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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

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

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?

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.

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

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14 01 2025

Managing Employees During Adverse Weather Conditions | Consensus HR in Herts & Beds

Matthew Chilcott Absence Management, Blog, General #bedfordbusiness, #weather, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Managing Employees During Adverse Weather Conditions: A Guide for Business Owners and Managers

Adverse weather conditions can disrupt business operations and create challenges for employers managing their teams. Whether it’s heavy snow, flooding, or extreme heat, having a clear and fair approach to managing employees during such situations is crucial for maintaining productivity while safeguarding employee wellbeing.

At Consensus HR, we understand the complexities adverse weather can bring to the workplace and are here to support you in navigating these challenges effectively.

1. Develop a Clear Adverse Weather Policy:

One of the most effective ways to manage weather-related disruptions is by having an Adverse Weather Policy in place. This policy should outline:

How employees should notify their managers if they are unable to attend work.
Options for working from home or flexible working arrangements.
How pay will be handled if employees are unable to work due to weather conditions.

Did You Know?

Employers are not legally obligated to pay employees if they cannot attend work due to bad weather. However, failure to communicate this in advance can lead to disputes. A robust policy helps avoid misunderstandings and ensures consistency.

2. Prioritise Employee Safety:

Employee safety should always come first. Encourage your team to avoid taking unnecessary risks to get to work during severe weather. Consider offering alternatives such as:

Remote working where possible.
Adjusted working hours to accommodate safe travel.

At Consensus HR, we can help you draft bespoke safety policies tailored to your business needs. Learn more about our HR Consultancy services here.

3. Use Effective Communication Channels:

Clear and timely communication is essential during adverse weather conditions. Use email, phone calls, or messaging systems to keep employees informed about:

Office closures or changes in operating hours.
Expectations for remote work.
When normal operations are expected to resume.

Our team can assist you in developing a crisis communication strategy that ensures your team is informed and aligned. Contact us today to find out how we can help.

4. Review Flexible Working Arrangements:

Adverse weather often highlights the need for greater flexibility in the workplace. Consider whether flexible working hours, remote working, or additional leave options could work for your business.

At Consensus HR, we specialise in supporting businesses to implement flexible working policies that work for both employers and employees. Read more about how we can help with flexible working here.

5. Seek Professional HR Support:

Managing employees during challenging times can be complex. From ensuring compliance with employment law to maintaining employee morale, there’s a lot to consider. That’s where Consensus HR can help.

Our expert team provides:

Customised HR policies and procedures.
Ongoing advice and support for adverse weather planning.
Training for managers to handle workplace disruptions effectively.

Discover the benefits of becoming a retained client here.

Why Choose Consensus HR?

At Consensus HR, we help businesses of all sizes create effective HR solutions to prevent “people problems.” From developing policies to providing ongoing HR support, we’re here to ensure your business runs smoothly—whatever the weather.

Visit Our Blog for more helpful HR tips and updates.

By working with Consensus HR, you’ll have peace of mind knowing your business and employees are supported, rain or shine. Let’s make managing HR simple and effective.

08 01 2025

Supporting Your Team Through Dry January | Consensus HR in Herts

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

Supporting Your Team Through Dry January – The HR Perspective:

January can be a challenging month for many. After the festivities, Dry January provides an opportunity for individuals to reset, abstain from alcohol, and prioritise their health and wellbeing. At Consensus HR, we believe businesses can play a crucial role in supporting employees during this month—and beyond.

Why Does Dry January Matter in the Workplace?

The benefits of participating in Dry January extend beyond personal health. Employees who take part often report:

Improved productivity due to better sleep and focus.
Enhanced mental health, with reduced anxiety and stress.
Stronger workplace relationships, as alcohol-related tensions or misunderstandings are minimised.

As an employer, recognising and supporting these benefits can foster a healthier, more engaged workforce.

How HR Can Help During Dry January:

Promote Awareness and Inclusivity
Raise awareness about Dry January by sharing resources and encouraging open discussions. Ensure that initiatives are inclusive of everyone, whether or not they choose to participate.
Offer Alternatives
Replace alcohol-centred social events with activities that cater to non-drinkers, such as coffee mornings or team lunches.
Educate Managers
Equip managers with training to support team wellbeing. Awareness of the benefits of alcohol reduction can help managers understand how to encourage and accommodate employees effectively.
Review Your Policies
Ensure your workplace policies, such as those covering alcohol misuse or mental health, are up-to-date and supportive. Clear HR policies are essential to provide a safe and fair environment for all employees.
Engage with HR Support
Expert HR advice can make implementing these changes straightforward. At Consensus HR, we specialise in helping businesses of all sizes create positive, people-focused environments.

Why Partner with Consensus HR?

At Consensus HR, we are passionate about supporting businesses to manage their teams effectively while fostering a culture of care. Whether you’re looking to improve employee wellbeing, update HR policies, or provide training for managers, we can help.

Visit Consensus HR to learn more about our retained HR services and bespoke solutions.

Start the Year Right

Dry January is just one way to kickstart a year of positive change for your employees and your business. By supporting team members in their personal goals, you create a workplace culture that values health, wellbeing, and mutual respect.

For tailored advice on fostering a healthier, more productive team, contact us at Consensus HR today.

Let’s work together to make 2025 your best year yet.

If you’d like to discuss how to implement these ideas or other HR strategies, don’t hesitate to reach out!

Contact Us

07 01 2025

Recap of 2024: Key Developments in HR | Consensus HR in Herts & Beds

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

Recap of 2024: Key Developments in HR and How Consensus HR Can Help:

As we reflect on 2024, it’s clear that the year brought significant developments in the world of HR. From new legislation to increased focus on employee wellbeing, businesses faced numerous challenges in managing their teams effectively while staying compliant with UK law.

At Consensus HR, we’ve been at the forefront of helping businesses navigate these changes with confidence and expertise. As we step into 2025, here’s a look back at some of the key HR highlights of 2024 and how we can support your business moving forward.

Key HR Highlights from 2024:

Introduction of the Worker Protection Act:

The Worker Protection (Amendment of Equality Act 2010) Act 2023 came into effect, placing new responsibilities on employers to prevent harassment in the workplace. This legislation requires businesses to:

Implement proactive measures to prevent harassment, including third-party harassment.
Review and update workplace policies to ensure they meet the new standards.
At Consensus HR, we worked closely with businesses to update their policies, provide training, and ensure full compliance with this important change.

Increased Focus on Mental Health and Wellbeing:

Employee wellbeing remained a top priority in 2024, with businesses increasingly adopting practices to support mental health. Flexible working arrangements, mental health awareness training, and robust absence management processes became essential tools for retaining talent and improving workplace morale.

National Minimum Wage and Living Wage Updates:

The government announced updates to the National Minimum Wage (NMW) and National Living Wage (NLW) rates, requiring businesses to review and adjust their payroll systems. Non-compliance with these changes risked significant penalties.

Streamlining HR with Technology:

The adoption of HR software like Breathe HR grew, enabling businesses to manage employee records, absences, and performance reviews with greater efficiency. Automation became a key focus for businesses looking to reduce administrative burdens.

Ongoing Employment Tribunal Cases:

2024 saw a rise in employment tribunal cases, particularly related to unfair dismissal and discrimination. These cases highlighted the importance of clear HR processes, compliant policies, and well-documented procedures.

How Consensus HR Supported Businesses in 2024:

Throughout 2024, we partnered with businesses to provide tailored HR solutions, including:

Retained HR Services: Offering unlimited advice and ongoing support to help businesses navigate complex HR issues.
Employee Contracts and Handbooks: Ensuring legal compliance with bespoke documentation.
Leadership Development: Delivering workshops to equip managers with the skills needed to lead effectively.
HR Health Checks: Conducting initial reviews to identify gaps in compliance and best practices and providing a detailed proposal.
HR Technology Integration: Helping businesses streamline operations with the Breathe HR software package.

Looking Ahead: How Consensus HR Can Help You in 2025:

With 2024’s lessons in mind, we’re ready to help your business tackle 2025’s challenges. Whether you’re a small business owner or part of a management team, partnering with Consensus HR ensures you’re equipped to manage your workforce confidently and compliantly.

Our Key Services Include:

Employment Law Updates: Stay ahead of legislative changes and avoid compliance risks.
Proactive Employee Management: From hiring to performance reviews, we’ll guide you through every stage of the employee lifecycle.
Tailored HR Support: Whether it’s drafting contracts, handling grievances, or navigating redundancy processes, we provide clear, practical advice.
Wellbeing Strategies: Implement programmes to support mental health and create a positive workplace culture.

Why Choose Consensus HR?

With multiple awards, including SME-Focused HR Consultancy of the Year 2024 – Home Counties, we’ve earned the trust of businesses across various industries. Our tailored, jargon-free solutions are designed to meet your unique needs, helping you manage HR effectively and focus on growing your business.

Get in Touch:

Start 2025 with the confidence that comes from having a trusted HR partner by your side. Contact Consensus HR today:

📧 Email: [email protected]
📞 Phone: 01438 576750
🌐 Website: www.consensushr.com

Let’s ensure your business thrives in 2025 and beyond.

Matthew Chilcott
Owner, Consensus HR

“People are your greatest asset—let us help you get the best from them.”

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12 12 2024

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

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1, #consensus hr, #employmentlaw, #hertfordshirebusinesses, #networkinbeds, #Newsletter, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

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

BBC journalists appeal against equal pay ruling
Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:
Comments about an employee’s accent could be ‘related to’ race under harassment law

BBC journalists appeal against equal pay ruling

Four female BBC journalists, who argued that they were paid significantly less than their male counterparts, have lodged an appeal in the Employment Appeals Tribunal (EAT).

Two of the journalists settled an equal pay claim against the BBC in 2014. Similar claims were also brought in 2019 by the two other journalists, and all four claimants entered into settlement agreements with the BBC in 2020. However, they have brought further claims alleging that the BBC’s pay practices have remained discriminatory despite the settlement agreements, arguing that these only addressed historical pay disparities but did not remedy ongoing inequality. The Employment Tribunal (ET), struck out the further claims concerning equal pay, stating they arose from the same facts as the previous claims and therefore, could not be re-litigated. The journalists’ other claims, including age and sex discrimination, and detriment related to trade union membership, were allowed to proceed and are due to be heard in March 2025.

The journalists are appealing the ET’s decision to strike out the equal pay claim, arguing that the 2020 settlement agreements only dealt with past discrimination and should not prevent them from challenging alleged discriminatory pay practices going forward. They also believe the appeal raises important questions about whether settlement agreements can validly cover future unlawful actions.

Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:

In an amendment to the Employment Rights Bill, employers who repeatedly breach Sponsor Licence rules and responsibilities or other visa rules, or who breach employment laws, such as paying the minimum wage, will be forbidden from employing people coming to the UK on a work visa for at least two years.

The amendment is designed to control visa abuse and limit exploitation.

Other changes proposed include:

Sponsor Licence Action Plans will be strengthened.
Employers will be prohibited from passing on any costs involved with sponsorship to a skilled worker.

The Minister for Migration and Citizenship, Seema Malhotra MP, stated that “The new powers will ensure that employers who recruit internationally will be required to pay associated costs themselves, which is fair and reasonable for employers that do not recruit from the domestic workforce”.

Comments about an employee’s accent could be ‘related to’ race under harassment law:

In Carozzi v University of Hertfordshire and another [2024] EAT 169, the EAT held that the ET was incorrect to find that comments about an employee’s accent were not harassment under the Equality Act 2010 because they were not motivated by her race. The EAT stated such comments could nevertheless be “related to” race.

When deciding if conduct is ‘related to’ a protected characteristic (race, religion or belief, sex, sexual orientation, age, disability, gender reassignment, pregnancy and maternity, and marriage or civil partnership), the Court or Tribunal has a wide discretion. They can consider:

The conduct inflicted on to the Claimant because of a protected characteristic. For example, shunning a person because they have had or perceived them to have had a gender reassignment.
Conduct related to a protected characteristic due to the form it takes, for example racist or homophobic banter.
Conduct that is directed at others but observed by the Claimant, for example in Coffey v Coople (UK) Ltd ET/3206057/21 ,the Claimant successfully brought a claim for sexual harassment after seeing two colleagues being sexually assaulted.

The context in which the conduct takes place will also be considered by the Court or Tribunal.

In the Carozzi v University of Hertfordshire and another, the Claimant was a Brazilian national who brought various employment law claims against the University, one of which was a harassment claim concerning her accent.

The ET dismissed the claim. The EAT allowed the appeal, although on another point of law. Regarding the issue of the Claimant’s accent, the EAT concluded that there is no requirement in a harassment claim for a “mental element” equivalent to that in a claim of direct discrimination. It stated that a person’s accent could be an important part of their identity and could be connected to race. Therefore, criticism of an accent could violate a person’s dignity.

This case highlights that conduct can be related to a protected characteristic either:

where it is motivated by the protected characteristic, or
where, regardless of the conscious or unconscious motivations of the alleged harasser, there is objectively some relationship between the conduct or language used and a protected characteristic.

The most obvious examples of the latter are sexist jokes and racial epithets. However, the unwitting use of, for example, homophobic, transphobic, or ableist language could also meet the definition of harassment, depending on the context. Employers may therefore want to take note of this decision when planning Equality Act 2010 training sessions and resources.

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’.

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

If you manage a team and wish to ensure the smooth running of all HR and Employment Law aspects required with the team, give us a call now for a non-obligatory chat and can talk through our vast range of services, we can offer for a small monthly / one-off investment. Consensus HR | Your Outsourced Human Resources & Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems – 014338 576750

03 12 2024

Monthly HR blog Newsletter – November 2024 | Consensus HR, Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #bedfordshirebusiness, #consensushr, #networkinbeds, #Newsletter, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, 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 November 2024 blogs. Here’s a selection of topics we covered:

World Diabetes Day
Get Britain Working
What is HR?
Understanding Alcohol Awareness and Its Relevance to the Workplace
International Stress Awareness Day
Honouring Remembrance Day

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!

World Diabetes Day

Diabetes is a chronic condition that affects how the body regulates blood sugar (glucose) levels. For those living with diabetes, careful management is essential to avoid complications that can impact their health and work. This can include managing diet, physical activity, and sometimes taking medication or insulin injections. In the UK, approximately 4.9 million people are living with diabetes, and many of them are part of the workforce.

To read the full blog,

CLICK HERE

Get Britain Working:

The recently published “Get Britain Working” White Paper will bring locally led health, work and skills plans to the fore. It aims to drive down the near record figure of 2.8 million people currently out of work due to long-term sickness.

To read our full blog, Click Here

Alcohol Awareness Week

From November 18 to November 24, businesses across the UK are encouraged to engage with Alcohol Awareness Week, an initiative aimed at increasing understanding about alcohol consumption, its impact on health, and how businesses can support employees in making healthier choices. For employers, this week serves as an opportunity to reflect on workplace policies, create awareness, and promote a supportive environment around alcohol-related health.

To read the full blog,

CLICK HERE

What is HR?

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

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.

To read the full article:

CLICK HERE

International Stress Awareness Day

How HR Can Help Reduce Workplace Stress:

Human Resources can play a pivotal role in addressing and reducing stress in the workplace. Here are some of the keyway’s HR can support:

Promote Open Communication:
Encourage a culture of open communication where employees feel comfortable discussing stress-related issues. Regular check-ins and anonymous feedback channels can provide employees with the opportunity to express concerns before they escalate.

To read the full blog:

CLICK HERE

Honouring Remembrance Day

The Importance of Remembrance Day in the Workplace:

Incorporating Remembrance Day into our work environment encourages respect, unity, and gratitude across teams. It’s more than a moment of silence; it’s a reminder of the value of resilience and the strength found in supporting one another. By acknowledging Remembrance Day at work, employers help install a sense of community and respect that can have a lasting positive impact on morale and culture.

To read the full article:

CLICK HERE

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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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29 10 2024

Invisible Disabilities Week | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety @sg1businessclub, #ConsenHR, #consensus hr, #consensushr, #hiddendisability, #networkinbeds, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Did you know that the 20^th – 26^th October was Invisible Disabilities Week:

Invisible Disabilities Week—

A vital opportunity to bring awareness to disabilities that may not be outwardly visible yet impact the lives of millions. At Consensus HR, we’re dedicated to fostering inclusive workplaces where everyone feels understood and valued, regardless of visible or invisible conditions.

What Are Invisible Disabilities?

Invisible disabilities include a wide range of physical, mental, and neurological conditions that may not be immediately apparent to others. These can range from chronic pain and fatigue to mental health disorders and neurological conditions. According to research, nearly 1 in 5 people in the UK live with a disability, and a significant portion of these disabilities are not outwardly noticeable.

Invisible disabilities can include:

Chronic Illnesses (e.g., lupus, diabetes, chronic fatigue syndrome)
Mental Health Conditions (e.g., anxiety, depression, bipolar disorder)
Learning Disabilities (e.g., dyslexia, ADHD)
Neurological Disorders (e.g., autism spectrum disorder, multiple sclerosis)
Chronic Pain and conditions that cause fatigue or mobility issues.

Why Raising Awareness Matters:

Invisible Disabilities Week highlights the importance of empathy and understanding, particularly in workplace settings where traditional accommodations might not apply. Many people with invisible disabilities face unique challenges, including misunderstandings from colleagues and employers who may not recognise their specific needs.

For businesses, understanding and supporting employees with invisible disabilities is essential. Research has shown that inclusive workplaces are not only more supportive but also benefit from enhanced creativity, reduced absenteeism, and a stronger sense of community.

How HR Can Support Employees with Invisible Disabilities:

At Consensus HR, we believe that supportive HR practices are at the core of a successful, inclusive workplace. Here’s how HR can play a crucial role in supporting team members with invisible disabilities:

Encourage Open Dialogue: Creating a culture where employees feel safe to disclose their disabilities is crucial. Managers and HR teams should foster open discussions about disabilities and encourage employees to share any accommodations that may help them work comfortably and effectively.
Provide Reasonable Adjustments: These may include flexible working hours, altered responsibilities, and providing ergonomic support. Each person’s needs are unique, and a tailored approach can make a significant difference.
Educate and Train: Providing training sessions for employees on invisible disabilities can improve understanding and reduce stigma. When employees understand the struggles that colleagues may face, they are more likely to offer support and empathy.
Stay Informed on Legislation: Employers should stay up-to-date with disability discrimination laws and best practices to ensure compliance and support. For more information on the legal aspects, you can visit GOV.UK Disability Rights.
Promote Mental Health Resources: Offering mental health support and resources shows employees that they are valued, which is especially important for those whose disabilities may impact mental health. Organisations like Mind UK provide excellent resources for mental health support.

Get Involved and Spread Awareness:

Invisible Disabilities Week is a reminder to practice patience, empathy, and understanding. If you’d like to learn more or get involved, visit the Invisible Disabilities Association to find resources and information.

Creating a supportive environment starts with awareness, but it grows through consistent action. Let’s work together to ensure every employee feels valued and supported. For more information on how Consensus HR can help your business develop inclusive, supportive HR practices, visit www.consensushr.com.

Consensus HR is committed to providing expert HR solutions that foster supportive, inclusive, and productive workplaces across industries. Contact us today to learn how we can help your business navigate and support all team members, visible and invisible alike.

Invisible Disabilities Week | Consensus HR in Herts & Beds

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

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

Your Outsourced Human Resources (HR) Department.

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29 10 2024

Our 5 points on Using HR effectively | Consensus HR in Herts & Beds

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

Using HR Our 5 points on Using HR effectively | Consensus HR in Herts & Beds, effectively, especially through a service like Consensus HR, offers several benefits that can drive business success:

1. Legal Compliance and Risk Management:

Employment laws evolve frequently, and staying compliant can be challenging. Consensus HR helps navigate these changes, ensuring businesses comply with UK employment law, reducing the risk of tribunal claims, and protecting the company’s reputation. For instance, they offer updates on new regulations like the Worker Protection Act 2023, which helps employers proactively address issues that could lead to disputes.

2. Enhanced Productivity:

By developing clear HR policies and facilitating training (like their recent workshops on delegation and performance management), Consensus HR helps businesses create structures that promote efficient, productive work environments. Well-managed teams are less likely to encounter internal conflict and are more focused on achieving company goals.

3. Employee Well-being and Support:

HR plays a crucial role in supporting mental health, managing workloads, and fostering a positive culture. With support from Consensus HR, businesses can better address workplace stress, tackle sensitive issues like harassment, and implement programs that encourage mental and physical well-being.

4. Tailored Solutions and Proactive Management:

Consensus HR offers tailored services, focusing on preventing “people problems” before they arise. Through their retained HR services, they provide ongoing support, helping manage appraisals, develop employee handbooks, and advise on employee relations, all tailored to the specific needs of the company.

5. Award-Winning Expertise:

Recognised as the SME-Focused HR Consultancy of the Year 2024 – Home Counties, Consensus HR has proven expertise in addressing HR needs for small to medium-sized enterprises, offering a reliable partnership that understands the unique challenges SMEs face.

Ultimately, Consensus HR provides businesses with expert guidance and proactive HR management, which helps create a more compliant, productive, and positive workplace

Do you need help with your HR and Employment Law?

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

Click Here

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

At Consensus HR, we ensure that our clients do not make assumptions when it comes to the performance / abilities of team members and that if identified, we seek the member of teams consent to write to a relevant medical professional to obtain support and advice and any reasonable adjustments needed to ensure what is possible is provided. If you manage a team / business and find it hard to keep on top of changing Employment Law and best practice and wish you could outsource it to a HR Charity for a small monthly investment, give us a call now for a non-obligatory conversation. Consensus HR | Your Outsourced Human Resources and Employment Law Department. | “Helping companies take the pain out of managing people whilst Preventing People Problems – 01438 576750.

28 10 2024

Monthly HR blog Newsletter – October 2024 | Consensus HR, Herts, Beds

Matthew Chilcott General, Newsletter @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #HRNewsletter, #networkinbeds, ¢HRN, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, 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 October 2024 blogs. Here’s a selection of topics we covered:

Celebrating Our Win: SME-Focused HR Consultancy of the Year 2024
Breast Cancer Awareness Month – October 2024
The Importance of Transparency in HR
Tesco ‘Fire and Rehire’ Case
A Warning to Employers: Take Sexual Harassment Seriously or Face Severe Consequences
Supporting Workplace Mental Health: An HR Perspective on World Mental Health Day
How to Improve Employment Opportunities and Break Down Workplace Barriers in the UK
Celebrating Diversity and Promoting Equality

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!

Celebrating Our Win: SME-Focused HR Consultancy of the Year 2024

At Consensus HR, we are thrilled to announce that we have been awarded the title of SME-Focused HR Consultancy of the Year 2024 for the Home Counties at the prestigious Global Business Awards! This recognition reflects our unwavering commitment to providing exceptional HR services tailored to the unique needs of small and medium-sized enterprises (SMEs).

Breast Cancer Awareness Month – October 2024 :

October is Breast Cancer Awareness Month, a time dedicated to raising awareness about the importance of early detection and support for individuals impacted by this disease. For businesses, this annual campaign presents an opportunity to not only promote awareness but also to reflect on how companies can support their employees who may be affected by breast cancer, either personally or through a loved one. As an HR professional, it is crucial to ensure that policies and workplace culture foster understanding, flexibility, and empathy.

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The Importance of Transparency in HR:

The Importance of Transparency in HR: A Key to Building Trust and Success

By Matthew Chilcott, Owner of Consensus HR

In today’s business landscape, transparency is not just a buzzword—it’s a necessity. Whether you’re a small startup or a large corporation, the way your Human Resources (HR) department operates can significantly impact your company’s culture, employee satisfaction, and overall success. At Consensus HR, we firmly believe in the power of transparent HR practices and is part of the reason, we partnered up with Breathe HR and to become a client of Consensus HR with Breathe HR IT support, Click Here . But why is transparency so important, and what could be the consequences if it’s not embraced?

Tesco ‘Fire and Rehire’ Case:

Recently, a significant ruling by the UK Employment Tribunal (ET) has captured the attention of businesses, unions, and employees alike: Tesco has lost a critical case concerning the controversial practice of ‘fire and rehire’. This decision is a monumental win for workers’ rights, sending a strong message to employers about the limitations of using such practices as a negotiating tool. At Consensus HR, we believe it’s essential to keep our clients and the wider business community informed about these legal developments, particularly when they directly impact employee relations and management practices.

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A Warning to Employers: Take Sexual Harassment Seriously or Face Severe Consequences

By Matthew Chilcott, Owner of Consensus HR

As an employer, you have a legal duty under the Equality Act 2010 to prevent sexual harassment in the workplace. Failure to do so could result in severe consequences not just for your employees, but for your business as well. Recent cases have shown that the courts are not hesitant to impose significant penalties on employers who fail in this duty.

Supporting Workplace Mental Health: An HR Perspective on World Mental Health Day

World Mental Health Day, observed on October 10th, offers a vital reminder of the importance of mental well-being both personally and professionally. As business owners and managers, it’s essential to recognise that mental health is just as important as physical health. Supporting your team’s mental well-being is not only a moral responsibility but can also have a positive impact on productivity, employee retention, and overall workplace culture.

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How to Improve Employment Opportunities and Break Down Workplace Barriers in the UK in Herts & Beds

By Matthew Chilcott, Owner, Consensus HR

The UK workplace is undergoing a rapid transformation, with increasing diversity and a growing focus on inclusivity. However, many organisations still face challenges when it comes to providing equal employment opportunities and breaking down workplace barriers. At Consensus HR, we believe that addressing these issues is critical not just for compliance but for creating a thriving and motivated workforce. Below are some key strategies that can help your business improve employment opportunities and foster a barrier-free workplace.

Celebrating Diversity and Promoting Equality:

Black History Month 2024 – October

As we celebrate Black History Month 2024, it’s essential to reflect on the progress made in fostering equality, as well as the work still needed to create truly inclusive workplaces. Black History Month serves as a time to recognise the contributions, achievements, and struggles of the Black community in the UK and around the world. It is a powerful reminder of the importance of diversity in every aspect of society, including the workplace.

At Consensus HR, we strongly believe in the importance of creating an environment where everyone, regardless of race, can thrive and feel valued. This commitment is reflected in the UK’s Equality Act 2010, which serves as a fundamental piece of legislation to protect individuals from discrimination in the workplace and beyond.

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23 10 2024

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

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Consensus HR: Award-Winning HR Consultancy in the Home Counties

At Consensus HR, we are delighted to announce our recent win of the prestigious SME-Focused HR Consultancy of the Year 2024 – Home Counties, awarded by Corporate Vision. This recognition solidifies our commitment to providing tailored, people-focused HR solutions for businesses across the region, helping employers to navigate complex HR challenges effectively.

Our journey of excellence doesn’t stop there. Over the years, we have consistently been recognised for our innovative and client-centric approach. Here are some of the accolades we have proudly received:

SME News Southern Enterprise Award Winner 2023
SME News Business Elite Awards Winner 2022 – Leading Innovators in HR Solutions – South England
SME News UK Enterprise Awards Winner 2021 – Best HR Consultancy – Home Counties

CLICK HERE for full details of our award.

These awards reflect our ongoing dedication to offering comprehensive HR services, whether it’s handling day-to-day employment issues, ensuring compliance with ever-changing legislation, or supporting businesses through strategic development.

At Consensus HR, we pride ourselves on being more than just an HR service provider. We become a vital extension of your team, delivering practical, commercial, and bespoke HR solutions that align with your business objectives.

Why Choose Consensus HR?

As an award-winning consultancy, we support businesses of all sizes, ensuring they are fully compliant with employment law while helping them foster a positive workplace culture. Whether you need assistance with recruitment, employee relations, or implementing effective HR policies, our experienced team is here to guide you every step of the way.

If you’re looking for an HR partner that truly understands the needs of SMEs and delivers expert, hands-on support, contact us today. With Consensus HR by your side, your business can confidently navigate the complex world of HR, ensuring that you focus on what you do best – running your business.

For more details about our award-winning services, visit www.consensushr.com.

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DALL·E 2024-10-25 09.47.22 - A calm, uplifting image for Mental Health Day with no text. The design features a serene, abstract human silhouette surrounded by soothing elements li

10 10 2024

Supporting Workplace Mental Health. | Consensus HR in Herts & Beds

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Supporting Workplace Mental Health: An HR Perspective on World Mental Health Day

In my experience working with businesses of all sizes, it’s clear that creating a supportive environment requires more than just good intentions. Here are some practical ways business leaders can actively support their teams’ mental health:

Promote Open Communication:

Encourage a culture where employees feel comfortable discussing their mental health without fear of stigma or repercussions. This can be achieved by having regular check-ins and promoting an open-door policy. Simple actions like genuinely asking, “How are you doing?” can go a long way in showing support.

Training for Managers:

Often, managers are the first point of contact when an employee is struggling. Providing mental health training to managers ensures they are equipped to recognise signs of mental health challenges and know how to handle them sensitively. Our Managing Mental Health in the Workplace workshop, for example, educates managers on how to identify and address mental health concerns in a supportive way.

Flexible Working Arrangements:

Flexibility can play a major role in reducing stress. Offering remote work options, flexible hours, or the opportunity for mental health days can alleviate some of the pressures that employees face. Having clear policies that allow for flexibility shows that you care about their well-being.

Access to Resources and Support:

Businesses can provide access to mental health resources, whether through an Employee Assistance Programme (EAP), local mental health charities, or by sharing helpful information and contacts. Providing these resources gives employees the opportunity to seek help when they need it, knowing the company stands behind them.

Workload Management:

A key cause of stress in the workplace is unmanageable workloads. Regularly review employees’ responsibilities to ensure they are realistic. Delegation, another key area we cover in our management development workshops, is essential not only for productivity but for preventing burnout.

Foster a Healthy Work-Life Balance:

Encourage your team to disconnect outside of working hours. Ensure that there are boundaries in place to avoid excessive overtime and provide reminders of the importance of taking breaks. A well-rested employee is more engaged, productive, and happy.

Recognise and Address Workplace Stressors:

Workplace environments can be breeding grounds for stress if not properly managed. Regularly assess the workplace atmosphere and actively work on areas that may contribute to stress, such as heavy workloads, unrealistic deadlines, or inadequate resources.

Supporting Workplace Mental Health. | Consensus HR in Herts & Beds

Why This Matters:

Creating a mentally healthy workplace isn’t just beneficial for employees, but for businesses too. Reduced absenteeism, improved performance, and better team morale are all benefits of promoting mental well-being. On World Mental Health Day, take a moment to assess how your business supports mental health and where improvements can be made.

By addressing mental health proactively, businesses can build a culture that values the well-being of every team member.

For more information on how Consensus HR can help your business develop strategies for supporting mental health in the workplace, feel free to get in touch. Let’s work together to create healthier, happier workplaces this World Mental Health Day.

Matthew Chilcott is the owner of Consensus HR, offering tailored HR solutions for businesses of all sizes. Contact us today for support with managing workplace mental health or other HR matters.

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Your Outsourced Human Resources (HR) Department.

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01 10 2024

Black History Month 2024 – October | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensushr, #equality, #equalityact2010, #equalityanddiversity, Business, Business Owners, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Celebrating Diversity and Promoting Equality:

Black History Month 2024 – October | Consensus HR in Herts & beds

Race as a Protected Characteristic:

Race is one of the nine protected characteristics under the Equality Act 2010. This means that employers are legally required to ensure that employees are not discriminated against based on their race, which includes their skin colour, nationality, ethnic or national origin. Any form of discrimination—whether direct or indirect—is unlawful under this legislation.

At Consensus HR, we work closely with businesses to help them meet their legal obligations, ensuring policies and practices are not only compliant with the law but also supportive of creating a positive and inclusive work culture. While legislation like the Equality Act provides the legal framework, it’s up to businesses and their leadership to foster environments where diversity is celebrated, and everyone feels empowered to contribute.

How the Equality Act 2010 Protects Against Racial Discrimination:

The Equality Act 2010 covers various forms of discrimination, such as:

Direct discrimination: Treating someone less favourably because of their race.
Indirect discrimination: Applying a rule or policy that, although neutral, disproportionately affects individuals of a certain race.
Harassment: Creating an intimidating, hostile, or offensive environment for someone because of their race.
Victimisation: Treating someone unfairly because they have made or supported a complaint about racial discrimination.

Promoting Diversity in the Workplace:

Beyond complying with the Equality Act 2010, organisations can take proactive steps to ensure racial diversity is embraced within their teams. This includes:

Training and Awareness: Ensuring that all employees, especially managers, are aware of unconscious bias and how it can affect hiring, promotion, and day-to-day interactions.
Inclusive Policies: Reviewing recruitment and promotion practices to remove any potential biases and encouraging applications from a diverse range of candidates.
Support Systems: Implementing support networks or mentoring programmes to help employees from minority groups feel supported and to promote career development.

In celebrating Black History Month, we acknowledge that fostering an inclusive workplace is not just about avoiding discrimination—it’s about actively embracing the diversity that strengthens businesses. By valuing different perspectives and creating an environment where everyone is treated with respect, businesses can drive innovation, creativity, and success.

At Consensus HR, we are here to assist businesses in navigating the complexities of employment law and in creating workplaces that reflect the rich diversity of society. Let’s use this month as an opportunity to take further steps towards equality and inclusion, ensuring that race and other protected characteristics are always respected in the workplace.

Celebrating the International Day of Peace: Building Harmony in the Workplace | Consensus HR in Herts & Beds

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Tesco 'Fire and Rehire' Case: A Major Win for Workers' Rights | Consensus HR in Herts & Beds

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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?

Why Celebrating Traditions Matters in the Workplace:

Tips for Celebrating Burns Night at Work:

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

How Consensus HR Can Help:

Conclusion:

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.

Managing Employees During Adverse Weather Conditions: A Guide for Business Owners and Managers

At Consensus HR, we understand the complexities adverse weather can bring to the workplace and are here to support you in navigating these challenges effectively.

1. Develop a Clear Adverse Weather Policy:

Did You Know?

2. Prioritise Employee Safety:

3. Use Effective Communication Channels:

4. Review Flexible Working Arrangements:

5. Seek Professional HR Support:

Why Choose Consensus HR?

By working with Consensus HR, you’ll have peace of mind knowing your business and employees are supported, rain or shine. Let’s make managing HR simple and effective.

Supporting Your Team Through Dry January – The HR Perspective:

Why Does Dry January Matter in the Workplace?

How HR Can Help During Dry January:

Why Partner with Consensus HR?

Start the Year Right

Contact Us

Recap of 2024: Key Developments in HR and How Consensus HR Can Help:

Key HR Highlights from 2024:

Introduction of the Worker Protection Act:

Increased Focus on Mental Health and Wellbeing:

National Minimum Wage and Living Wage Updates:

Streamlining HR with Technology:

Ongoing Employment Tribunal Cases:

How Consensus HR Supported Businesses in 2024:

Looking Ahead: How Consensus HR Can Help You in 2025:

Our Key Services Include:

Why Choose Consensus HR?

Get in Touch:

“People are your greatest asset—let us help you get the best from them.”

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

BBC journalists appeal against equal pay ruling

Employment Rights Bill – employers who commit serious offences will be prohibited from sponsoring foreign workers:

Comments about an employee’s accent could be ‘related to’ race under harassment law:

This newsletter does not provide a full statement of the law and readers are advise to take legal advice before taking any action based on the information contained herein’.

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

Welcome to Consensus HR’s monthly blog recap! In this edition, we will be revisiting some of the key discussions from our November 2024 blogs. Here’s a selection of topics we covered:

World Diabetes Day

Get Britain Working:

Alcohol Awareness Week

What is HR?

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

To read the full article:

International Stress Awareness Day

How HR Can Help Reduce Workplace Stress:

Promote Open Communication:

To read the full blog:

Honouring Remembrance Day

The Importance of Remembrance Day in the Workplace:

To read the full article:

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

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

Your Outsourced Human Resources (HR) Department.

Did you know that the 20th – 26th October was Invisible Disabilities Week:

Invisible Disabilities Week—

What Are Invisible Disabilities?

Why Raising Awareness Matters:

How HR Can Support Employees with Invisible Disabilities:

Get Involved and Spread Awareness:

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

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

Your Outsourced Human Resources (HR) Department.

Using HR Our 5 points on Using HR effectively | Consensus HR in Herts & Beds, effectively, especially through a service like Consensus HR, offers several benefits that can drive business success:

1. Legal Compliance and Risk Management:

2. Enhanced Productivity:

3. Employee Well-being and Support:

4. Tailored Solutions and Proactive Management:

Did you know that the 20^th – 26^th October was Invisible Disabilities Week: