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09 07 2024

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

Matthew Chilcott Blog, Employment Contracts, General, Performance Management, Training & Development @sg1businessclub, #bedfordshirebusiness, #bedfordshirebusinesses, #ConsenHR, #consensushr, #Hertfordshire, #managingemployees, #networkinbeds, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #outsourcing, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support

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

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

Productivity and Efficiency

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

Employee Engagement and Motivation

Job Satisfaction: Good management practices such as recognition, feedback, and career development opportunities increase job satisfaction and reduce turnover.
Motivation: Motivated employees are more likely to be engaged, committed, and willing to go above and beyond in their roles.

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

Talent Retention

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

Company Culture

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

Legal and Ethical Compliance

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

Financial Performance

Cost Efficiency: Efficient management practices lead to better use of resources, reducing waste and unnecessary expenses.
Profitability: High employee productivity and low turnover contribute to the company’s profitability and financial health.

Reputation and Employer Branding

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

Innovation and Growth

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

What are the Best Practices for Managing Employees:

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

My HR Comment / Advice: Managing employees.

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

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

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

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

Do you need help with your HR and Employment Law?

If you find it hard to keep on top of HR and Employment Law changes and manage a team, give us a call / email now to talk about how we can help you Prevent People Problems. Consensus HR | Your Outsourced Human Resources & Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems.” – 01438 576750.

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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.

08 07 2024

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

Matthew Chilcott Blog, General, Training & Development @sg1businessclub, #bedfordshirebusinesses, #consensus hr, #consensushr, #hertfordshirebusinesses, #networkinherts, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

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:

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.”

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26 06 2024

Retail union calls on Low Pay Commission to be ambitious on minimum wage rates | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Our Latest blog: Low Pay Commission to be ambitious on minimum wage rates:

Giving evidence on possible future changes to minimum wage rates, the UK’s fifth biggest trade union, Usdaw, has urged the Low Pay Commission (LPC) to be bold when it makes recommendations to the Government this autumn about the rates which are expected to come into force on 1 April 2025.

The union wants the highest possible increase to minimum wage rates, that is above the level of inflation and at least two-thirds of median earnings. It is also calling for an end to “rip-off” youth rates arguing that: “if you’re old enough to do the job, you’re old enough to be paid the rate for the job”.

Its full 17-page response to the LPC, which can be found here, recommends that, at the very least, all adult workers aged 18 should be paid the same rate immediately.

Usdaw has over 350,000 members with most working in the retail sector but with many others in transport, distribution, food manufacturing and the chemical industry. It holds national agreements with four of the UK’s biggest food retailers — the Co-op, Morrisons, Tesco and Sainsbury’s.

The union’s policy is that the National Living Wage should be raised to £12 per hour as soon as possible, as a step towards a long-term ambition of £15, and it urges the LPC to make progress towards this target.

General Secretary, Paddy Lillis, said: “Over the last three years, inflation has increased prices by 22% and food prices have risen even higher, by 30%. Before the cost-of-living crisis Britain desperately needed a pay rise; these sky-rocketing prices have severely devalued wages and too many workers are now at breaking point.”

He highlights Labour’s Plan to Make Work Pay: Delivering a New Deal for Working People

My HR Comment / Advice:

Our HR Comments: Retail union calls on Low Pay Commission to be ambitious on minimum wage rates | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “From a Human Resources (HR) perspective, there are several compelling reasons why the Low Pay Commission (LPC) should be ambitious in setting minimum wage rates which we have listed below:

Attracting and Retaining Talent:
- Competitive wages help attract skilled and motivated employees. Higher wages can reduce turnover rates, saving costs associated with recruiting, hiring, and training new staff.
Employee Satisfaction and Morale:
- Fair compensation is directly linked to job satisfaction. When employees feel they are being paid fairly, they are more likely to be engaged, productive, and loyal to the company.
Productivity and Performance:
- Better-paid employees tend to be more productive. Higher wages can lead to greater employee motivation, better performance, and higher overall productivity levels.
Reduction in Absenteeism:
- Adequate wages can alleviate financial stress, leading to better mental and physical health for employees. This can result in lower absenteeism and more consistent attendance.
Improving Company Reputation:
- Companies known for paying fair wages are more likely to be seen as ethical and responsible employers. This can enhance the company’s reputation, making it more attractive to potential employees, customers, and investors.
Legal and Compliance Benefits:
- Ensuring wages meet or exceed legal requirements minimises the risk of legal disputes and penalties. Staying ahead of regulatory changes by adopting higher wage standards can provide a buffer against future wage-related legislation.
Economic and Social Responsibility:
- Supporting higher wages contributes to the overall economic well-being of the community. When employees earn more, they can spend more, boosting local economies and supporting other businesses.
Innovation and Creativity:
- Employees who feel valued and financially secure are more likely to contribute innovative ideas and creative solutions. A supportive wage policy can foster a culture of innovation within the company.
Mitigating Risk of Industrial Action:
- Fair pay practices can reduce the likelihood of strikes and other forms of industrial action. This ensures smoother operations and minimises disruptions to the business.

By being ambitious in setting minimum wage rates, the LPC can help create a more motivated, stable, and productive workforce, ultimately benefiting both employees and employers. This also reminds me of my days in Retail and Hospitalities with Forte Welcome Break where all members of the team were paid the same hourly rate regardless of age.”

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10 06 2024

Retaining Personnel Files | Consensus HR | Herts, Beds,

Matthew Chilcott Blog, Employment Contracts, Employment Law, General #bedfordshirebusiness, #consensus hr, #consensushr, #hertfordshirebusinesses, #HR Herts, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, #personnelfiles, #stevenge, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Our Latest blog: Keeping Hold of Personnel Files

What is the right time period for keeping an individual’s HR records?

The Consensus HR team is often asked about personnel files. Queries include what data should be kept and how long for, referring to employees and ex-employees.

The answer? This is such a diverse area that varies according to different aspects of HR. Requirements differ between recruiting new employees, disciplinary & grievance records or performance reviews, for example.

The Data Protection and Digital Information Bill intends to make provision for the processing of and accessing of personal information. Currently being reviewed by the House of Lords, this legislation may achieve Royal Ascent later this year (2024).

For now, the Employment Practices Data Protection Code, published by the Information Commissioner’s Office (ICO), is HR professionals’ reference point. It provides guidance on compliance with the Data Protection Act 2018. Originally produced in 2011, the ICO states that the code remains useful and relevant. It says that employers should “Only retain information on records that is still needed,” and should “eliminate personal information that is no longer of any relevance, once the employment relationship has ended.”

HR Record Retention: The Reality

The key factor is that detailed records should be kept only as long as is necessary for the original purpose for which they were created. The Chartered Institute of Personnel offers a comprehensive summary of requirements (see ‘Retention of HR Records’).

Employers should establish and adhere to standard retention times for different categories of records. Organisations can set their own retention periods based on business need and considering relevant professional guidelines. Recommended retention periods are:

National Minimum Wage records must be kept for six years after the pay reference period that follows the pay period that they cover.
Payroll wage/salary records (also overtime, bonuses, expenses) must be kept for three years from the end of the tax year to which they relate.
Grievance records – the ICO recommends the requested information is retained for a minimum of six months after any internal review provided it is clear that no further action will take place. However, if further action seems likely, a year or longer may be advisable.

A brief record of the grievance may be retained after detailed records are removed from an individual’s personal file. This includes information such as:

Nature
Relevant dates
Investigation
Type of resolution that was reached

Where possible all information about former workers should be kept anonymously. You may need to keep data after the termination of employment for the purposes of defending possible tribunal and court claims. In these circumstances, the time limits for bringing claims will inform the retention period.

Employers should ensure that information is not retained for longer than is necessary without justification. Plus, when information is destroyed, this must be done securely.

Retaining Personnel Files | Consensus HR | Herts, Beds,

Information within HR Records

The Consensus HR team advises our clients to keep a personnel record for every employee containing the following details:

Name
Address
Date of birth
Sex
Education and qualifications
Work experience
National Insurance number
Tax code
Details of any known disability
Emergency contact details
Employment history with the organisation
Employment terms and conditions (e.g. pay, hours of work, holidays, benefits, absence)
Any accidents connected with work
Any training taken
Any Disciplinary / Grievance action

To Summarise:

Would you like to ensure you are keeping the right details of your employees?

Are you confident you are complying with the legal retention requirement?

Contact the friendly experts at Consensus HR. Employment law is one of our specialist areas. Let’s arrange an initial discussion without obligation.

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22 05 2024

Workers are increasingly staying put in their current jobs | Consensus HR in Herts, Beds

Matthew Chilcott Blog, General, Recruitment, Redundancy #bedfordshirebusinesses, #consensus hr, #consensushr, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Latest blog:

In 2024, a noticeable trend in the UK labour market is that workers are increasingly choosing to stay in their current jobs. This phenomenon is driven by several key factors:

1. Economic Uncertainty and Inflation

The UK economy faces significant uncertainty due to fluctuating economic conditions, including persistent inflation. Workers are cautious about job transitions amid concerns over the cost of living, mortgage rates, and economic stability. Staying in a known job provides financial predictability and security in uncertain times.

2. Improved Job Satisfaction

Many UK employers have enhanced job satisfaction by offering flexible working arrangements, including remote and hybrid work models. These changes have led to a better work-life balance for many employees, making their current jobs more attractive.

3. Competitive Compensation and Benefits

To retain talent, UK companies are offering competitive compensation packages, including salary increases, bonuses, and enhanced benefits such as health insurance and pension contributions. These financial incentives reduce the appeal of seeking new opportunities.

4. Career Development Opportunities

Employers are increasingly focusing on internal career development. They are offering training programs, upskilling opportunities, and clear pathways for career progression. Employees are more likely to stay with companies that invest in their professional growth.

5. Labour Market Conditions

The UK job market has seen fluctuations, with some sectors experiencing layoffs and hiring slowdowns. This uncertainty makes workers hesitant to leave stable positions for new roles that may not offer long-term security.

6. Personal and Family Considerations

The pandemic has led many workers to re-evaluate their personal and family priorities. Stability, job security, and the ability to balance work with personal life are now more important than ever. Staying in a current job that meets these needs is often preferable to the risks associated with a job change.

7. Employer Loyalty Programs

Companies are implementing loyalty programs that reward long-term employees with additional benefits, such as extra holiday entitlement, sabbaticals, and loyalty bonuses. These programs encourage employees to remain with their current employers.

Our HR comment:

Our HR Advice / Comment: Workers are increasingly staying put in their current jobs | Consensus HR in Herts, Beds

Matthew Chilcott, Owner of Consensus HR comments: “In 2024, UK workers are increasingly choosing stability over the uncertainties of job transitions. Economic factors, enhanced job satisfaction, competitive benefits, career development opportunities, and personal priorities are all contributing to this trend. Employers who continue to focus on employee satisfaction and development are likely to see higher retention rates in this evolving labour market.”

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:

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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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20 05 2024

7 Reasons to hire professional HR services. Consensus HR, Herts, Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Health & Safety, Investigations, Performance Management, Recruitment, Redundancy, Rewards & Benefits, Training & Development #bedfordshirebusinesses, #Hertfordshire, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedHR, #outsourcing, #professionalservices, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Latest blog:

7 Reasons to hire professional HR services. Consensus HR, Herts, Beds – How Professional Services Add Value

It’s understandable that business owners want to cut costs. However, this can often lead to poor advice, a low level of customer service and, potentially, higher costs than the ones initially avoided.

It’s fair to assume that price generally equals quality. You get what you pay for!

Sadly, people often take advice from friends or relatives – or Google – rather than consult a professional consultant/tradesperson, purely to avoid costs.

Whether you need legal, human resources, marketing or trades advice, here’s why it’s best to work with a professional rather than take your friend’s advice:

7 Reasons to Hire Professional Services

Professional qualification/licence. Your contractor/consultant should be professionally qualified or trained. Ask them about their training and experience – they should be proud to tell you about it.
Relevant experience. Too often, cutting corners involves taking advice from someone who does not have the knowledge to adapt their understanding to your specific requirement. A professional can adapt their skills to suit the needs of your business.
Insurance. You are protected by professional insurance should something go wrong, or mistakes made. You should check that the person you are hiring has the right insurances in place before starting to work with them.
A professional contractor/consultant generally completes work faster, as well as to a better standard, than someone who is not fully trained.
Professionals can adapt to your situation and/or changing circumstances as jobs progress.
Peace of mind. The reassurance to be gained by working with someone who demonstrates professional knowledge and offers practical advice is invaluable.
Transparent costs. A credible professional should offer a clear quote. Too often, people are tempted by the ‘no win, no fee’ approach. This can include hidden administration and commission costs amounting to more than the cost of hiring a professional in the first instance.

In-House vs Outsourced HR Support

There are many different aspects involved with these options, making it difficult to make a direct comparison. Key factors to consider are:

Time – 45% of small business owners spend at least one day per week working on HR issues. Is this the best use of their time?
Control – involving an external HR specialist offers a different perspective … solutions based on a wealth of experience blended with a deep understanding of the business.
Expertise – engaging an HR professional fills internal skills gaps and ensures up-to-date professional knowledge is applied to HR practices.
Cost – often, paying a full-time HR employee’s salary is more expensive than outsourcing to an HR consultant, due to the flexible nature of the time required.

How Professional Services Add Value | Consensus HR in Herts, Beds

Our HR comment:

“By not seeking professional advice, you risk incurring greater costs in the long run,” says Matthew Chilcott of Consensus HR. “One of our clients risked incurring penalties of almost £50,000 by not engaging relevant legal expertise when a former employee threatened them with Employment Tribunal (ET) proceedings. The fee involved with using our professional Employment Law service was far lower than their potential ET financial penalties.

“It’s a shame that some people don’t value the training and expertise of professionals until something goes wrong. As well as qualifying within their relevant specialist fields, many consultants must demonstrate continuing professional development to retain their qualification. This means their knowledge and skills are always up to date.”

Matthew adds: “When you pay for a professional, you are paying for years of training and expertise, plus the reassurance of their experience and insurance. Long term, it’s quicker, cheaper and much higher quality.”

Would you like to explore how professional human resources support can help your business?

Talk to the friendly team at Consensus HR. Enjoy a free initial consultation with no pressure or jargon. Oh – and be reassured … our HR team is professionally trained and qualified!

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30 04 2024

Make sure you have the right workplace facilities available | Consensus HR in Herts, Beds

Matthew Chilcott Blog, General, Health & Safety #bedfordshirebusinesses, #consensushr, #Health&Safety, #hertfordshirebusinesses, #outsourcedemploymentlaw, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Latest blog: Health & Safety

At Consensus HR, we write many blogs in relation to Health & Safety (H&S) and information provided by the Health & Safety Executive (HSE) and our current H&S blog talks about the welfare facilities that should be provided in the workplace for your team and gives detailed information on what you should provide and further information to help you in your business such as:

What you must provide for a safe and healthy workplace:
- Welfare facilities
- A healthy working environment
- A safe workplace
Toilets and washing facilities:
- How many toilets and washbasins?

Employers must provide welfare facilities and a working environment that’s healthy and safe for everyone in the workplace, including those with disabilities.

This means you must have:

welfare facilities
a healthy working environment
a safe workplace

Find out in more detail what you must provide for a safe and healthy workplace.

Employers are required to provide enough toilets and washbasins for those expected to use them. Follow our guidance for toilets and washing facilities.

Make sure you have the right workplace facilities available | Consensus HR in Herts, Beds

Our HR comment:

Make sure you have the right workplace facilities available | Consensus HR in Herts, Beds

We offer a full Health & Safety service and ensure it is made simple and covers the basics for your business. Our development and service includes:

Appointing a Competent Person
Preparing a business Health & Safety Policy
Managing Risk and Risk Assessments at work
Consulting your workers
Providing Information and Training
First Aid at Work
Lone working
Personal Protective Equipment (PPE)
Display Screen Equipment (DSE)
Fire Training
Reporting of Injuries Diseases, Dangerous Occurrence Regulations (RIDDOR)
Workplace Facilities
Health and Safety Poster

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24 04 2024

Low Pay Commission starts work on recommendation for 2025 minimum wage | Consensus HR in Herts, Beds

Matthew Chilcott Blog, General, Payrol #2025, #consensus hr, #consensushr, #hertfordshirebusinesses, #minimumwage, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, #PWC #outsourcedHR, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Latest blog:

The Low Pay Commission (LPC), the independent body which advises the Government on the levels of the National Minimum Wage (NMW), including the National Living Wage (NLW), has launched a call for evidence to inform its advice to the Government on the minimum wage in 2025 and beyond.

With full details available on the GOV.UK website, it is seeking input to shape the recommendations which it will make to the Government this autumn, on minimum wage rates to apply from April next year.

The deadline for submitting evidence is 7 June 2024.

The Department for Business and Trade (DBT) has published a new remit for the LPC which can be found here.

This asks the Commission to recommend an NLW rate for April 2025 “to maintain the bite at two-thirds of median earnings and protect progress made to end low hourly pay for this group, without recommending any further revisions to the age threshold”.

The LPC estimates that the rate required to meet this aim is within the range of £11.61 and £12.18, with a central estimate of £11.89.

The Government also asks the LPC to monitor and evaluate the levels of each of the different NMW rates (under-18 and 18–20 age groups and apprentice rate) and make recommendations on the increases it believes should apply from April 2025, such that the rates are set as high as possible without damaging the employment prospects of each group.

The TUC has criticised the Government for its decision to “tie the hands” of the LPC.

General Secretary, Paul Nowak, said: “Keeping the minimum wage at two-thirds of median earnings will deliver a paltry increase of just 15 pence next year — based on the latest forecasts. Ministers should be instructing the LPC to aim for 75% of median pay. This would help deliver a £15 an hour minimum wage and make work pay for millions.”

Low Pay Commission starts work on recommendation for 2025 minimum wage | Consensus HR in Herts, Beds

Our HR comment:

Our HR Comment / Advice – Low Pay Commission starts work on recommendation for 2025 minimum wage | Consensus HR in Herts, Beds

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “With the most recent pay rate increases happening at the beginning of this month with on average £1 per hour extra, it is interesting to see that that the low pay commission are starting to work on the rates for 2025. This article from HR inform gives some useful links to Government websites where further information can be found. We have written a number of previous blogs on minimum wage which can be found by clicking on the relevant title below:

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03 04 2024

More companies offer staff free testing for ADHD | Consensus HR | Herts, Beds

Matthew Chilcott Blog, Employment Law, General #bedfordshirebusiness, #consensus hr, #consensushr, #equality, #equalityact2010, #equalityanddiversity, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

The UK’s largest long-term savings and retirement business, Phoenix Group, has joined a growing list of companies offering to test workers for attention deficit hyperactivity disorder (ADHD) amid concerns that NHS delays are leaving many without support. The entertainment giant Disney is now also offering all employees ADHD and autism assessments under its private healthcare service. The Telegraph notes that magic circle law firms Clifford Chance, Freshfields Bruckhaus Deringer, and Allen & Overy have all introduced workplace schemes which help lawyers with ADHD diagnostics and support. PwC UK also provides testing for neurological conditions including dysgraphia, a disorder where people have difficulty reading and writing.

The Daily Telegraph

Our HR Comment / Advise: More companies offer staff free testing for ADHD | Consensus HR | Herts, Beds

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “ADHD is covered under the Equality Act 2010 and required employers to make reasonable adjustments in the workplace for all members of the team and job applicants. Employees / applicants who have a disability or long-term health condition are covered and ADHD qualifies for both,

Most people with ADHD do not tend to tell their employers as they are worried about any possible repercussions at work. However, employers / members of the management team should encourage an open atmosphere where members of the team can be open and honest, so that if any reasonable adjustments are needed, they are implemented. Employers, should arrange to seek the appropriate medical advice from a medical professional so that the member of team is able to work and not be seen as less capable or as troublesome, especially given the stigma that surrounds ADHD.

Attention Deficit Hyperactivity dDsorder (ADHD), autism and dyspraxia are forms of neurodivergence – there are others too. Being neurodivergent will often amount to a disability under the EQa 2010, even if the person does not consider themselves to be disabled.”

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26 03 2024

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

Matthew Chilcott Blog, Employment Law, General, Newsletter #bedfordshirebusiness, #hertfordshirebusinesses, #outsourcing, Business, Business Owners, employment law, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Welcome to our latest employment law newsletter. In this newsletter, we are focusing exclusively on the changes that will come into force in April 2024.

National Minimum Wage Increases

The National Minimum Wage (NMW) will experience increases effective from 1 April 2024. For people over 21, the National Minimum (Living) Wage will elevate from £10.42 to £11.44. Those aged between 18-20 will see an increase from £7.49 to £8.60, while individuals aged 16-17 and apprentices will observe a rise from £5.28 to £6.40. The NMW, a mandatory wage floor for all employers, regardless of size or sector, must be upheld. Employers may set wages above this threshold but cannot pay less than the levels mandated by the National Minimum Wage Act 1998 and the National Minimum Wage Regulations 2015.

Holiday Pay

Holiday pay calculations will see new regulations effective from 1 April 2024. Part-time and irregular-hour workers will have their holiday entitlement accrue at 12.07% of hours worked per pay period. Employers can opt to pay holiday pay when taken or include it in employees’ regular salaries (rolled-up holiday pay), with the latter based on 12.07% of income for the relevant pay period. Employers must itemise the holiday portion on employees’ payslips. These changes apply to holiday years starting on or after 1 April 2024.

Paternity Leave

Regarding paternity leave, employees with an expected week of childbirth (EWC) or adoption placement starting from 6 April 2024 can opt for one or two weeks of continuous leave, or two non-consecutive weeks. They must take leave within a year of childbirth or adoption, with exact dates confirmed at least 28 days beforehand. Pregnant employees will have priority for alternative roles in case of redundancy from 6 April 2024 until 18 months post-birth or adoption placement.

Shared parental leave lasting less than six weeks ensures redundancy protection during that period; however, leave exceeding six weeks grants protection for 18 months post-birth. Carer’s leave, offering five unpaid working days annually from the start of employment, can be taken in single or half days with a notice requirement of three days. Employers can delay carer’s leave if necessary to minimise business disruption, provided approval is given within one month.

Flexible Working

From 6 April 2024, the right to request flexible working becomes available from day one of employment. Employees in England, Scotland, and Wales can make two flexible working requests within 12 months. Employers must consider and explore alternatives before declining requests and respond to the employee requesting flexible working within two months.

Sexual Harassment

From April, under the Worker Protection (Amendment of Equality Act 2010) Act 2023, employers bear the responsibility to prevent sexual harassment in the workplace, with a focus on taking reasonable steps to do so. If found in breach, compensation awarded by the Employment Tribunal can be increased by 25 per cent.

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.”

Sick people leave workforce at record highs | Consensus HR | Herts, Beds

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25 03 2024

Sick people leave workforce at record highs | Consensus HR | Herts, Beds

Matthew Chilcott Absence Management, Blog, General, Health & Safety #ConsenHR, #consensushr, #outsourcedemploymentlaw, #outsourcedhumanresources, #outsourcing, #sickness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The number of people in the UK leaving the workforce due to long term sickness has hit the highest level on record, according to Resolution Foundation analysis. The number of adults who are economically inactive due to ill-health climbed from 2.1m in July 2019 to 2.8m in October 2023, marking the “longest sustained rise” since 1994-1998, when records began. The rise in long-term sickness means the UK is the only G7 economy which has not returned to its pre-pandemic employment rate. Louise Murphy, senior economist at the Resolution Foundation, said Britain’s labour market is “finally returning to normal,” but warned that the pandemic “has left an alarming legacy of the longest sustained rise in sickness-related inactivity since the 1990s.”

She noted: “Younger and older people together account for nine-tenths of the rise in overall economic inactivity,” and warned that this could have “serious effects both on individuals’ living standards and career paths, as well as wider strains on the NHS and welfare spending if we fail to improve the nation’s health and reduce economic inactivity.” Shazia Ejaz at the Recruitment and Employment Federation, believes long NHS waiting lists “are a big factor for why not enough people are well enough to work,” adding “Better infrastructure around transport, childcare and social care will all help tackle the inactivity challenge the UK faces.”

BBC News

The Observer

Our HR Comment / Advice: Sick people leave workforce at record highs | Consensus HR | Herts, Beds

Matthew Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: – “This article which was shown on the BBC over the weekend demonstrates how difficult it still is for businesses within the UK, when dealing with sickness. The Pandemic may have officially finished but its repercussions as still dominant within the workforce. At Consensus HR, we work with our clients to ensure that the best HR Policies & Procedures are put in place to support the team and the business and that they are managed and implemented correctly. We are Partners with Breathe HR an IT system that makes it easy to manage correctly whilst ensuring the correct support and guidance is offered to the team member and management.

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18 03 2024

Salary inflation at the slowest recorded rate in nearly three years | Consensus HR | Herts, Beds

Matthew Chilcott Blog, General, Performance Management, Recruitment, Training & Development #bedfordshirebusinesses, #hertfordshirebusinesses, #hrstrategy, #outsourcedemploymentlaw, #outsourcing, #salaryinflation, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME's, stevenage

While February 2024 saw further increases in rates of starting pay for both permanent and temporary workers, as employers reacted to competition for highly-skilled candidates, the rate of salary inflation was the slowest recorded since 2021.

This is one of the key findings in the latest Report on Jobs published by the Recruitment and Employment Confederation (REC) and KPMG.

Ongoing economic uncertainty and hesitancy to commit to new hires amid cost pressures led to a further marked fall in permanent placements, the report notes, while temp billings dropped at the steepest rate since mid-2020.

With uncertainty over the economic outlook leading employers to often delay or freeze hiring decisions, the number of people placed into permanent jobs across the UK continued to decline markedly midway through the first quarter (Q1) of 2024.

The availability of staff rose for the 12th straight month in February amid reports of redundancies and a slowdown in hiring activity.

REC Chief Executive, Neil Carberry, said: “The temporary labour market is the unsung hero of the economic uncertainty of recent years. It keeps the cogs of the economy turning amidst uncertainty and labour shortages — but it still needs nurturing. As we approach the General Election, businesses will be looking to politicians for commitment on this, and reforms of regulation that will support it from IR35, to regulating of the umbrella market and delivering flexibility to the Apprenticeship Levy.”

The retail and construction sectors led the downturn in demand for temporary workers. Of the 10 surveyed job categories, only blue-collar and engineering noted increases in demand for short-term staff during February.

HRInform

Our HR Comment / Advice:- Salary inflation at the slowest recorded rate in nearly three years | Consensus HR | Herts, Beds

Matthew Chilcott, FCIPD, ACEL, owner of Consensus HR comments: “These statistic from these reports demonstrate the current labour market and vas uncertainties of what to expect with the Election approaching and highlight why businesses need to ensure that their Recruitment Strategy is correct for their business. At Consensus HR, we understand that selecting the right candidates whilst attracting them to your business is never easy, whilst ensuring when you have successfully recruited that you retain them. This is why we always encourage our clients to look at the bigger picture and their companies HR Strategy in general for the success of the business and the member of the team. Getting your recruitment strategy right is the start but then ensuring that they remain motivated and an asset to the company is another chapter. Their Induction, development, performance reviews, Contracts of Employment, Employee Handbooks from day one of employment and the list goes on are all key parts of getting your HR strategy right and becoming an employer of choice. Believe me, this is not easy and maintaining it, is another challenge.

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If you wish to talk to us at Consensus HR about your current HR Strategy for your business and team and look at ways of getting the right candidates in the right places whilst ensuring your is a place where people like to come to work and the business succeeds, give us a call now. Consensus HR | Your Outsourced HR & Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems” – 01438 576750

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