special events to promote cat adoption.
- Educational Campaigns: Efforts to inform the public about responsible cat ownership, including proper nutrition, healthcare, and spaying/neutering.
- Fundraising and Support: Activities to raise funds for cat shelters, rescues, and animal welfare organisations.
- Social Media Campaigns: Sharing photos, videos, and stories of cats using hashtags like #InternationalCatDay to spread awareness.
Why It Matters:
- Promotes Adoption: Encourages people to adopt cats from shelters and rescues.
- Raises Awareness: Highlights the importance of proper cat care and the responsibilities of cat ownership.
- Supports Animal Welfare: Brings attention to issues such as stray and feral cats, overpopulation, and the need for spaying and neutering programs.

How to Celebrate:

Adopt a Cat: Consider adopting a cat from a local shelter.
Volunteer: Offer your time at a cat rescue or shelter.
Donate: Support animal welfare organisations financially or with supplies.
Educate: Learn more about cat care and share information with others.
Celebrate Your Cat: Spend extra time playing with your cat, give them a special treat, or share their photos on social media.

Resources:

International Cat Day is a wonderful opportunity to celebrate cats, improve their lives, and promote their well-being across the globe.

Cycle to Work Day:

Additionally, today is also Cycle to Work Day, an initiative encouraging people to commute by bicycle, promoting the benefits of cycling for health, the environment, and reducing traffic congestion (UK Awareness Days).

Both of these awareness days highlight the importance of animal welfare and sustainable transportation, respectively.

Cycle to Work Day is an annual event in the UK that promotes cycling as a means of commuting. It aims to encourage people to use bicycles for their daily commute, highlighting the benefits of cycling for personal health, the environment, and reducing traffic congestion.

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

Cycle to Work Day is a great opportunity to start a healthy and sustainable commuting habit. Whether you’re an experienced cyclist or a beginner, participating in this event can provide motivation and support to incorporate cycling into your daily routine.

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

International Cat & Cycle to Work Day - 8th August 2024

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06 08 2024

Delegation Skills | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Training & Development #BTCstevenage, #ConsenHR, #consensus hr, #consensushr, #delegationskills, #hertfordshirebusinesses, #mgtdevelopment, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Why don’t you join the first of our suite of Manager/Business Owner Development Workshops, where we always ensure a maximum of five delegates to create a friendly learning environment?

Oct

30

2024

Delegation Skills | Consensus HR in Herts & Beds

This course if designed for delegates with management responsibility for individuals / a team who find it hard to delegate tasks and wish to gain a full understanding of the best methods available to succeed.

To book

Details

Date : 30th October

Time : 08:30 am - 1:30pm

Cost : £159

Event : Delegation Skills

Performance Management / SMART (Appraisals) & Breakfast!

Management Development course overview:

DELEGATION SKILLS | Consensus HR in Herts & Beds

Who is this course for?

Benefits:

Employee: Ability to delegate successfully to work colleagues using best practice and tested methods.

Organisation:

Ensuring successful organising, managing and delegation of company tasks

Course Syllabus:

Delegates will gain an understanding and ability to:

Appreciate the importance of delegating to others as a way to offload work and get more done in your busy life.
Face your fear of delegation and learn to think of delegating tasks to others as a positive.
Adapt an appropriate strategy to delegate the right tasks to the right people at the right time and in the right way.
Use a systematic step-by-step approach to brief people on what you want to delegate to them.

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: 9:30am – 1:30pm – Tuesday 8^th September 2020

“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:

Delegation Skills & Breakfast!

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

This is the first of our suite of development workshops with many more to follow, such as:

Delegation – Workshop available on 30th October 2024
Effective Communication
Managing the team
Delegation skills
Teambuilding
Equality & Diversity
Managing Mental Health at Work
Coaching
Recruitment

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06 08 2024

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

Matthew Chilcott General, Performance Management, Training & Development @sg1businessclub, #appraisaltraining, #consensus hr, #consensushr, #networkinbeds, #performancereviews, Business, Business Owners, Development, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, Training

Why don’t you join the first of our suite of Manager/Business Owner Development Workshops, where we always ensure a maximum of five delegates to create a friendly learning environment?

Sep

25

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 : 25th September

Time : 08:30 am - 1pm

Cost : £179

Event : Appraisals

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 24^th 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”

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.

This is the first of our suite of development workshops with many more to follow, such as:

Delegation – Workshop available on 30th October 2024
Effective Communication
Managing the team
Delegation skills
Teambuilding
Equality & Diversity
Managing Mental Health at Work
Coaching
Recruitment

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:

30 07 2024

The Worker Protection Bills | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusiness, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, #protection, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, SME, SME's, stevenage, Worker

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.

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.

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.”

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As Recycle Week kicks off on September 16th:

Why Recycling Matters:

Recycling in the Workplace:

Get Involved in Recycle Week:

Happy Recycling Week from the Consensus HR Team!

Do you need help with your HR and Employment Law?

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

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

Labour proposes the right to a four-day week

Indirect discrimination equals the same disadvantage

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AI in the Workplace Opportunities and HR Considerations

By Matthew Chilcott, Consensus HR

The Rise of AI in the Workplace

Key HR Issues to Consider

Our HR comment: AI in the Workplace| Consensus HR in Herts & Beds

Our HR comment / Advice: –

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Did you know?

Embrace Organic September with Consensus HR:

How Consensus HR Supports Organic September:

Do you need help with your HR and Employment Law?

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Part One of Two:

1. Understanding Your Legal Obligations: Are References Mandatory?

2. Providing References: Keeping It Fair and Accurate

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

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: –

Do you need help with your HR and Employment Law?

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

The Case Overview:

What This Means for Employers

Legal Obligations:

Pay Audits:

Job Evaluations:

Transparency:

Training and Awareness:

Practical Steps for Employers

Review and Update Policies:

Regular Monitoring:

Engage Employees:

Our HR comment:

Our HR comment / Advice: – Equal Pay Employment Tribunal Case: What Employers Need to Know | Consensus HR in Herts & Beds

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Your Outsourced Human Resources (HR) Department.

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

Expertise and Experience at Your Fingertips

Cost-Effective HR Solutions

Tailored Support for Your Business Needs

Proactive Compliance Management

Enhanced Employee Relations and Productivity

Access to Comprehensive Resources and Tools

Peace of Mind

Support in Crisis Management

Continuous Improvement and Training

Our HR comment:

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What is “Fire and Re-hire”?

The New Statutory Code of Practice

Key Elements of the Code of Practice:

Impact on Employers and Employees

How Consensus HR Can Help

Our HR comment:

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

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Did you know that today is International Cat & Cycle to Work Day?

International Cat Day:

Key Points About International Cat Day:

How to Celebrate:

Resources: