Small Business

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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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

26 02 2025

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

Matthew Chilcott Blog, General, Health & Safety @consensushr, #bedfordshirebusiness, #consensus hr, #Health&Safety, #hertfordshirebusinesses, #hse, #outsourcedHR, #sme, #stevenagebusinesses, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business

Managing Workplace Health & Safety: Key Updates and Best Practices:

Health and safety in the workplace is a critical priority for businesses, especially in industries where employees face significant risks. Recent data and case studies from the Health & Safety Executive (HSE) highlight the importance of proactive measures in protecting workers. Below, we’ve compiled essential guidance and updates to help you ensure a safe working environment.

In this Update:

Stay updated on workplace health & safety with essential guidelines on welfare, asbestos management, gas safety in maternity units, and risks of display wall mounts for children. Learn about legal duties and best practices to protect employees and maintain compliance.

Workplace health, safety and welfare
The duty to manage asbestos – are you responsible?
Guidance to protect those using gas and air safely in maternity units
Display wall mount risk of serious crushing or impact injury to children:

Workplace health, safety and welfare:

There are a number of legal duties which all businesses must comply with on workplace health, safety and welfare.

Our workplace, health, safety and welfare webpages bring together general guidance for all workplaces to follow.

This includes the law on workplace safety, which covers a wide range of basic health, safety and welfare issues.

There is also guidance on a variety of topics and legal duties that all businesses should follow, including:

The duty to manage asbestos – are you responsible?

HSE’s ‘Asbestos – Your Duty’ campaign is aimed at those responsible for managing asbestos in buildings (dutyholders).

The dutyholder could be the building owner, the landlord for the premises, the business owner, or the person or organisation with clear responsibility for the building’s maintenance or repair.

HSE’s duty to manage asbestos in buildings webpages provide dutyholders with a range of resources:

download the asbestos management plan template
download the asbestos register template for your buildings
watch our duty to manage asbestos video

Guidance to protect those using gas and air safely in maternity units:

HSE’s recently published guidance is aimed at those in maternity units who are responsible for preventing harm from high levels of exposure to nitrous oxide (gas and air).

This guidance has been developed by HSE together with maternity specialists in the NHS. It is also relevant for professionals working in other parts of the healthcare sector.

Find out more at HSE’s website by reading our:

guidance: Using nitrous oxide (gas and air) safely in maternity units
press release: Protecting Britain’s midwives from excessive nitrous oxide exposure

Display wall mount risk of serious crushing or impact injury to children:

The Office of Product Safety Standards (OPSS) has issued a product safety report regarding the Conen Motorised Display Wall Mount (SCETAW 2407-0111).

The product is used to adjust interactive display panels presents a serious risk of injuries as the mount may detach from the wall, causing the equipment to fall forwards. There is a risk of:

serious crushing or impact injury to children which may arise from the equipment detaching from the wall and falling forward
serious crushing injury to children between the bottom edge of the display screen and any fixed objects

View the product safety report for the Conen Motorised Display Wall Mount on GOV.UK

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25 02 2025

Understanding the CIPD Survey Insights | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General #bedfordshirebusinesses, #Outsao, #outsourcedHRadvice, #stevenagebusinesses, Business, Business Owners, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

In today’s rapidly evolving business landscape, staying ahead means adapting to change. The latest CIPD quarterly Labour Market Outlook for Winter 2024/25 has sent a strong message: one in four employers are planning redundancies within the next three months. This marks the highest level of redundancy intentions in a decade—outside of the pandemic—and signals that many businesses are rethinking their strategies as employment costs continue to soar

Understanding the CIPD Survey Insights:

The recent CIPD report highlights several key trends that are reshaping the business environment:

Rising Redundancy Intentions:
One in four employers (25%) are planning redundancies in the next three months, with private sector expectations rising from 22% to 27%.
Falling Net Employment Balance:
The gap between employers expecting staff increases and those anticipating decreases has seen its sharpest decline on record outside of the pandemic.
Increasing Employment Costs:
Two in five employers are bracing for significant cost increases due to budget measures, such as the National Insurance Contributions rate increase and adjustments to the lower secondary threshold.
Sector-Specific Impact:
Industries like retail and hospitality—sectors that employ large numbers of people—are especially vulnerable to these rising costs. Peter Cheese, Chief Executive of the CIPD, noted these as the most significant downward shifts in employer sentiment seen in the last 10 years (outside of the pandemic).

What This Means for Your Business:

The implications of the CIPD survey are clear:

Cost Pressures:
With 42% of affected employers planning to raise prices and 32% aiming to reduce their workforce, managing operational costs is more critical than ever.
Strategic Adaptation:
To remain competitive, businesses must reassess their staffing strategies, streamline operations, and invest wisely in growth and training.
Future-Proofing Operations:
Now is the time to implement solutions that not only mitigate cost increases but also drive efficiency and enable sustainable growth.

How Consensus HR Can Help:

At Consensus HR, we’re dedicated to turning these challenges into opportunities. Our innovative solutions are designed to help you navigate today’s uncertain market by:

Streamlining Operations:
Our state-of-the-art HR and business management tools help you optimise staffing and reduce unnecessary overhead.
Expert Strategic Guidance:
Leverage our expert advice to manage rising employment costs, adjust your pricing strategies, and plan for a resilient future.
Empowering Growth:
With tailored solutions that align with your business goals, we ensure you’re not just surviving—but thriving—in a competitive landscape.

A Message from Our Owner, Matthew Chilcott:

“The recent CIPD survey is a wake-up call for businesses across all sectors. At Consensus HR, we see every challenge as an opportunity to innovate. We are committed to helping our clients manage rising employment costs and navigate redundancy decisions with confidence. By leveraging our expert solutions and strategic insights, businesses can not only adapt to these turbulent times but also unlock new avenues for growth and success.”
– Matthew Chilcott, Owner

Take the Next Step Towards Resilience:

The CIPD survey underscores a pivotal moment for businesses: rising redundancy intentions and increasing employment costs require a proactive, strategic response. Consensus HR is here to guide you through these changes, providing the tools and expertise you need to optimise your operations and secure a sustainable future.

Ready to transform challenges into opportunities?
Contact us today to discover how our tailored solutions can help you reduce costs, streamline your workforce, and drive lasting business success.

Connect with Consensus HR:

Stay informed and engaged with the latest industry insights and company updates by following us on social media and visiting our website:

Website: www.consensushr.com
LinkedIn: Consensus HR on LinkedIn
Twitter: @ConsensusHR
Facebook: Consensus HR on Facebook
Instagram: @ConsensusHR

Embrace change with confidence and let Consensus HR be your partner in navigating today’s complex business landscape.

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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

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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
Follow us on LinkedIn
Join the conversation on Twitter
Like us on Facebook
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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17 02 2025

Monthly HR blog Newsletter – January 2025 | Consensus HR, Herts, Beds

Matthew Chilcott Blog, General, Newsletter #hertfordshirebusinesses, #hr newsletter, #HRAdvice, #HRSupport, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Department, HR Support, Small Business, SME, SME's, stevenage

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our January 2025 blogs. Here’s a selection of topics we covered:

Helpful HR Tips and Updates
Employment Law Newsletter – Jan-25
Recent UK Employment Law Cases
World Cancer Day 2025
Celebrating Burns Night
Celebrating Consensus HR’s Award-Winning Achievements

Thank you for joining us for this month’s recap. We hope these discussions provide valuable insights and actionable strategies for your HR practices. Stay tuned for more informative blogs in the coming months!

Helpful HR Tips and Updates:

Managing people effectively is at the heart of every successful business. At Consensus HR, we know that staying on top of HR trends, legislation updates, and best practices is key to running a compliant, productive, and happy workplace. That’s why we’ve compiled some helpful tips and updates to support your business.

Whether you’re a small business owner or managing a growing team, these insights will keep you informed and prepared for any HR challenges

To read the full blog,

CLICK HERE

Employment Law Newsletter – Jan-25:

In Secretary of State for the Department for Environment, Food and Rural Affairs v Public and Commercial Services Union and two other cases [2024] UKSC 41, the Supreme Court overturned a Court of Appeal decision and held that a trade union was entitled, under the Contracts (Rights of Third Parties) Act 1999 to enforce a “check-off” arrangement, despite the arrangement being removed from employees’ employment contracts. A check-off is where employers deduct trade union subscriptions from the employees’ salaries and pay them directly to the union.

On 20th January 2025, the Trade Union and Labour Relations (Consolidation) Act 1992 (Amendment of Schedule A2) Order 2024 comes into force. It gives the Employment Tribunal the power to uplift or reduce an award it makes in situations where an employer has failed to inform and consult the employees’ representatives when proposing to make 20 or more redundancies (known as a Protective Award), by 25% if the employer unreasonably fails to comply with the Code of Practice on Dismissal and Re-engagement or another applicable code of practice.

To read our full blog and Key Points

CLICK HERE

Recent UK Employment Law Cases

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.

To read the full blog

CLICK HERE

World Cancer Day 2025:

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.

To read our full blog and Key Points

CLICK HERE

Celebrating Burns Night:

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.

To read the full blog

CLICK HERE

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.

To read our full blog and Key Points

CLICK HERE

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

Click Here

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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.

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Your Outsourced Human Resources (HR) Department.

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

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:

06 02 2025

Time to Talk Day 2025 | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General #consensushr, #timetotalk, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

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

Time to Talk Day 2025: Encouraging Workplace Conversations About Mental Health

Time to Talk Day, taking place on 6th February 2025, is an annual opportunity to highlight the importance of mental health conversations. Organised by Mind and Rethink Mental Illness, this initiative aims to break the stigma surrounding mental health by encouraging open and honest discussions. At Consensus HR, we believe that fostering a supportive workplace environment is crucial to both employee wellbeing and business success.

Why Mental Health Conversations Matter in the Workplace:

According to the Mental Health Foundation, 1 in 6 workers experience mental health problems such as anxiety, depression, or stress. These challenges, if left unaddressed, can affect productivity, morale, and team cohesion. Employers have a legal and moral responsibility to promote mental health awareness and create a culture where employees feel safe discussing their struggles

Practical Steps to Support Your Team on Time to Talk Day:

As HR experts, we encourage businesses to take proactive steps towards improving workplace mental health. Here are some actions you can implement on Time to Talk Day and beyond:

Start the Conversation
Host a team meeting or coffee break dedicated to discussing mental health. Create a relaxed atmosphere where employees can share their thoughts without fear of judgement.
Training and Awareness
Train managers to recognise the signs of mental health challenges and equip them with tools to offer support. Consider organising workshops on managing mental health in the workplace, such as those offered by Consensus HR.
Introduce Employee Assistance Programmes (EAPs)
Provide access to professional counselling and mental health resources. An EAP can be a valuable tool in ensuring employees receive confidential support when needed.
Review Policies and Practices
Ensure your policies reflect a commitment to mental health, including flexible working arrangements, clear communication channels, and regular wellbeing check-ins.
Encourage Peer Support
Set up peer support groups where employees can share their experiences and offer encouragement to one another.

How Consensus HR Can Help:

At Consensus HR, we specialise in helping businesses create healthier, happier workplaces. Our HR solutions, tailored to businesses of all sizes and industries, include:

Policy development to ensure compliance with mental health and wellbeing standards.
Training workshops for managers and teams.
Ongoing HR support for addressing workplace challenges effectively.

By working with us, you can foster a culture that prioritises mental health and wellbeing, leading to higher employee satisfaction and retention.

Useful Resources:

Let’s Connect:

Join us on our mission to create supportive workplaces. Follow us on social media for tips and updates on HR and mental health:

LinkedIn: Consensus HR LinkedIn
Facebook: Consensus HR Facebook
Twitter: Consensus HR Twitter

For tailored HR support, visit our website: Consensus HR or contact us directly at [email protected].

Matthew Chilcott, Owner of Consensus HR, comments:

“At Consensus HR, we firmly believe that conversations around mental health should be a cornerstone of every workplace. Time to Talk Day provides an excellent opportunity for employers to lead by example and foster a culture where employees feel safe discussing their mental health without fear of stigma. Simple steps, such as providing training for managers, reviewing workplace policies, or simply starting an open dialogue, can create a transformative impact on team wellbeing. Supporting mental health is not just a moral responsibility; it’s also key to building a resilient, productive workforce. We’re here to help businesses of all sizes take proactive steps in creating healthier, happier workplaces.”

Final Thoughts:

This Time to Talk Day, take the opportunity to champion mental health awareness within your organisation. A simple conversation can make a significant difference in an employee’s life and help create a workplace where everyone thrives.

Start the conversation — we’re here to help if you need support.

Why Choose Consensus HR?

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

05 02 2025

Week 11: Building a Future-Ready Workforce | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General, Recruitment, Rewards & Benefits, Training & Development #consensushr, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Welcome to Our 12-Week HR Essentials Blog Series for Business Owners and Managers – Week 11:

Week Eleven of Twelve

Week 11: Building a Future-Ready Workforce through Training and Development

Overview:

Continuous training helps employees adapt to changes in the industry and improves overall team competency and satisfaction.

Key Points:

Identifying Skill Gaps: Assess team strengths and development needs to tailor development programs to your workforce’s needs.
Types of Training: Offer various types of training, from technical skills to leadership development, to ensure a well-rounded team.
Fostering a Learning Culture: Encourage lifelong learning by supporting employees’ educational pursuits and in-house training programs.

Here are our previous weeks blogs:

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:

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

Race Equality Week UK: 3rd – 9th February 2025 | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General #consensushr, #equalityact2010, #equalityanddiversity, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Embracing Veganuary | Consensus HR in Herts & Beds

Race Equality Week UK: 3rd – 9th February 2025

Race Equality Week UK is an important annual campaign running from 3rd to 9th February 2025, aimed at fostering equality, diversity, and inclusion in workplaces across the nation. At Consensus HR, we are committed to helping businesses create fair, inclusive environments where every team member can thrive.

Why Race Equality Matters in the Workplace:

The Equality Act 2010 protects employees from racial discrimination in the workplace. Yet, reports continue to highlight gaps in representation, progression, and fairness across various industries. Addressing race equality isn’t just a legal requirement—it’s also a key driver of innovation, engagement, and organisational success.

How Businesses Can Take Action:

Create a Welcoming Environment
Promote awareness of Veganuary through internal communications. Share recipes, resources, or links to Veganuary’s official website. Highlight that participation is voluntary and supportive of all dietary preferences.
Offer Inclusive Options
Ensure workplace catering includes vegan options. Whether it’s a staff canteen, meeting refreshments, or social events, providing plant-based alternatives demonstrates inclusivity.
Organize Veganuary-Friendly Events
Consider hosting a vegan-themed lunch or a cooking demonstration. Encourage team members to share their experiences and recipes, creating a sense of community.
Encourage Managers to Lead by Example
Managers can play a key role in fostering enthusiasm. Provide training on how to support employees trying new initiatives like Veganuary.
Review Wellbeing Policies
A focus on wellbeing is always beneficial. Ensure your HR policies, including those on health and diversity, reflect a commitment to supporting employee initiatives like Veganuary.

How Consensus HR Can Help:

At Consensus HR, we work with businesses to develop inclusive workplace cultures. Our services include:

Crafting diversity and inclusion policies
Providing training for managers and teams
Offering practical HR support for handling discrimination or harassment cases

Join Us in Supporting Race Equality Week:

Race Equality Week is an opportunity for businesses to reflect on their commitment to inclusion and take meaningful action. Together, we can create a workplace environment where everyone feels valued and empowered.

To learn more about Race Equality Week and how your business can get involved, visit:

For expert HR advice and support

visit our website or connect with 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

This Race Equality Week let’s work together to build workplaces that truly champion equality and diversity.

#RaceEqualityWeek #EqualityMatters #DiversityInclusion #ConsensusHR

Why Partner with Consensus HR?

At Consensus HR, we take the hassle out of HR, providing tailored support that meets the unique needs of your business. From managing compliance to offering proactive solutions, we’re here to help you create a productive and legally compliant workplace.

Explore our full range of HR services.
Check out our blog for more HR insights and updates.
Get in touch to see how we can support your business.

Let’s work together to make managing HR simple, effective, and stress-free.

Matthew Chilcott
Owner, Consensus HR

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