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06 03 2025

Did You Know? HR Factual Facts | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #DidYouKnow?, #HRFacts, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

Did You Know?

Did You Know that HR laws and regulations are constantly evolving, and staying informed is crucial for every business. Each week, we share an essential HR fact to help you navigate employment law, avoid costly mistakes, and create a fair, compliant workplace.

Fact 1: Unfair Dismissal Claims Can Be Costly

Did you know that an employer can face unlimited compensation claims in discrimination cases? Unfair dismissal claims can also result in hefty financial penalties, making it crucial for businesses to follow correct HR procedures.

Matthew Chilcott, Owner of Consensus HR, comments: “Ensuring compliance with employment law isn’t just about avoiding legal risks; it’s about fostering a fair and supportive workplace. Employers should always seek professional HR advice to manage dismissals correctly.”

How Consensus HR Can Help:

HR compliance is crucial for any business, and at Consensus HR, we provide expert advice and support to help companies stay legally compliant while fostering a positive work environment.

📌 For expert HR support, visit: www.consensushr.com

Follow Consensus HR for more HR facts and updates: 🔹 LinkedIn: Consensus HR 🔹 Twitter/X: @ConsensusHR 🔹 Facebook: Consensus HR

🚀 Stay compliant, avoid legal risks, and create a thriving workplace with Consensus HR!

Our Range of Services

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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Important Health & Safety Update | Consensus HR in Herts & Beds

04 03 2025

Autism in the Workplace in the UK | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General @sg1businessclub, #autism, #bedfordshirebusinesses, #consensushr, #networkinbeds, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Autism in the Workplace in the UK: Legal Obligations and Best Practices for Inclusion:

At Consensus HR, we understand that creating a diverse and inclusive workplace is not only the right thing to do—it’s essential for fostering innovation and success. In the UK, supporting employees on the autism spectrum is guided by robust legal frameworks and best practice strategies. This blog explores the legal requirements and practical steps your organisation can take to ensure that your workplace is both compliant and truly inclusive.

Understanding Autism in the UK Workplace:

Autism is a lifelong condition that affects how individuals communicate, behave, and interact socially. Many people on the autism spectrum bring unique strengths such as exceptional attention to detail, innovative problem-solving skills, and a strong ability to focus on complex tasks. Recognising these attributes while acknowledging individual challenges is key to developing effective support systems in the workplace.

Key Points:

Diverse Abilities: Employees with autism may require tailored communication methods and work practices.
Individual Needs: Autism manifests uniquely in every individual, meaning support strategies should be personalised.

Legal Considerations in the UK:

UK employers must comply with the Equality Act 2010, which protects individuals with disabilities—including those with autism—from discrimination. The Act requires employers to make reasonable adjustments to ensure that disabled employees are not at a disadvantage in the workplace.

Legal Requirements Under the Equality Act 2010:

Non-Discrimination: It is unlawful to discriminate against employees with autism in any aspect of employment.
Reasonable Adjustments: Employers are required to adapt working environments or practices to accommodate the needs of autistic employees.
Inclusive Policies: Regular review of policies is essential to ensure they reflect the latest legal standards and best practices for inclusion.

Action Steps for Compliance:

Policy Review: Assess your current workplace policies to ensure they meet the Equality Act 2010 requirements.
Implement Adjustments: Consider adaptations such as modified workspaces, flexible scheduling, or specialised communication support.
Training and Awareness: Provide ongoing training for management and staff to understand the legal rights and practical needs of autistic employees.

By staying informed and proactive, your organisation can not only meet legal obligations but also create a supportive environment where all employees can thrive.

Best Practices for an Inclusive UK Workplace:

Beyond legal compliance, implementing best practices can significantly enhance the work experience for employees with autism. Consider the following strategies:

Tailored Onboarding and Training: Develop induction programmes that recognise diverse learning styles, ensuring that new employees with autism feel welcomed and supported.
Clear and Accessible Communication: Use straightforward language and visual aids to convey information, making instructions and feedback more accessible.
Flexible Working Arrangements: Offer options such as remote work, adjusted hours, or quiet workspaces to accommodate different work preferences.
Employee Resource Groups (ERGs): Encourage the formation of support networks where employees can share experiences, offer peer support, and contribute to policy development.
Sensory-Friendly Environments: Modify workspaces by reducing noise, adjusting lighting, or creating designated quiet areas to help mitigate sensory overload.

These practices not only comply with legal standards but also contribute to a culture of respect, empowerment, and productivity across your organisation.

A Comment from Matthew Chilcott, Owner of Consensus HR:

“As someone who has dedicated my career to supporting HR best practices in the UK, I firmly believe that embracing neurodiversity is not just a legal obligation but a strategic advantage. At Consensus HR, we have seen firsthand how tailored adjustments and a genuine commitment to inclusion can transform workplaces. Our approach goes beyond compliance; it’s about recognising and harnessing the unique talents of every individual. I encourage all organisations to view inclusion as an opportunity to drive innovation, empower talent, and create a supportive environment where everyone can thrive.”

— Matthew Chilcott, Owner of Consensus HR

How Consensus HR Can Help:

At Consensus HR, our mission is to guide UK organisations in building inclusive, legally compliant, and supportive work environments. We offer a range of services designed to help you navigate the complexities of workplace inclusion:

Comprehensive HR Audits: We assess your current practices and identify opportunities for improvement.
Customised Training Programmes: Equip your team with the knowledge and skills needed to support neurodiverse colleagues effectively.
Legal Updates and Compliance Assistance: Stay current with evolving legal requirements and best practices under the Equality Act 2010.
Consultation and Strategy Development: Work with our experts to create tailored inclusion strategies that align with your company’s values.

For more information and expert guidance, connect with us through our website or your preferred social media platform:

Website: https://www.consensushr.com
Facebook: https://www.facebook.com/ConsensusHR
Twitter: https://twitter.com/ConsensusHR
LinkedIn: https://www.linkedin.com/company/consensus-hr
Instagram: https://www.instagram.com/consensushr

Conclusion:

Fostering an inclusive workplace for employees with autism in the UK is both a legal responsibility and a strategic advantage. By understanding the unique needs of neurodiverse individuals and implementing legal and best practice guidelines, your organisation can create an environment where every employee is empowered to contribute their best. At Consensus HR, we are dedicated to supporting your journey towards a truly inclusive workplace.

Embrace diversity. Empower talent. Enhance success.

For further insights and personalised consultation, please visit our website or connect with us on social media. Together, we can build a more inclusive future for all.

To view more about our range of HR & Employment Law Services

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27 02 2025

Rare Disease Day | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #hertfordshirebusinesses, #rarediseaseday, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Supporting Inclusivity in the Workplace:

📅 28th February marks Rare Disease Day, a global initiative to raise awareness of rare diseases and the challenges faced by those affected. At Consensus HR, we believe in fostering inclusive workplaces that support employees with rare conditions, ensuring they can thrive professionally while managing their health.

Why Rare Disease Awareness Matters in the Workplace:

A rare disease is defined in Europe as a condition affecting fewer than 1 in 2,000 people, yet collectively, over 300 million people worldwide live with a rare disease. Many of these individuals face difficulties in the workplace, from managing symptoms to accessing reasonable adjustments.

Employers have a duty to promote equality, make necessary workplace adjustments, and support employee wellbeing in compliance with the Equality Act 2010. A more inclusive workplace not only benefits employees but also strengthens business culture, retention, and productivity.

How Employers Can Support Employees with Rare Diseases:

✅ Implement Reasonable Adjustments – Adapt workspaces, offer flexible working, and modify job roles where necessary.
✅ Foster Open Communication – Encourage employees to discuss their needs without fear of discrimination.
✅ Provide Mental Health Support – Many rare diseases are lifelong conditions that can impact emotional wellbeing. An Employee Assistance Programme (EAP) or access to counselling can make a difference.
✅ Ensure Compliance with UK Employment Law – Employers must follow disability discrimination laws and ensure equal opportunities for all employees.
✅ Raise Awareness Among Teams – Promoting education and understanding helps create a more supportive and inclusive work environment.

HR Support for Inclusive Workplaces:

Matthew Chilcott, Owner of Consensus HR, says:
“Creating an inclusive workplace means recognising the diverse challenges employees may face, including those with rare diseases. Employers who proactively support their teams by implementing fair and flexible workplace policies benefit from higher engagement, loyalty, and a stronger company culture. At Consensus HR, we help businesses develop HR strategies that align with UK employment law while promoting inclusivity.”

Need HR Support for Workplace Inclusivity?

At Consensus HR, we work with businesses to create HR policies that promote inclusion, employee wellbeing, and legal compliance. If you need guidance on reasonable adjustments, workplace policies, or employee support, we’re here to help.

📞 Call us: Click Here
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📌 #RareDiseaseDay #InclusivityAtWork #HRSupport #ConsensusHR #WorkplaceWellbeing

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20 02 2025

National Love Your Pet Day | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #consensus hr, #consensushr, #networkinbeds, #Pets, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, loveyourpetday, Small Business, SME, SME's

How Pets Improve Workplace Wellbeing:

Why Businesses Should Recognise National Love Your Pet Day:

February 20th is National Love Your Pet Day, a time to celebrate the joy and comfort pets bring into our lives. But did you know that pets can also enhance employee wellbeing and productivity in the workplace?

At Consensus HR, we support businesses in creating a positive work environment that prioritises employee wellbeing. One emerging trend in workplace wellbeing is the benefits of pet-friendly policies. Whether through flexible working arrangements or pet-friendly offices, businesses can foster happier and more engaged teams.

The Benefits of Pets for Employee Wellbeing:

🐾 Reduced Stress & Anxiety – Research shows that interacting with pets can lower stress hormones and increase serotonin, helping employees feel more relaxed and focused at work.

🐾 Improved Productivity & Engagement – A happy workforce is a productive workforce. When employees feel less stressed, their motivation and efficiency improve.

🐾 Better Work-Life Balance – Remote and flexible working arrangements help pet owners balance their responsibilities, reducing absenteeism and increasing job satisfaction.

🐾 Stronger Workplace Culture – Pet-friendly policies can foster team bonding and morale, leading to a more positive company culture.

Should Your Business Consider a Pet-Friendly Policy?

Not every workplace is suited to having pets in the office, but there are alternative ways to support pet owners, such as:

✅ Pet-friendly office days – Allowing employees to bring pets to work on designated days.
✅ Remote or flexible working – Helping employees care for their pets while maintaining productivity.
✅ Pet insurance benefits – Offering pet-related benefits as part of an employee wellbeing package.
✅ Office pet mascots – Some companies even adopt an office pet to boost morale.

HR Support for Employee Wellbeing & Workplace Policies:

Matthew Chilcott, Owner of Consensus HR, says:
“Recognising the role pets play in our lives is essential for workplace wellbeing. Many businesses are introducing pet-friendly policies, flexible working, and wellbeing initiatives to support employees. At Consensus HR, we help businesses develop HR policies that balance employee wellbeing with business needs.”

If your business is considering enhancing employee wellbeing through flexible policies, we can help ensure compliance with UK employment law while creating a positive and productive work environment.

Get HR Support for Your Workplace:

💼 Need help with HR policies that support employee wellbeing? Contact Consensus HR today!

📞 Call us: Click Here
🌐 Visit our website: www.consensushr.com
📲 Follow us on social media:
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📌 #LoveYourPetDay #HRSupport #WorkplaceWellbeing #PetFriendlyWorkplace #ConsensusHR

To view more about our range of HR & Employment Law Services

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19 02 2025

Employment Law Newsletter – Feb-25 – Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #employmentlaw, #hertfordshirebusinesses, #HRNewsletter, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

In Brief:

The Employment Appeal Tribunal (EAT) has recently made significant rulings that affect employee rights in the workplace. First, the EAT clarified that an employee may be dismissed for a breakdown of trust and confidence, providing employers with a legal basis to terminate employment when this crucial relationship deteriorates. Secondly, the ruling confirmed that foster carers are eligible to bring claims before an Employment Tribunal, which is an important step for individuals in this role seeking employment protection rights. Lastly, a ruling established that consultants can be considered workers under the Employment Rights Act 1996 (ERA), granting them rights that were previously reserved for employees, such as protection against unfair dismissal and entitlement to statutory sick pay. These developments reflect the evolving landscape of employment law and emphasize the importance of understanding and adhering to the latest legal standards for both employers and employees.

EAT rules that an employee can be dismissed for breakdown of trust and confidence

The case of Alexis v Westminster Drug Project [2024] EAT 188 has added some clarification to the controversial claim of the ‘breakdown of trust and confidence’ under the ‘some other substantial reason (SOSR)’ category of fair dismissal.

The Claimant (A) and two others were subject to a restructuring, which resulted in three jobs being condensed into two and each person having to reapply. A, who had previously told her employers that she suffered from dyslexia, was only provided with the interview questions 25 minutes in advance of the first interview, resulting in her underperformance. She was not selected for either position.

A brought a grievance based on the grounds that her dyslexia should have been considered during the interview process. She was offered an additional interview which she rejected. Following the grievance process appeal, A was again offered another interview, and again the offer was rejected. During the grievance process A authored several emails to her manager and the Westminster Drug Project’s Chairperson. Her manager eventually called A into a meeting and stated that the relationship between her and the Westminster Drug Project had completely broken down and that A had clearly lost trust in her employer. This led to A being dismissed by notice on the ground of SOSR.

A claimed unfair dismissal, disability-related harassment, and failure to make reasonable adjustments. The Employment Tribunal (ET) rejected most claims and stated the dismissal was fair. A appealed to the Employment Appeals Tribunal (EAT), arguing her length of service had not been adequately considered and Westminster Drug Project could have given her a warning or used some other method as opposed to dismissing her.

The EAT upheld the ET’s decision that the dismissal was fair. Regarding the lack of consideration of A’s length of service, the EAT stated that an employer only had to take this into account when it was directly relevant to the dismissal. This was not the case here. As for using other sanctions other than dismissal, this was not appropriate in this case as the organisation needed to move forward with its restructuring.

Foster carers can bring Employment Tribunal claims:

In Oni and others v London Borough of Waltham Forest and others ET/3204635/2021, an employment tribunal held that, despite not having contracts with local authorities, foster carers can bring whistleblowing and discrimination claims.

The decision is controversial and likely to be appealed. The ET considered itself bound by the Court of Appeal’s decision in W v Essex County Council [1998] 3 WLR 534 (CA), that foster carers do not have employment contracts with local authorities as their relationship is governed by statute. This meant that they could not bring certain types of claims in the ET, such as:

The right to have a Statement of Particulars provided on day one of employment (Part I of the Employment Rights Act 1996 (ERA 1996).
Unfair deduction of wages (Part II of the ERA 1996.
Unfair dismissal or wrongful dismissal.
Breach of rights under the Working Time Regulations 1998.

However, the ET ruled that when it came to bringing whistleblowing claims under sections 47B and 48 of the ERA 1996 and discrimination claims under Part 5 of the Equality Act 2010, any refusal by the ET to hear such claims would amount to an unjustified interference with their rights under, respectively, Articles 10 (right to freedom of expression) and 8 (right to family and private life) of the European Convention of Human Rights read with Article 14 (protection from discrimination).

Consultant classed as a worker under ERA 1996:

In Appiah v Tripod Partners Ltd ET/2302929/2023, the ET held that a consultant who contracted with a recruitment agency via a service company was a worker of the agency for the purpose of an unlawful deductions from wages claim under the ERA 1996.

The Claimant, P, was an independent social worker. The Defendant, Tripod, was a recruitment agency and placed P on assignment at the Home Office. The Home Office decided that P fell outside IR35 and should be taxed as an employee. Tripod told P she could have an arrangement via PAYE or contract via a service company. If she opted for a service company, Tripod would deduct income tax and employee national insurance contributions (NICs) from her hourly pay. P decided to contract via a service company.

Tripod subsequently deducted income tax, employee NICs, and employer NICs from P’s pay. P accepted that Tripod was entitled to make deductions for income tax and employee NICs. However, she claimed that the deductions for employer NICs were unlawful under the ERA 1996. Tripod argued that Ms Appiah was not a worker, so could not bring a claim for unlawful deductions.

The ET reviewed P’s relationship with Tripod and concluded P was a worker. She supplied Tripod with timesheets rather than invoices, worked full-time on her assignments, and did not outsource any work. She was not in business on her own account and neither the Home Office nor Tripod were her client in reality. Therefore, she was entitled to bring a claim for unlawful deductions under the ERA 1996 and the ET subsequently upheld her 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’.

Why Choose Consensus HR?

At Consensus HR, we pride ourselves on offering practical, jargon-free HR support tailored to your business. Our retained services are designed to provide the flexibility, expertise, and peace of mind you need to manage your workforce effectively and stay compliant with UK employment law.

Contact us today to find out how our retained services can transform your HR practices and support your business goals.

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

A_professional_UK_business_setting_focusing_on_tac

18 02 2025

Tackling Illegal Working | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Recruitment @sg1businessclub, #consensus hr, #consensushr, #illegalworking, #networkinbeds, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Recruitment, Small Business, SME, SME's

DALL·E 2025-02-17 10.19.02 - A UK business setting addressing illegal working compliance. A professional HR manager is training a team on right-to-work checks, with legal document

Tackling Illegal Working: Key Updates for Employers in 2025

The Home Office’s Immigration Enforcement teams have recently reported their most successful January in over half a decade, making significant strides in tackling illegal working across the UK. This marks a major part of the Government’s ongoing efforts to restore order to the immigration system through their “Plan for Change.”

Record-Breaking Enforcement Activity:

During January 2025, Immigration Enforcement teams visited 828 premises, a 48% increase in enforcement activity compared to the same month in 2024. These premises included a range of businesses, such as nail bars, convenience stores, restaurants, and car washes. In total, 609 arrests were made—an alarming 73% rise from the 352 arrests made in January 2024.

This surge in activity reflects the Home Office’s growing commitment to stamping out illegal working and exploitation. Home Secretary Yvette Cooper reinforced this message, stating, “The immigration rules must be respected and enforced. For far too long, employers have been able to take on and exploit illegal migrants, and too many people have been able to arrive and work illegally with no enforcement action ever taken… That’s why, as part of our Plan for Change, we are boosting enforcement to record levels.”

Since the Government took office in July 2024, the number of illegal working visits and arrests has risen by approximately 38% when compared to the same period in the previous year. The Home Office also issued 1,090 civil penalty notices, holding employers accountable for employing individuals who do not have the right to work.

DALL·E 2025-02-17 10.19.57 - A UK business compliance meeting on illegal working prevention. Employees in a corporate boardroom reviewing employment verification documents, with a

The Importance of Right to Work Checks:

In light of these developments, employers must be more diligent than ever about ensuring their staff have the legal right to work in the UK. In the latest update from the Government, the Home Office has clarified some key points related to right to work checks:

Cancelled Passports: A clipped British or Irish passport is now considered a cancelled document and, therefore, is no longer an acceptable proof of right to work.
Birth Certificates: Both short and long birth certificates are acceptable as proof of identity, provided they are accompanied by official evidence of the individual’s name and National Insurance number, which can be issued by a government agency or a previous employer.

Matthew Chilcott, Owner of Consensus HR, on the Impact for Employers:

Matthew Chilcott, Owner of Consensus HR, comments on these developments:

“With the Government’s increased focus on tackling illegal working, it’s more important than ever for businesses to stay ahead of compliance requirements. The surge in enforcement activity signals a clear message that employers must take their responsibilities seriously. Simple oversights in right to work checks can lead to significant fines and reputational damage.

At Consensus HR, we help employers navigate these complexities by offering guidance on right to work checks, ensuring you have the right processes in place to avoid costly mistakes. We also work with businesses to ensure ongoing compliance, especially with updated legislation like the recent changes to acceptable documents. “

What This Means for Your Business:

For employers, this increase in enforcement activity underscores the critical need for thorough and consistent right to work checks. Failing to comply with immigration regulations can lead to hefty penalties and even criminal charges. As enforcement rises, the risks for non-compliance become even more significant.

Review Your Right to Work Checks: Ensure your team is familiar with the latest guidance on acceptable documents.
Keep Accurate Records: Document every check you perform to prove compliance in the event of an audit.
Stay Informed: As immigration policies continue to evolve, staying up to date with changes is essential for avoiding mistakes.

By proactively managing your right to work processes, you can reduce the risk of enforcement action and avoid the severe penalties associated with employing individuals without the right to work in the UK.

DALL·E 2025-02-17 10.23.26 - A UK business seminar on tackling illegal employment. A professional trainer is explaining UK immigration laws and employment verification procedures

Conclusion:

The Home Office’s increased focus on illegal working will continue to have significant implications for employers across the UK. By making sure you’re fully compliant with right to work checks, you protect your business from fines and potential legal action. For more information and guidance, the team at Consensus HR is here to help you ensure you’re meeting all legal requirements in your hiring practices.

Connect with Consensus HR for Ongoing Support: Stay up to date on workplace compliance and HR best practices:

Visit our website
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Join the conversation on Twitter
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Check out our updates on Instagram

Would you like more tailored advice on compliance or best practices for right to work checks in your business? Let us know!

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12 02 2025

Wow! Two Awards for our HR Service 2025 /26 | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusiness, #HR Award, #HRAdvice, #networkinbeds, #stevenagebusiness, #stevenagebusinesses, Business, Business Owners, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

We are thrilled to announce that Consensus HR has once again been honoured with the London & South East Prestige Awards 2025-2026 and the E2 Media Awards for Excellence 2025! These accolades mark the latest in a series of recognitions for our commitment to HR excellence. Previously, we were proud recipients of the UK Enterprise Awards, being named HR Consultancy of the Year 2023 – Home Counties.

consensushr.com

Matthew Chilcott, Owner of Consensus HR, expressed his gratitude, stating: “Receiving these awards multiple times is a testament to our team’s unwavering dedication to providing professional, pragmatic, and tailored HR solutions. We are deeply committed to supporting businesses across the region, ensuring they achieve the best from their teams while maintaining legal compliance.”

We extend our heartfelt thanks to our clients and partners for their continued trust and support. Stay connected with us on LinkedIn, Facebook, Twitter/X, and Instagram as we continue to champion HR excellence!

#ConsensusHR #PrestigeAwards #E2MediaAwards #UKEnterpriseAwards #HRExcellence #AwardWinningHR

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

Professional HR Services Tailored to Your Needs

Struggling with HR challenges? Let Consensus HR help you build a productive, compliant, and happy workplace. Learn more today!

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HR Made Simple – Solutions That Work for You

Your team is your greatest asset. Support them with professional HR services from Consensus HR. Learn more here!

Your Outsourced Human Resources (HR) Department.

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Week 5: Employee Performance Management | Consensus HR in Herts

11 02 2025

Week 12: Creating a Fair and Transparent Compensation Structure | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusinesses, #compensation, #networkinbeds, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Pay, Small Business, SME, SME's

Week 6: Supporting Mental Health and Well-being | Consensus HR in Herts

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 12:

At Consensus HR, we know that effective HR management is key to creating a productive, compliant, and supportive workplace. Over the next 12 weeks, we’re providing business owners and managers with practical insights into different aspects of HR—from recruitment and onboarding to performance management, mental health support, and legal compliance.

Each weekly blog offers actionable advice to help you strengthen your HR practices, minimise risks, and support your team’s growth and well-being. Join us on this journey as we explore how thoughtful HR can positively impact your business and create a thriving, engaged team.

Week Twelve of Twelve

Week 12: Creating a Fair and Transparent Compensation Structure

Overview:

Transparent compensation practices foster trust and ensure employees feel valued, contributing to retention and morale.

Key Points:

Salary Benchmarks: Use industry standards to establish fair, competitive salary ranges for each role within the organisation.
Benefits Packages: Offer benefits that support employee well-being, such as healthcare, retirement plans, and paid time off.
Regular Compensation Reviews: Review compensation regularly to maintain alignment with market trends and recognise employee contributions.

Here are our previous weeks blogs:

Weel 11 : Building a Future-Ready Workforce
Week 10: Why Outsource Your HR?
Week 9: Understanding Employment Law Changes and Their Impact
Week 8: Managing Workplace Conflict Effectively
Week 7: HR Policies and Compliance: What Every Business Needs
Week 6: Supporting Mental Health and Well-being
Week 5 – Employee Performance Management: Best Practices
Week 4 – Developing a Positive Company Culture
Week 3 – Onboarding New Hires
Week 2 – Effective Recruitment Strategies
Week 1 – Welcome to our 12 week HR Essentials

At Consensus HR, We’re Here to Help:

Managing HR can feel complex, but you don’t have to navigate it alone. If you have questions about this week’s topic or need tailored HR support for your business, our team is ready to help you create a productive, compliant, and supportive workplace. For more information, visit our website at www.consensushr.com or get in touch with us directly. Let’s work together to make HR a strong asset for your business.

Professional HR Services Tailored to Your Needs

Struggling with HR challenges? Let Consensus HR help you build a productive, compliant, and happy workplace. Learn more today!

Click Here

HR Made Simple – Solutions That Work for You

Your team is your greatest asset. Support them with professional HR services from Consensus HR. Learn more here!

Your Outsourced Human Resources (HR) Department.

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

04 02 2025

World Cancer Day 2025 | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusiness, #cancer, #consensushr, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

The Benefits of Becoming a Retained Client with Consensus HR in Herts & Beds

World Cancer Day 2025: Supporting Awareness, Prevention, and Care in the Workplace

World Cancer Day, marked on 4th February, is an important global initiative to raise awareness, improve education, and encourage action in the fight against cancer. At Consensus HR, we believe workplaces have a vital role to play in supporting team members impacted by cancer—whether they are directly affected or supporting a loved one.

Why Workplace Support Matters:

For many individuals diagnosed with cancer, balancing work and treatment can be overwhelming. Managers and HR professionals must create an environment where employees feel supported and valued during this challenging time.

According to Macmillan Cancer Support, one in three people living with cancer are of working age, making it essential for businesses to have effective policies and compassionate leadership in place.

How HR Can Help:

As HR specialists, we help businesses navigate the complexities of supporting team members affected by cancer. This includes:

Flexible Working Options: Allowing employees to adjust their schedules or work remotely to accommodate medical appointments or recovery.
Compassionate Leave Policies: Ensuring leave arrangements are clear, fair, and supportive.
Training Managers: Equipping managers to handle sensitive conversations and provide practical support without discrimination.
Mental Health Resources: Offering access to counselling or mental health support for team members coping with stress, grief, or anxiety.
Legal Compliance: Ensuring businesses comply with the Equality Act 2010, which recognises cancer as a disability, protecting employees from discrimination.

The Role of Employers:

A supportive workplace not only helps employees during their treatment but also contributes to building loyalty and a positive company culture. By taking proactive steps, businesses can make a real difference in their team’s lives.

How Consensus HR Can Help You:

At Consensus HR, we work with businesses of all sizes to develop tailored HR policies and offer expert guidance on workplace challenges. From creating compassionate policies to training managers, we’re here to help you build a supportive and legally compliant workplace.

Let’s use this World Cancer Day as a reminder of the importance of empathy and action in supporting those affected by cancer in our workplaces.

For more information:

For more information on how we can assist your business, visit our website or follow us on social media:

🌐 Website: www.consensushr.com
📱 LinkedIn: Consensus HR on LinkedIn
📸 Instagram: Consensus HR on Instagram
🐦 Twitter: @ConsensusHR
📘 Facebook: Consensus HR on Facebook

Let’s take action together and make our workplaces places of support and understanding for everyone.

If you’d like to learn more about how Consensus HR can help your business, contact us today for a no-obligation consultation. Together, we can make a difference.

#WorldCancerDay #HRSupport #TeamWellbeing #ConsensusHR

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

28 01 2025

Recent UK Employment Law Cases | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #employmentlaw, #stevenagebusiness, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Recent UK Employment Law Cases: Key Lessons and How Consensus HR Can Safeguard Your Business

Recent employment tribunal decisions in the UK have led to substantial financial awards for employees, highlighting the critical importance of adhering to employment laws and maintaining best HR practices. At Consensus HR, we are dedicated to assisting businesses in navigating these complexities to prevent such costly disputes. Below, we examine notable recent cases, the legal principles involved, and how our services can help you mitigate similar risks.

Notable UK Employment Law Cases and Financial Awards:

Unfair Dismissal Due to Disability Discrimination:

Case: An NHS hospital cleaner was awarded £50,000 after being dismissed for taking over 400 sick days related to complex mental health issues. The tribunal found that the employer failed to make reasonable adjustments and did not recognise the employee’s disability, violating the Equality Act 2010.

The Sun

Unfair Dismissal for Performance Issues:

Case: A social media producer for National Museums Scotland received £22,210 after being dismissed for not posting enough content and making consistent typos. The tribunal concluded that the employer failed to provide adequate formal warnings before termination, rendering the dismissal procedurally unfair.

The Times & The Sunday Times

Sexual Orientation Discrimination:

Case: A bisexual bar worker was awarded over £10,000 after enduring derogatory remarks about his sexuality from his employer. The tribunal found that the employer’s comments created a hostile work environment, constituting discrimination under the Equality Act 2010.

The Times & The Sunday Times

Equal Pay Claim:

Case: After a six-year legal battle, an employment tribunal ruled that 3,540 current and former store staff at Next should not have been paid less than warehouse employees. The tribunal found that the pay disparity lacked sufficient justification, potentially violating equal pay provisions under the Equality Act 2010.

The Times & The Sunday Times

Key Lessons for Employers:

These cases underscore several critical areas where employers must exercise caution:

Reasonable Adjustments: Employers are legally obligated to make reasonable adjustments for employees with disabilities. Failure to do so can lead to claims of disability discrimination under the Equality Act 2010.
Fair Disciplinary Procedures: Before dismissing an employee for performance-related issues, it is essential to follow a fair and transparent disciplinary process, including providing formal warnings and opportunities for improvement.
Preventing Workplace Discrimination: Creating a respectful workplace culture is vital. Employers must ensure that no employee faces discrimination based on protected characteristics, such as sexual orientation, as outlined in the Equality Act 2010.
Equal Pay Compliance: Employers must ensure that employees performing work of equal value receive equal pay, unless a material factor justifies the difference.

How Consensus HR Can Help:

At Consensus HR, we offer comprehensive HR solutions tailored to your business needs, ensuring compliance and fostering a positive workplace environment.

For Retained Clients:

Proactive HR Support: We provide regular updates on employment law changes and their implications for your business.
Customised Policies & Procedures: Our team develops bespoke documentation to ensure compliance with relevant legislation, including the Equality Act 2010 and disciplinary procedures.
Ongoing Training: We offer management development workshops on topics such as handling disciplinary matters, managing mental health in the workplace, and promoting diversity and inclusion.

For Unretained Clients:

HR Audits: We conduct thorough reviews of your current HR practices to identify potential risks and areas for improvement.
Advisory Services: Our experts provide guidance on specific HR issues, such as handling grievances, disciplinary actions, or implementing reasonable adjustments.
Policy Development: We assist in creating or updating policies to reflect current laws and best practices.

Why Choose Consensus HR?

With extensive experience in HR management and a focus on supporting SMEs, Consensus HR is committed to helping businesses avoid the pitfalls that lead to employment tribunal claims. We deliver cost-effective, practical solutions tailored to your unique needs, ensuring legal compliance and promoting a positive workplace culture.

Contact Us:

Protect your business with our expert HR solutions:

Email: [email protected]
Phone: 01438 576750
Website: www.consensushr.com
Follow us on social media:

Exclusion Notice:

The information provided in this blog is for general informational purposes only and does not constitute legal advice. For specific advice tailored to your business, please contact our team directly.

Partner with Consensus HR to Prevent Employment Law Issues:

Don’t let employment law challenges disrupt your business. Whether you’re a retained client or seeking one-time support, Consensus HR is here to help you build a compliant, supportive workplace that mitigates risks. Contact us today to take the first step toward effective HR management.

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

23 01 2025

Celebrating Burns Night with Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #burnsnight, #consensushr, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Honouring Tradition and Team Spirit

Introduction:

As the 25th of January approaches, we at Consensus HR are excited to celebrate the cherished tradition of Burns Night. This annual event honours Scotland’s national poet, Robert Burns and is a wonderful opportunity to bring teams together to celebrate culture, camaraderie, and connection.

What is Burns Night?

Burns Night is celebrated with poetry, music, and traditional Scottish fare. It’s an evening that pays tribute to Robert Burns, renowned for his contributions to Scottish literature and his timeless works such as “Auld Lang Syne.” Events often include a hearty meal of haggis, neeps, and tatties, alongside recitals of Burns’s poetry and ceilidh dancing.

Why Celebrating Traditions Matters in the Workplace:

Engaging in cultural celebrations like Burns Night is a fantastic way for businesses to foster team spirit and inclusivity. Whether it’s hosting a Burns Supper at work or organising a team outing to a local event, these shared experiences can boost morale, strengthen bonds, and promote a sense of belonging.

At Consensus HR, we understand how vital it is to create a positive and inclusive workplace culture. Our HR services are designed to help you implement strategies that build employee engagement and enhance team dynamics, ensuring a happy and productive workforce.

Tips for Celebrating Burns Night at Work:

Host a Burns Supper – Arrange a team lunch or dinner featuring traditional Scottish dishes.
Organise a Poetry Contest – Encourage employees to share their own poetic creations or read Burns’s works.
Plan a Quiz – Test your team’s knowledge of Scottish culture and history with a fun quiz.
Celebrate Virtually – If your team is remote, organise an online celebration with themed activities and discussions.

Remember, the key is inclusivity. Ensure everyone feels comfortable and involved, regardless of their background.

How Consensus HR Can Help:

Creating a positive workplace culture extends beyond celebrations. At Consensus HR, we offer expert guidance on all aspects of human resource management, from team building to managing performance. Our solutions are tailored to meet your business’s unique needs, ensuring your team thrives in a supportive and engaging environment.

Conclusion:

Burns Night is more than just a date on the calendar; it’s an opportunity to connect with your team, celebrate tradition, and build a stronger workplace culture. As you plan your celebrations, remember that Consensus HR is here to support your business in creating a harmonious and productive work environment.

Visit our website at www.consensushr.com to learn more about how we can help your business succeed.

A Toast to Success and Collaboration!

As the Scots would say, Slàinte Mhath – to good health and prosperity for your team and your business!

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

A_vibrant,_celebratory-themed_image_symbolizing_su

22 01 2025

Celebrating Consensus HR’s Award-Winning Achievements | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #HRAwards, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Celebrating Consensus HR’s Award-Winning Achievements:

At Consensus HR, we are proud to be recognised as leaders in providing practical, jargon-free HR solutions for businesses across the UK. Over the years, we’ve been fortunate to receive several prestigious awards that highlight our ongoing commitment to excellence and innovation in the HR sector. Furthermore, these accolades reflect our dedication to supporting SMEs and helping businesses effectively manage their teams while preventing “people problems.” Now, let’s take a closer look at our award-winning journey.

London & Southeast Prestige Award Winners:

We are delighted to be recognised as a London & South East Prestige Award Winner for our exceptional work in HR consultancy. This prestigious award highlights our ability to deliver bespoke HR solutions that empower businesses across the region to thrive.

Being honoured with this award underscores our commitment to the South East business community, helping companies remain compliant and maintain productive, engaged workforces.

Learn more about our tailored HR services for businesses in the South East.

SME-Focused HR Consultancy of the Year 2024 – Home Counties:

We’re proud to have been named SME-Focused HR Consultancy of the Year 2024 – Home Counties by Corporate Vision. This award celebrates our innovative HR solutions and the ongoing support we provide to SMEs navigating the challenges of people management.

Whether it’s drafting bespoke policies, implementing performance management systems, or handling complex employee relations, we’re here to make HR simple and effective for our clients.

Explore our award-winning retained HR services here.

Our Previous Accolades:

Our journey as an award-winning HR consultancy has been shaped by a series of incredible achievements:

SME News Southern Enterprise Awards Winner 2023
Acknowledged for our dedication to providing innovative HR solutions and exceptional client service.
SME News Business Elite Awards Winner 2022
Celebrated as Leading Innovators in HR Solutions – South England.
SME News UK Enterprise Awards Winner 2021
Named Best HR Consultancy – Home Counties for our outstanding contributions to businesses in the region.

These accolades demonstrate our ongoing commitment to raising the bar in HR consultancy.

Why Businesses Choose Consensus HR:

Our award-winning approach to HR is built on key principles that ensure every client receives exceptional service:

Tailored Solutions: Every business is unique, and our solutions are customised to fit your needs and goals.
Compliance Confidence: We ensure your business stays compliant with changing employment laws, reducing the risk of legal issues.
Proactive Approach: We focus on preventing HR problems before they arise, saving you time, money, and stress.
Support for Growth: From recruitment to leadership development, we help businesses thrive at every stage of their journey.

Find out how our HR services can help your business.

A Heartfelt Thank You to Our Clients:

We owe our success to the incredible businesses we work with. Your trust and collaboration inspire us to continually deliver top-notch HR solutions. Thank you for making us part of your journey!

Be Part of Our Success Story:

At Consensus HR, we’re passionate about helping businesses create productive, compliant, and happy workplaces. Our award-winning team is here to provide the guidance and support you need to succeed.

Discover our HR services.
Learn about becoming a retained client.
Contact us today to find out how we can help your business thrive.

Join us as we continue to make HR simple, effective, and award-winning!

Why Choose Consensus HR?

Let us help you create a productive and compliant workplace—one where your team and business thrive together.

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