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20 03 2025

International Day of Happiness 2025 | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General #Bedfordshire @SG1, #bedfordshirebusinesses, #internationdayof happiness, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

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International Day of Happiness 2025: How to Create a Positive Workplace:

By Matthew Chilcott, Owner, Consensus HR

On 20th March 2025, people across the world will celebrate the International Day of Happiness, a United Nations initiative recognising the importance of happiness and wellbeing in all aspects of life—including the workplace.

At Consensus HR, we know that a happy workforce is a productive workforce. Employers who prioritise employee wellbeing, engagement, and workplace culture see higher retention rates, reduced absenteeism, and improved performance. But how can businesses create a happier workplace?

Why Workplace Happiness Matters:

Research has consistently shown that happier employees lead to better business outcomes:

More Productive – Happy employees are up to 17% more productive than unhappy colleagues. (Interaction UK)
Higher Engagement – Companies with highly engaged employees are 21% more profitable. (People Insight)
Improved Retention – A positive work environment reduces staff turnover, saving businesses on recruitment costs.

A happier workforce also reduces stress, strengthens teamwork, and enhances company culture, making it a win-win for both employees and employers.

5 Ways to Promote Workplace Happiness:

1️⃣ Recognise & Appreciate Employees

Regular appreciation can significantly boost morale and job satisfaction. Studies show that 88% of UK employees work harder when they feel appreciated. (Reward Gateway)

Simple ways to recognise employees:
✅ Say “thank you” more often
✅ Implement an employee of the month scheme
✅ Offer small rewards like extra time off or vouchers

2️⃣ Support Mental Health & Wellbeing

With work-related stress on the rise, supporting mental health is essential. According to the WHO, depression and anxiety cost the global economy $1 trillion per year in lost productivity. (WHO)

Ways to support mental health in the workplace:
🧘 Encourage breaks and mindfulness activities
🩺 Offer employee assistance programmes (EAPs)
🗣 Provide mental health first aid training

3️⃣ Offer Flexible Working Options

31% of UK employees feel they do not have a good work-life balance. (Standout CV)

Offering hybrid working, flexible hours, and remote options can increase employee happiness while boosting productivity.

4️⃣ Invest in Career Growth & Development

Employees who see clear career progression are more engaged and satisfied. Providing training, mentoring, and development opportunities can help staff feel valued and invested in the company’s future.

💡 Top tip: Create a personal development plan (PDP) for each employee to track growth and career goals.

5️⃣ Foster a Positive Workplace Culture

A diverse, inclusive, and supportive workplace is key to happiness at work. Employers should promote:
✔ Inclusive HR policies that ensure fairness
✔ Team-building activities to strengthen relationships
✔ Regular check-ins to support staff wellbeing

Matthew Chilcott, Owner of Consensus HR, Comments:

“Happiness at work is not just about salary—it’s about feeling valued, respected, and supported. Businesses that focus on employee wellbeing, recognition, and growth create thriving workplaces where both employees and companies succeed.”

Want to Improve Workplace Happiness?

At Consensus HR, we help businesses implement HR strategies that support employee wellbeing, engagement, and workplace happiness. If you want to create a happier, more productive workplace, get in touch with us today.

📩 Contact us: Consensus HR Website

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📖 Further Reading on Workplace Happiness:
🌍 International Day of Happiness (UN) – www.un.org
📊 World Happiness Report 2025 – www.worldhappiness.report
💼 CIPD Guide to Workplace Wellbeing – www.cipd.co.uk

#InternationalDayOfHappiness #HRSupport #WorkplaceWellbeing #EmployeeHappiness #MentalHealthAtWork #ConsensusHR

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

At Consensus HR, we are proud to offer a wide range of HR & Employment Law services to help our clients with all areas of best practice and Employment Law which can be found by clicking on the button:

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

If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750

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

06 03 2025

📚 Celebrating World Book Day | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General #bedfordshirebusinesses, #Books, #BTCstevenage, #ConsenHR, #consensushr, #Stevenagebusineses, #worldbookday, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

The Power of Learning in the Workplace:

At Consensus HR, we believe that learning never stops – and what better way to celebrate this than on World Book Day (6th March 2025)? Books are a fantastic resource for personal and professional development, helping individuals and businesses grow.

The Role of Reading in Professional Development:

Reading is an essential tool for both employees and employers, providing valuable insights into leadership, HR, business strategy, and workplace wellbeing. Whether it’s employment law updates, leadership strategies, or team motivation techniques, a good book can equip business owners and managers with the knowledge they need to lead effectively.

“World Book Day is a fantastic reminder of how knowledge empowers businesses. At Consensus HR, we encourage continuous learning – whether through books, training, or expert HR guidance. A well-informed team is a successful team.” – Matthew Chilcott, Owner, Consensus HR.

How Consensus HR Supports Learning in the Workplace:

At Consensus HR, we work with businesses of all sizes to develop HR strategies that support growth, team engagement, and compliance. Whether it’s through training, performance management, or employment law guidance, we help businesses build a well-informed, legally compliant, and motivated workforce.

This World Book Day, why not pick up a book that could enhance your leadership and HR skills? And if you need hands-on HR support, get in touch with our team today!

📞 Call us: 01438 576750
🌐 Visit our website: www.consensushr.com
📧 Email us: [email protected]
🔗 Follow us on social media:
📍 LinkedIn
📍 Facebook
📍 Twitter/X

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

Click Here

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

Your Outsourced Human Resources (HR) Department.

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

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.

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

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

Your Outsourced Human Resources (HR) Department.

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

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?

Why Celebrating Traditions Matters in the Workplace:

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

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

Tips for Celebrating Burns Night at Work:

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

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

How Consensus HR Can Help:

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

Conclusion:

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

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

A Toast to Success and Collaboration!

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

Why Choose Consensus HR?

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

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15 01 2025

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

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

The Benefits of Becoming a Retained Client:

Managing human resources effectively is essential for every business, regardless of size or sector. However, navigating complex employment laws, handling employee relations, and staying up to date with ever-changing workplace regulations can be overwhelming. This is where Consensus HR steps in with their Retained HR Services, offering peace of mind and practical solutions tailored to your business needs.

Here’s a closer look at the benefits of becoming a retained client with Consensus HR:

1. Unlimited HR Support:

When you become a retained client, you gain unlimited access to expert HR advice. Whether you need guidance on handling a tricky employee issue, help drafting a policy, or support with employment law compliance, our team is just a phone call or email away.

This means you can make informed decisions quickly and confidently, reducing the risk of costly mistakes.

Learn more about our retained HR services here.

2. Tailored HR Policies and Procedures:

At Consensus HR, we understand that every business is unique. As a retained client, you’ll receive customised HR documentation, including employment contracts, handbooks, and policies, ensuring they align with your company’s culture and legal requirements.

From drafting policies on performance management to handling grievances, we’ll ensure you’re fully equipped to manage your team effectively.

3. Proactive Compliance Management:

Employment law is constantly evolving, and staying compliant can be a challenge. As a retained client, you’ll benefit from our proactive approach to compliance. We’ll notify you of upcoming changes to legislation and advise on the necessary steps to keep your business on the right side of the law.

For instance, recent updates like The Worker Protection Act 2023 or changes to flexible working legislation can have a significant impact on your business. Our experts ensure you’re always prepared.

Discover how we support compliance.

4. Cost-Effective HR Support:

Hiring an in-house HR team can be expensive, especially for SMEs. With Consensus HR’s retained services, you receive the expertise of a full HR department at a fraction of the cost. This cost-effective solution allows you to focus on growing your business while we handle the complexities of HR.

Get in touch today for a tailored quote.

5. Employee Relations Expertise:

Managing employee relations is critical to creating a harmonious and productive workplace. As a retained client, you’ll have access to expert advice on handling grievances, disciplinary actions, and other sensitive issues. We’ll guide you through best practices, ensuring fair treatment for employees while protecting your business from potential claims.

6. Support for Business Growth:

As your business grows, your HR needs evolve. Whether you’re hiring your first employee or expanding your team, our retained services ensure you have the support you need at every stage.

We can help you with:

Recruitment and onboarding processes.
Performance management systems.
Training and development initiatives for your managers.

Explore our management training workshops.

7. Focus on Prevention, Not Cure:

At Consensus HR, we believe prevention is better than cure. Our retained services focus on preventing “people problems” before they arise. By having robust policies, clear procedures, and expert advice, you can minimise workplace disputes and maintain a positive work environment.

Read more about our proactive approach here.

8. Access to Award-Winning Expertise:

When you partner with Consensus HR, you’re working with an award-winning team. We’ve been recognised for our innovative HR solutions and commitment to SMEs, including winning the SME-Focused HR Consultancy of the Year 2024 – Home Counties.

Learn more about our achievements.

9. Peace of Mind:

Perhaps the most significant benefit of becoming a retained client is the peace of mind it provides. Knowing that your HR needs are in expert hands allows you to focus on what you do best—running and growing your business.

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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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

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

Solemn_Remembrance_Day_Scenes_Consensus_HR

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

Click Here

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

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

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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International Day of Happiness 2025: How to Create a Positive Workplace:

Why Workplace Happiness Matters:

5 Ways to Promote Workplace Happiness:

Matthew Chilcott, Owner of Consensus HR, Comments:

Want to Improve Workplace Happiness?

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.

The Power of Learning in the Workplace:

The Role of Reading in Professional Development:

Recommended Reads for Business Owners and Managers:

How Consensus HR Supports Learning in the Workplace:

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.

In Brief:

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

Foster carers can bring Employment Tribunal claims:

Consultant classed as a worker under ERA 1996:

Why Choose Consensus HR?

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.

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:

To read the full blog,

Employment Law Newsletter – Jan-25:

To read our full blog and Key Points

Recent UK Employment Law Cases

World Cancer Day 2025:

To read our full blog and Key Points

Celebrating Burns Night:

What is Burns Night?

Celebrating Consensus HR’s Award-Winning Achievements:

To read our full blog and Key Points

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.

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.

The Benefits of Becoming a Retained Client:

Here’s a closer look at the benefits of becoming a retained client with Consensus HR:

1. Unlimited HR Support:

2. Tailored HR Policies and Procedures:

3. Proactive Compliance Management:

4. Cost-Effective HR Support:

5. Employee Relations Expertise:

6. Support for Business Growth:

7. Focus on Prevention, Not Cure:

8. Access to Award-Winning Expertise:

9. Peace of Mind:

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

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