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

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

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On the BBC News today – 27th 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.”

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:

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

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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.

Designed by JCP Web Designs

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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Cycle to Work Day

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

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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:

  1. 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.

  2. 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.

  3. 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:

  1. 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.

  2. 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.

  3. 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.

  4. 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.

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:

  1. 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.

  2. 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.

  3. 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.

  4. 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.

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:

  1. 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.

  2. 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.

  3. 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.

  4. 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.

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:

  1. 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.

  2. 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.

  3. 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.

  4. 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

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

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.

Designed by JCP Web Designs

Tesco

Delegation Skills | Consensus HR in Herts & Beds

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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?

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.

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 8th 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

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.

Designed by JCP Web Designs

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

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

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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
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.

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

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

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Performance Management / SMART (Appraisals) & Breakfast!

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

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Liz Kendall, Work and Pensions Secretary sets out details of Back to Work Plan | Consensus HR in Herts, Beds.

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The UK government recently unveiled details of its “Back to Work Plan” aimed at reducing long-term unemployment and supporting those with disabilities or long-term health conditions. The plan, announced by the Work and Pensions Secretary, includes several key initiatives to help people get off benefits, stay healthy, and secure employment.

Key components of the plan include:

  1. Enhanced Employment Support: The government is expanding programs like NHS Talking Therapies and Individual Placement and Support (IPS) to provide more comprehensive support for those seeking work​ (Recruiter)​​ (Express.co.uk)​.
  2. Reform of Work Capability Assessments: Changes are being made to the Work Capability Assessment process to better evaluate and support individuals with disabilities or health conditions. This aims to ensure more accurate assessments of individuals’ abilities to work and to provide appropriate support​ (RNIB)​.
  3. Intensive Job Coaching and Training: Unemployed claimants will receive regular support from work coaches. If they remain unemployed, they will be referred to the Restart scheme, which offers 12 months of intensive training. Persistent unemployment may lead to mandatory work placements or other activities designed to improve employability​ (RNIB)​.
  4. Youth Employment Guarantee: The plan includes a guarantee for young people aged 18 to 21, providing opportunities for training, apprenticeships, or job placements​ (Express.co.uk)​.
  5. Integration of Services: The plan aims to merge Jobcentre Plus and National Careers Services to create a more streamlined and effective support system for job seekers​ (Express.co.uk)​.

(Recruiter)​​ (Express.co.uk)​.

Liz Kendall, Work and Pensions Secretary sets out details of Back to Work Plan | 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:

Liz Kendall, Work and Pensions Secretary sets out details of Back to Work Plan | Consensus HR in Herts, Beds.

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

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July 2024 Employment Law Newsletter | Consensus HR - Herts, Beds

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

  • Poultry Workers travel time not ‘working time’
  • Improved workplace provision for those menstruating
  • Generative AI is not replacing jobs
  • Subject Access Request (SAR) denial upheld where there is a risk of intimidation
  • Commenting on colleagues appearance could count as sexual harassment

Poultry workers travel times not ‘working time’

In Taylors Service Ltd (dissolved) and another v The Commissioners for HM Revenue and Customs [2024] EAT 102, the Employment Appeals Tribunal (EAT) held that time spent ‘just’ travelling was not ‘time work’ for the purposes of regulation 30 of the National Minimum Wage Regulations 2015, and nor could it be deemed to be ‘time work’ under the exception for travel time in regulation 34.

Time work is defined as work outside of salaried work for which a worker is entitled to be paid. Travel time between jobs or business locations can be treated as time work. However, the following is not classed as time work:

  • Travel between the worker’s home and their usual place of work.
  • Travel between the worker’s home and an assignment.

 

In this case, Taylors Service Ltd (TSL) and Taylors Poultry Services (TPS) engaged workers on zero hours contracts and supplied them to the poultry industry. The companies provided a minibus that would collect the workers from their homes (or occasionally from their business premises) and transport them directly to their first assignment. On top of a normal working day, these journeys could be up to eight hours long. The workers were paid £2.50 per hour.

In 2020, HMRC decided that the time workers spent travelling to and from farms around the country should be reimbursed at the NMW and issued Notices of Underpayment totalling around £62,000 of wage arrears, plus penalties. TSL and TPS had their claim against the wage arrears dismissed in the Employment Tribunal (ET). However, the EAT overturned the ET’s ruling, citing the Supreme Court’s decision in Royal Mencap Society v Tomlinson-Blake; Shannon v Rampersad and another (t/a Clifton House Residential Home) [2021] UKSC 8. In this case, the Supreme Court held that care workers who were expected to sleep at, or near, their workplace, and be available to be called on during the night, were not entitled to the NMW for their entire sleep-in shifts. When workers were sleeping, they were not working; rather they were ‘available to work’. The EAT, having examined the Supreme Court’s reasoning, stated that time spent travelling to work could not be classed as working unless there was work to be done whilst travelling.

The EAT recognised that this decision may be unfair as the workers had no choice but to travel long distances if they accepted specific assignments; however, it was for Parliament, not the Courts, to amend any defects in the legislation.

July 2024 Employment Law Newsletter | Consensus HR - Herts, Beds
July 2024 Employment Law Newsletter | Consensus HR - Herts, Beds

Improved workplace provision for those menstruating

A study by Heriot-Watt University, which reviewed evidence on menstrual health and conducted 55 interviews, revealed that menstruation remains a significant cultural taboo in many workplaces. The research highlights that women, trans and non-binary people who menstruate face challenges, including poor access to toilets and washing facilities, and pain and mental health symptoms.

The study calls for line managers to be educated on the topic, the introduction of menstrual health education programmes, and for menstrual products to be made available in all workplace toilet and bathroom facilities.

Flexible Working - Are you ready? | Consensus HR, Herts, Beds

Generative AI is not replacing jobs

Putting to rest fears of mass unemployment (for now),  research by Nash Squared, a global provider of technology and talent solutions, found that whilst 74% of UK tech employers have incorporated generative AI into their business to some extent, 51% say that it is used as a productivity tool to support existing jobs, with 99% stating that it will not replace employees.

Subject Access Request (SAR) denial upheld where there is a risk of intimidation

In Harrison v Cameron and other [2024] EWHC 1377 (KB), the High Court upheld a Controller’s refusal to name people recorded in a heated telephone conversation in response to a SAR. This was because there was a significant risk of the SAR requester intimidating the recipients of the recording.

July 2024 Employment Law Newsletter | Consensus HR - Herts, Beds
July 2024 Employment Law Newsletter | Consensus HR - Herts, Beds

Commenting on colleagues appearance could count as sexual harassment

The ET has ruled that telling a colleague they look “nice” could be sexual harassment. According to The Telegraph, a senior lawyer made such a comment to a legal secretary at his law firm before asking her “Am I allowed to say that?”.

The comment was found by the ET to be a sexual one which created an “intimidating” environment for the Claimant who described feeling “violated”. Although it did not on its own breach any employment laws, taken alongside other incidents of ‘unwanted conduct’, it could result in an employee making a successful ET claim.

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’.

Our HR Comment / Advice: – March 2024 Newsletter | Consensus HR | Herts, Beds, UK

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: – “April 2024 sees a number of Employment Law Changes across a range of areas, and it is important that businesses keep up with the changing of Employment Law so that they are always working to best practice for the benefit of the team and success of the business.  At Consensus HR, we ensure that all our monthly retained clients who have invested in an Employee Handbook for their team and business continually have their copies updated and recommend that all members of the team are briefed on the changes, generally through the use of the fully interactive HR IT system.”

Consensus HR - Herts, Beds

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 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
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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

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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.
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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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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

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