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02 09 2024

Organic September with Consensus HR in Herts & Beds

Matthew Chilcott General @sg1businessclub, #consensus hr, #consensushr, #networkinbeds, #outsourcedemploymentlaw, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Did you know?

Embrace Organic September with Consensus HR:

September is celebrated as Organic September, a month dedicated to raising awareness about the benefits of organic farming and organic products. It’s a perfect time to support organic businesses, make healthier choices, and promote sustainable living.

How Consensus HR Supports Organic September:

At Consensus HR, we believe in aligning our values with sustainable and eco-friendly practices. We support Organic September by encouraging our employees and clients to consider organic alternatives and make conscious choices that benefit the environment. This includes promoting organic products, supporting local organic businesses, and integrating sustainability into our HR practices. We encourage our team to take small steps that collectively make a significant impact—whether it’s choosing organic food, reducing plastic use, or supporting businesses that prioritise organic farming.

Join us in celebrating Organic September and making choices that contribute to a healthier planet!

Do you need help with your HR and Employment Law?

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

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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.

02 09 2024

Our Eight Best Practices and Legal Requirements for Providing Employee References | Consensus HR

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1businessclub, #consensushr, #networkinbeds, #outsourcedemploymentlaw, #stevenage #bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, references, Small Business, SME, SME's, stevenage

Part One of Two:

When an employee decides to leave your business, one common task for employers is handling requests for references. At Consensus HR, we are frequently asked about the best practices and legal obligations regarding employee references in the UK. Understanding these aspects is crucial to ensure compliance with the law while also maintaining good business practices.

1. Understanding Your Legal Obligations: Are References Mandatory?

In the UK, there is no general legal obligation for employers to provide a reference for an employee or former employee. However, there are some exceptions:

Contractual Obligation: If an employment contract or company policy states that a reference will be provided, the employer must adhere to that commitment.
Sector-Specific Requirements: Certain sectors, such as financial services, may have regulatory obligations to provide a reference. Always check any industry-specific guidelines that may apply.

Concentrating on your business is essential for growth and success—let Consensus HR handle your HR needs so you can stay focused on what matters most. With expert support in compliance, employee relations, and HR strategy, we take the stress out of managing your workforce, reducing risk and saving you time. Let us be your trusted HR partner, ensuring smooth operations while you drive your business forward.

2. Providing References: Keeping It Fair and Accurate

While there is no obligation to provide a reference, if you choose to do so, it must be accurate and fair. This is a legal requirement under the law of negligence and defamation:

Accuracy: Ensure all information in the reference is factually correct. Avoid including any unverified information or subjective opinions that cannot be backed up.
Fairness: A reference should not be misleading or present an inaccurate picture of the employee. Omitting key facts, such as an employee’s dismissal for gross misconduct, could be seen as misleading to the prospective employer.

3. The Content of References: What to Include and Exclude

When providing a reference, it is good practice to include only basic details:

Employment Dates: Confirm the start and end dates of the employee’s tenure.
Job Title: Provide the job title(s) held by the employee.
Responsibilities: Outline the main duties or responsibilities, if appropriate.

It is advisable to avoid including details that could be viewed as subjective or discriminatory, such as comments on the employee’s character, attendance, or health, unless they are factual and relevant to the job they have applied for.

By following these best practices, you can manage reference requests effectively, minimise legal risks, and maintain a positive reputation for your business.

Our HR comment: Our Eight Best Practices and Legal Requirements for Providing Employee References | Consensus HR

Our HR comment / Advice: –

Matthew Chilcott, Owner of Consensus HR comments: “By adopting these approaches, you protect your business while also providing a fair and honest representation of your former employees, supporting them in their future career endeavours. For tailored advice and support on handling employee references, get in touch with Consensus HR today.

If we can help you in any way, give us a call or send us an email today for a non obligatory chat.

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

28 08 2024

Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

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

In the UK, Consensus HR plays a crucial role in guiding businesses through the complexities of flexible working and employee well-being, ensuring that companies not only meet legal requirements but also adopt best practices that are vital in today’s competitive landscape. As the British Chamber of Commerce’s (BCC) recent survey highlights, flexible working and employee well-being are increasingly seen as essential components of a successful business strategy and for businesses who want to stand out in a crowded job market.

Its survey of 1300 businesses noted that attracting and retaining talent is a key priority for most, but they are operating in a market where, e.g. from May to July 2024 there were 884,000 vacancies in the economy, while the number of economically inactive people (those not looking for work) stood at over 9.4 million.

The BCC research also shows 62% of businesses reporting that they are experiencing skills shortages, rising to 74% for manufacturing firms. Noting that 14% of businesses reported they were unable to hire or retain people specifically because of childcare responsibilities, the BCC suggests that introducing flexible working can help employees balance work with other commitments.

Benefits of Flexible Working:

1. Enhanced Productivity:

- Consensus HR helps UK businesses implement flexible working arrangements that can lead to higher productivity. In the UK context, the ability to work during the most productive hours is crucial, particularly as the traditional 9-to-5 workday becomes less relevant.
- Research supported by Consensus HR in the UK indicates that 43% of employees report increased productivity when flexible working options are available.

2. Improved Work-Life Balance:

- UK employers are increasingly focused on improving work-life balance, and Consensus HR is at the forefront of advising businesses on how to implement flexible working policies effectively.
- In the UK, 73% of employees report that flexible working helps them achieve a better work-life balance, a figure that Consensus HR frequently cites in their consultations.

3. Attraction and Retention of Top Talent:

- In the UK’s competitive job market, Consensus HR advises companies on how flexible working can be a key differentiator in attracting and retaining skilled workers.
- According to UK-specific data, 81% of workers would prefer jobs that offer flexible working options, which is a critical insight for UK businesses looking to remain competitive in talent acquisition.

4. Cost Efficiency:

- Consensus HR highlights the cost-saving potential of flexible working for UK companies, particularly in reducing the need for large office spaces in high-rent areas like London.
- UK businesses can save thousands per employee each year by implementing flexible working arrangements, with savings on office space and commuting costs being particularly significant.

5. Increased Employee Satisfaction:

- Consensus HR underscores the importance of flexible working in boosting employee satisfaction within UK workplaces. Employees who have control over their work schedules are more likely to be satisfied and engaged.
- UK studies show a strong link between flexible working and higher employee engagement, a key factor in reducing turnover and enhancing overall business performance.

Benefits of Employee Well-being Initiatives:

1. Reduced Absenteeism:

- In the UK, absenteeism due to stress and mental health issues is a significant concern. Consensus HR helps businesses implement well-being programs that address these issues, leading to a reduction in absenteeism.
- The UK government and NHS have highlighted the importance of workplace well-being, with studies showing that every £1 invested in mental health support can yield a £4 return in terms of reduced absenteeism and increased productivity.

2. Enhanced Performance:

- Consensus HR assists UK businesses in developing well-being strategies that directly contribute to improved employee performance. By focusing on mental and physical health, UK companies can create a more productive workforce.
- Gallup’s research, relevant in the UK context, shows that employees who feel their well-being is supported are 21% more likely to be engaged at work, a statistic that Consensus HR uses to advocate for comprehensive well-being programs.

3. Better Workplace Culture:

- Consensus HR promotes well-being initiatives as a means to enhance workplace culture across UK businesses. A positive culture not only attracts top talent but also fosters better teamwork and collaboration.
- In the UK, 58% of employees reported that well-being programs positively influenced their relationships at work, according to a study by the Chartered Institute of Personnel and Development (CIPD).

4. Retention and Attraction:

- Consensus HR advises UK businesses on the importance of well-being programs in retaining and attracting employees. With the UK workforce increasingly valuing employers who prioritise health and well-being, these programs are becoming a key factor in employer branding.
- A survey by the UK-based insurer Bupa found that 74% of employees consider well-being programs a significant factor when choosing a job, underlining the importance of these initiatives in the UK.

5. Increased Innovation:

- Consensus HR highlights the link between well-being and innovation, particularly relevant for UK businesses in sectors that rely on creativity and innovation.
- Research from the University of Warwick, often referenced by Consensus HR, found that happiness and well-being can increase productivity by 12%, showing a direct connection between well-being initiatives and business success in the UK.

UK-Specific Statistics Highlighted by Consensus HR:

Flexible Working: According to UK-specific research by the Office for National Statistics (ONS), 30% of UK employees worked remotely in 2021, and the trend is expected to continue, driven by the demand for flexible working options.
Employee Well-being: The UK workplace wellness market was valued at over £2.7 billion in 2020, reflecting the increasing importance of employee well-being in UK businesses, a figure often cited by Consensus HR.

Our HR comment: Promoting Flexible Working and Employee Well-being |Consensus HR in Herts & Beds

Our HR comment / Advice: –

Matthew Chilcott, Owner of Consensus HR comments: “Our continual involvement with our clients in promoting flexible working and employee well-being highlights their essential role in shaping modern workplace strategies. We help our clients and their businesses realise the substantial benefits of these approaches, from increased productivity and employee satisfaction to cost savings and innovation. Our expertise ensures companies are not only adhering with Employment Law but also positioned for success in a competitive market.”

If we can help you in any way, give us a call or send us an email today for a non obligatory chat.

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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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27 08 2024

Equal Pay Employment Tribunal Case: What Employers Need to Know | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #consensushr, #networkinbeds, #Next, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

On the BBC News today – 27^th September 2024 and in a significant ruling, the Employment Tribunal has recently announced a verdict on a high-profile equal pay case. This decision has far-reaching implications for employers across the UK, particularly those in industries where pay disparities between male and female employees have been a long-standing issue.

At Consensus HR, we believe it’s crucial for employers to understand the ramifications of this case, as it serves as a stark reminder of the importance of pay equity in the workplace. Below, we break down the key aspects of the case and offer practical advice for employers to ensure compliance and fairness in their pay practices.

The Case Overview:

The recent Employment Tribunal case involved a group of female employees who claimed that they were being paid less than their male counterparts for performing the same work. The women argued that this disparity violated the Equal Pay Act, which mandates that men and women should receive equal pay for equal work. The Tribunal found in favor of the claimants, ruling that the pay difference could not be justified by any factor other than gender.

This ruling reinforces the legal obligations of employers to ensure that their pay structures are free from gender bias. It also highlights the need for transparency and regular reviews of pay practices to prevent discrimination.

Trade unions and business organisations meet to discuss workers’ rights |Consensus HR in Herts & Beds

What This Means for Employers

Legal Obligations:

The ruling underscores the legal requirement for employers to provide equal pay for equal work. Failure to do so can result in costly litigation, reputational damage, and financial penalties. Employers must be vigilant in their pay practices and ensure that they are compliant with the Equal Pay Act.

Pay Audits:

Conducting regular pay audits is now more important than ever. These audits help identify any discrepancies in pay between male and female employees and provide an opportunity to address them before they escalate into legal issues. Employers should document these audits and any actions taken to rectify disparities.

Job Evaluations:

To avoid pay discrimination, employers should use consistent and objective criteria for evaluating job roles. Job evaluations should be free from gender bias and based on factors such as skills, experience, responsibilities, and performance.

Transparency:

Promoting transparency in pay structures can help build trust within the workforce and prevent potential disputes. Employers should consider publishing pay ranges for roles and openly communicating how pay decisions are made.

Training and Awareness:

HR teams and managers should be trained on the principles of equal pay and the importance of avoiding gender bias in pay decisions. Awareness programs can help prevent unconscious bias and ensure that all employees are treated fairly.

Practical Steps for Employers

Review and Update Policies:

Ensure that your company’s pay policies are up-to-date and comply with current legislation. Policies should clearly outline the company’s commitment to equal pay and the steps taken to achieve it.

Regular Monitoring:

Implement a system for regular monitoring of pay equity within your organization. This can include periodic reviews of pay data, employee feedback, and comparisons with industry benchmarks.

Engage Employees:

Involve employees in discussions about pay equity. Create channels for employees to voice concerns about pay and ensure that these are addressed promptly and transparently.

Our HR comment:

Our HR comment / Advice: – Equal Pay Employment Tribunal Case: What Employers Need to Know | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “The recent Employment Tribunal case serves as a crucial reminder for employers to prioritise pay equity in their organisations. By taking proactive steps to ensure compliance with the Equal Pay Act, employers can not only avoid legal pitfalls but also foster a more inclusive and equitable workplace.

At Consensus HR, we are here to support businesses in navigating these complex issues. If you need assistance with pay audits, policy reviews, or training on equal pay, please don’t hesitate to contact us. Together, we can create a fair and transparent workplace for all employees.

Contact us today to learn more about how we can help your business achieve pay equity and compliance.”

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20 08 2024

Trade unions and business organisations meet to discuss workers’ rights |Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1businessclub, #consensushr, #makeworkpay, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

As it sets out the first details of its Plan to Make Work Pay, the Government said that both businesses and workers will get a bigger voice at the table.

Minister for Employment Rights, Justin Madders, and the Deputy Prime Minister, Angela Rayner, have met senior representatives from trade unions and business organisations for the first time to discuss workers’ rights.

They agreed to “wipe the slate clean” and begin a new relationship of respect and collaboration to help deliver the Government’s first mission — to kickstart economic growth.

The meeting discussed views on the Employment Rights Bill which the Government believes will play a key role in delivering its Plan to Make Work Pay and which will be introduced in the next few weeks.

Mr Madders said that the Plan sets out an ambitious agenda to ensure workplace rights are fit for a modern economy, empower working people and deliver economic growth. It will support more people to stay in work, make work more family-friendly and improve living standards.

Peter Cheese, Chief Executive of the Chartered Institute of Personnel and Development (CIPD) said: “We recognise and welcome a number of the changes in the Government’s Plan to Make Work Pay. Together they amount to the biggest transformation of workers’ rights in a generation. Therefore, consultation will be essential to ensure that any reforms achieve the right outcomes for individuals and employers.”

The Government confirmed that trade union and business representatives will be invited to continue to engage on the Plan through similar meetings and to share insights via upcoming consultations.

Make Work Pay

The Plan will:

ban exploitative zero-hours contracts
end the practice of fire and re-hire
introduce, from day one, basic rights to parental leave, sick pay and protection from unfair dismissal
strengthen the collective voice of workers, including through their trade unions, and create a Single Enforcement Body to ensure employment rights are upheld
make sure the minimum wage is a genuine living wage by changing the remit of the independent Low Pay Commission so that, for the first time, it takes account of the cost of living
remove discriminatory age bands so that all adults are entitled to the same minimum wage.

CIPD – HR Inform

Our HR comment:

Our HR comment / Advice: – Trade unions and business organisations meet to discuss workers’ rights |Consensus HR in Herts & Beds |Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “The proposed reforms, such as banning zero-hours contracts and providing employment rights from day one, could lead to significant changes in the labour market. However, potential challenges in implementing these reforms, particularly from larger employers who may be resistant to changes that affect their current working systems must be recognised for both their potential benefits and complexities of the policy. Companies of all sizes need to ensure that they seek appropriate advice and support from HR Consultants / Departments to ensure the successful implementation of all the changes, so as to ensure a smooth implementation.”

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19 08 2024

Employees, MUST have a Contract of Employment from day one | Consensus HR in Herts & Beds

Matthew Chilcott Employment Contracts, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #consensus hr, #consensushr, #contractofemployment, #Contracts of Employment, #hertfordshirebusinesses, #networkinbeds, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Preferably before or minimum from Day One of Employment, you MUST provide a Contract of Employment

A lot of our competitors continually use scare tactics, but did you know that all new employees MUST have a Contract of Employment from day one of employment or your business could face financial consequences. At Consensus HR and as part of our recruitment strategy for any business, when deciding to recruit, we always ensure a Contract is written, ready to be sent to the new member before they start, so that they can read fully what is enclosed whilst gaining an understanding, so as to be able to ask questions, prior to signing

Ensuring that an employee has a contract of employment from day one is not just a legal requirement, but it is also a fundamental step in building a transparent and trusting work environment. When employees receive, read, and sign their contracts on their first day, they clearly understand their roles, responsibilities, and the terms of their employment, whilst having the opportunity to ask questions. This process sets clear expectations and helps avoid potential disputes or misunderstandings down the line.

Failure to provide a contract promptly can lead to significant consequences for your business. Without a signed agreement, there is a greater risk of legal complications, particularly if disputes arise regarding employment terms, job duties, or termination conditions. Additionally, employees may feel uncertain about their job security and obligations, leading to lower morale and engagement.

Employees, MUST have a Contract of Employment from day one | Consensus HR in Herts & Beds

Our HR comment:

Matthew Chilcott, Owner of Consensus HR comments: “By emphasising the importance of this step, your Management and HR team can help protect both the company and the employee, ensuring a smooth start to the working relationship. If you need assistance in drafting, reviewing, or implementing employment contracts, contact us today. Our team of experts is here to help you navigate this essential aspect of HR management, ensuring compliance and fostering a positive work environment.”

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08 08 2024

International Cat & Cycle to Work Day – 8th August 2024

Matthew Chilcott Blog, General @sg1, #cats, #consensushr, #cycletowork, #networkinbeds, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Did you know that today is International Cat & Cycle to Work Day?

International Cat Day:

Today’s day of recognition in the UK is International Cat Day, celebrated on August 8th. This day was created to honor our feline friends and to promote awareness about their care and welfare. Activities typically include adoption drives, educational events on cat health and behavior, and celebrations of the joy that cats bring into our lives (UK Awareness Days) (KnowInsiders).

International Cat Day is celebrated annually on August 8th. Established in 2002 by the International Fund for Animal Welfare (IFAW), the day aims to raise awareness about cats and promote their well-being. The celebration encourages cat owners and animal lovers to honour their feline friends, learn more about cat care, and support cat welfare initiatives.

Key Points About International Cat Day:

History and Purpose:
- Founded by the IFAW to celebrate the bond between humans and cats.
- Aims to highlight issues related to cat health, care, and adoption.
Common Activities:
- Adoption Events: Many animal shelters and rescue organisations hold special events to promote cat adoption.
- Educational Campaigns: Efforts to inform the public about responsible cat ownership, including proper nutrition, healthcare, and spaying/neutering.
- Fundraising and Support: Activities to raise funds for cat shelters, rescues, and animal welfare organisations.
- Social Media Campaigns: Sharing photos, videos, and stories of cats using hashtags like #InternationalCatDay to spread awareness.
Why It Matters:
- Promotes Adoption: Encourages people to adopt cats from shelters and rescues.
- Raises Awareness: Highlights the importance of proper cat care and the responsibilities of cat ownership.
- Supports Animal Welfare: Brings attention to issues such as stray and feral cats, overpopulation, and the need for spaying and neutering programs.

How to Celebrate:

Adopt a Cat: Consider adopting a cat from a local shelter.
Volunteer: Offer your time at a cat rescue or shelter.
Donate: Support animal welfare organisations financially or with supplies.
Educate: Learn more about cat care and share information with others.
Celebrate Your Cat: Spend extra time playing with your cat, give them a special treat, or share their photos on social media.

Resources:

International Cat Day is a wonderful opportunity to celebrate cats, improve their lives, and promote their well-being across the globe.

Cycle to Work Day:

Additionally, today is also Cycle to Work Day, an initiative encouraging people to commute by bicycle, promoting the benefits of cycling for health, the environment, and reducing traffic congestion (UK Awareness Days).

Both of these awareness days highlight the importance of animal welfare and sustainable transportation, respectively.

Cycle to Work Day is an annual event in the UK that promotes cycling as a means of commuting. It aims to encourage people to use bicycles for their daily commute, highlighting the benefits of cycling for personal health, the environment, and reducing traffic congestion.

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

Cycle to Work Day is a great opportunity to start a healthy and sustainable commuting habit. Whether you’re an experienced cyclist or a beginner, participating in this event can provide motivation and support to incorporate cycling into your daily routine.

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

Key Points About Cycle to Work Day:

Purpose and Goals:
- Promote Cycling: Encourage more people to commute by bicycle.
- Health Benefits: Raise awareness about the physical and mental health benefits of regular cycling.
- Environmental Impact: Highlight the positive effects of cycling on reducing carbon emissions and traffic congestion.
Activities and Participation:
- Workplace Challenges: Many organizations participate by setting up cycling challenges for their employees.
- Community Rides: Local groups and councils may organize group rides to encourage participation.
- Social Media Engagement: Participants often share their cycling experiences on social media using hashtags like #CycleToWorkDay.
Benefits of Cycling to Work:
- Health: Regular cycling improves cardiovascular health, reduces stress, and helps maintain a healthy weight.
- Environment: Cycling reduces carbon emissions and helps improve air quality.
- Economy: It can save money on fuel and transportation costs.
- Productivity: Regular physical activity is known to improve concentration and productivity at work.
How to Participate:
- Plan Your Route: Find the safest and most convenient route to work.
- Prepare Your Bike: Ensure your bike is in good working condition and consider using safety gear like helmets and lights.
- Join a Group: If you’re new to cycling, consider joining a local cycling group for support and motivation.
- Log Your Ride: Many events have websites where you can log your ride and see how many others are participating.

Resources and Further Information:

International Cat & Cycle to Work Day - 8th August 2024

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07 08 2024

Consensus HR’s research into current Employment Tribunal statistics | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusinesses, #hertfordshirebusinesses, #networkinbeds, #outsourcedHR #outsourcedEmploymentLaw @consensusHR, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

At Consensus HR, we like to continually keep track of statistics at Employment Tribunals (ET’s) within the UK and research into the current Employment Tribunal statistics n the UK has highlighted several key points:

Number of Claims and Backlog:

Between April and June 2023, the Employment Tribunal received 23,693 claims, with 33% being single claims and 67% multiple claims. This was consistent with the previous quarter’s figures. However, the number of claims disposed of decreased to 13,781 from 19,694 in the previous quarter. The backlog of cases increased slightly, standing at 470,898 by the end of June 2023 (Brodies LLP) (Acas).

Types of Claims:

The most common claims were for unlawful deductions from wages (6,161 claims) and breach of contract (5,786 claims) (Brodies LLP).

Representation and Outcomes:

In 2022/23, 60% of claimants had legal representation, a slight decrease from the previous year. Conversely, there was an increase in unrepresented claimants, with 31% having no representation.

The average award for unfair dismissal claims was £12,000 in 2022/23, despite the maximum compensatory award rising in April 2023 (Brodies LLP).

Discrimination Awards:

There were 300 discrimination cases with compensation awarded in 2022/23. The highest compensation was in a disability discrimination case, amounting to £1,767,869. Disability discrimination cases also had the highest average award at £45,435, followed by sex discrimination at £37,607 (Brodies LLP).

Regional Variations:

The number of claims varied slightly by region, with about 5% of claims raised in Scotland in June 2023 (Brodies LLP).

The backlog and ongoing delays remain significant issues within the tribunal system, affecting timely resolutions for claimants and respondents alike (The Law Society)

Our HR comment:

Consensus HR’s research into current Employment Tribunal statistics | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “Consensus HR emphasises the importance for employers to ensure compliance with employment laws such as the Acas Code of Practice and to address workplace issues proactively and timely to avoid disputes when dealing with any incidents in the workplace. The information within this blog also highlights the need for better legal support for respondents (employers) and claimants (employees) and improvements in the tribunal system to handle the backlog efficiently, ensuring timely justice for all parties involved. Businesses should also remember that nobody likes to go to an ET, but should you have too, you need to ensure that you have everything ready for your defence. We always encourage our clients to work proactively, rather than reactively”

For more detailed insights, the Ministry of Justice, ACAS, and related sources provide comprehensive reports and statistical breakdowns on Employment Tribunal activities (Acas) (GOV.UK).”

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Performance Management / SMART (Appraisals) & Breakfast!

06 08 2024

Delegation Skills | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Training & Development #BTCstevenage, #ConsenHR, #consensus hr, #consensushr, #delegationskills, #hertfordshirebusinesses, #mgtdevelopment, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Why don’t you join the first of our suite of Manager/Business Owner Development Workshops, where we always ensure a maximum of five delegates to create a friendly learning environment?

Oct

30

2024

Delegation Skills | Consensus HR in Herts & Beds

This course if designed for delegates with management responsibility for individuals / a team who find it hard to delegate tasks and wish to gain a full understanding of the best methods available to succeed.

To book

Details

Date : 30th October

Time : 08:30 am - 1:30pm

Cost : £159

Event : Delegation Skills

Management Development course overview:

DELEGATION SKILLS | Consensus HR in Herts & Beds

Who is this course for?

Benefits:

Employee: Ability to delegate successfully to work colleagues using best practice and tested methods.

Organisation:

Ensuring successful organising, managing and delegation of company tasks

Course Syllabus:

Delegates will gain an understanding and ability to:

Appreciate the importance of delegating to others as a way to offload work and get more done in your busy life.
Face your fear of delegation and learn to think of delegating tasks to others as a positive.
Adapt an appropriate strategy to delegate the right tasks to the right people at the right time and in the right way.
Use a systematic step-by-step approach to brief people on what you want to delegate to them.

Training Format:

Presentation
Group Discussion
Group Exercises
Questions & Answers
Review

What you get:

Attendance Certificate
Copy of the development slides used within the workshop
Useful workshop tools to use in the workplace

Date & Time: 9:30am – 1:30pm – Tuesday 8^th September 2020

“Helping companies take the pain out of managing people whilst preventing people problems’

We provide a comprehensive programme of Management development courses at the Business & Technological Centre (BTC), Stevenage or at your own premises. One you have decided on the course your need you can click and book the dates you require and then leave the rest to us.

Our HR comment:

Delegation Skills & Breakfast!

Why don’t you come along to our forthcoming business owner / management development workshop in a friendly environment, maximum of five delegates setting.

This is the first of our suite of development workshops with many more to follow, such as:

Delegation – Workshop available on 30th October 2024
Effective Communication
Managing the team
Delegation skills
Teambuilding
Equality & Diversity
Managing Mental Health at Work
Coaching
Recruitment

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?

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

30 07 2024

The Worker Protection Bills | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Law, General @sg1businessclub, #bedfordshirebusiness, #hertfordshirebusinesses, #networkinbeds, #outsourcedemploymentlaw, #outsourcedhumanresources, #protection, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, SME, SME's, stevenage, Worker

From October 2024 the Worker Protection (Amendment of Equality Act 2010) Bill will strengthen existing protection for workers against sexual harassment. The new law will place a new duty on employers to take ‘reasonable steps’ to prevent sexual harassment. Tribunals will have the power to increase compensation by up to 25% if they find an employer has breached this duty. 

The legal change has been much debated during its legislative journey and has undergone two significant changes. Originally, the bill was drafted so that employers were required to take ‘all reasonable steps’; some parties are unhappy with the final obligation for them to take ‘reasonable steps. In addition, the proposed reintroduction of a duty to protect workers against harassment by third parties was dropped.

While commentators are disappointed by what they perceive as a watering down of the new preventative duty, it’s still crucial that employers are aware of its impending introduction and are geared up to comply.

The CIPD’s response to the UK Government’s consultation set out our concerns on whether a new proactive statutory duty on employers would have the desired impact. Employers are already required under the law to take reasonable steps to prevent sexual harassment of workers by their colleagues. We also made the point that much more can be done to bridge the gap regarding current law and its effective implementation in the workplace.

However, now that the new duty is coming into force, it presents an important opportunity to build awareness and encourage compliance to prevent sexual harassment in workplaces. With this aim in mind, we welcome the planned updating of the EHRC’s technical guidance and Employment Code of Practice to reflect the preventative duty.

UK Government says workers 'need to be able to switch off' | Consensus HR in Herts & Beds

The first step is educating and raising awareness

The first step for employers is understanding what sexual harassment is and educating their workforce. ‘Harassment’ covers unwanted conduct related to a protected characteristic which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Sexual harassment is unwanted conduct of a sexual nature that has that effect.

The duty that would have made employers liable for third party harassment was dropped, which the CIPD thought was disappointing. However, it’s important to understand that the new preventative duty still requires employers to take reasonable steps to prevent sexual harassment by any perpetrator and that includes third parties such as customers, clients and members of the public.

Performance Management / SMART (Appraisals) & Breakfast! | Consensus HR

How employers can prevent sexual harassment

Employers should be proactive and systematic in how they prevent and tackle sexual harassment at work: this is not a ‘tick-box’ exercise, and employers will need to show evidence of the reasonable steps taken. To do so, they need to focus attention on a number of priority areas, as our guidance explains:

Organisational and cultural change: Senior leaders have a defining influence on the working culture and set the tone for expectations around behaviour and workplace civility. They need to embed and live the values and behaviour that underpin dignity, respect and inclusion.
Policies and procedures: A formal policy won’t change culture on its own but it’s still important to have written policies and guidance. These should define sexual harassment, give examples of what it is and outline everyone’s responsibilities for preventing and tackling it. These can be used to promote the organisation’s commitment and practices to prevent and educate the workforce about sexual harassment. Given its sensitive and potentially complex nature, organisations may wish to consider dealing with harassment under a separate procedure.
Training and development: There should be regular training sessions for all staff so that they understand what sexual harassment is and their role in preventing/addressing it.
Reporting channels and investigating: There need to be well-promoted reporting channels for complaints and the organisation needs to respond to these promptly, fairly and thoroughly. Any evidence of discriminatory behaviour or harassment among staff needs to be investigated and acted on swiftly and a clear message sent out that such behaviour will not be tolerated.
People management capability: Line managers play an important role in identifying, challenging and dealing with unfair treatment including sexual harassment. They need to have the training, education and guidance to give them the confidence to tackle sexual harassment.
Monitoring and review: Monitoring the gender diversity of the workforce at every level, including for recruitment and promotion, will help to highlight if there is any potential discrimination or harassment on grounds of gender. Staff attitude surveys will enable the organisation to collect feedback in areas like gender equality and bullying and harassment.

Our HR comment:

The Worker Protection Bills | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “This bill has long been talked about by Labour and especially the issue in relation to sexual harassment which we have written about many times. We hope at Consensus HR businesses will ensure that all the team are adequately trained and the businesses culture reflects one where everybody is treated correctly and made to feel part of the team for the success of the business and employees.”

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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:

Updated guidance on the new sexual harassment legislation – Consensus HR in Herts, Beds

29 07 2024

Are you Proactive or Reactive when it comes to your HR? |Consensus HR in Herts & Beds

Matthew Chilcott Blog, General, Rewards & Benefits @sg1businessclub, #hertforshire, #networkinbeds, #proactive, #proactive #outsourcedHR, bedfordshire, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Matthew Chilcott, Owner of Consensus HR comments: “Believe me, when it comes to managing and being proactive rather than reactive, it is not easy, but the benefits for businesses, their managers and teams are substantial as shown in our latest blog.”

Being proactive rather than reactive in HR and team management is crucial for fostering a productive, engaged, and resilient workforce. Here’s a detailed breakdown of what this means and why it’s essential:

What Does Being Proactive Mean?

Proactive HR and Management involve anticipating issues before they arise and taking steps to prevent them. This approach focuses on planning, foresight, and preventative measures rather than merely responding to problems as they occur. Key aspects include:

Strategic Planning: Developing long-term strategies for recruitment, employee development, and retention.
Risk Management: Identifying potential risks and implementing policies and practices to mitigate them.
Employee Development: Providing continuous learning opportunities and career development programs to enhance skills and job satisfaction.
Culture Building: Fostering a positive workplace culture through initiatives that promote diversity, inclusion, and employee well-being.
Regular Feedback and Communication: Encouraging open communication and regular feedback to address concerns before they escalate.

Implementing a Proactive Approach

To cultivate a proactive HR and management environment, consider the following strategies:

Set Clear Goals and Objectives: Define what success looks like for your team and organisation and align HR practices to support these goals.
Invest in Training and Development: Equip your team with the skills and knowledge they need to succeed and adapt to changes.
Foster Open Communication: Create channels for open dialogue where employees feel comfortable sharing ideas and concerns.
Monitor Trends and Data: Keep an eye on industry trends, employee metrics, and feedback to anticipate changes and challenges.
Empower Managers: Train managers to be proactive leaders who can identify and address issues early, fostering a proactive culture within their teams.

Why Is Being Proactive Important?

Prevents Problems Before They Escalate: Proactive management can identify and address issues such as low morale, skill gaps, or compliance risks before they become major problems.
- Example: Conducting regular employee engagement surveys to spot potential issues early and implementing changes based on feedback.
Enhances Employee Satisfaction and Retention: When employees feel supported and see that the organisation is invested in their development and well-being, they are more likely to stay engaged and loyal.
- Example: Offering professional development opportunities and recognition programs to boost morale and motivation.
Improves Efficiency and Productivity: By planning ahead and streamlining processes, proactive organisations can operate more efficiently, reducing downtime and enhancing productivity.
- Example: Implementing automated HR systems to handle routine tasks, freeing up time for strategic planning.
Fosters a Positive Work Environment: Proactive measures in culture-building and communication help create a supportive and inclusive workplace where employees feel valued.
- Example: Hosting regular team-building activities and wellness programs to strengthen team bonds and enhance overall well-being.
Enhances Compliance and Risk Management: Proactively staying ahead of legal and regulatory changes reduces the risk of non-compliance and potential penalties.
- Example: Keeping up to date with employment laws and regulations and training managers on compliance best practices.
Supports Innovation and Growth: A proactive approach encourages a forward-thinking mindset, fostering innovation and continuous improvement within the team.
- Example: Encouraging innovation sessions where employees can pitch new ideas and solutions.

Our HR comment:

Our HR comment / Advice: – Are you Proactive or Reactive when it comes to your HR? |Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments: “In my previous roles, when managing people front and back of house within the Hospitality industry of small and large numbers, the one thing I learnt is that by prioritising proactivity, businesses and managers can build a resilient, engaged workforce that is better prepared to face challenges and seize opportunities, ultimately driving long-term success and growth. However, this is definitely not easy, but the benefits are substantial if you follow best practice and the law and set Policies & Procedures.”

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:

24 07 2024

UK Government says workers ‘need to be able to switch off’ | Consensus HR in Herts & Beds

Matthew Chilcott Blog, Employment Contracts, Employment Law, General @sg1businessclub, #bedfordshirebusiness, #consensus hr, #consensushr, #Employment Contract, #employmentlaw, #hertfordshirebusinesses, #networkinbeds, #ourtsourcedHR, #workinghours, bedfordshire, Business, Business Owners, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

‘need to be able to switch off’

Downing Street has defended plans to give employees the right to switch off from work messages outside office hours. The new government is received out of hours, without fear of reprisals. The proposals, being spearheaded by Deputy Prime Minister Angela Rayner, have faced backlash from businesses and the Conservatives. However, Sir Keir Starmer’s spokeswoman insisted that the plans could increase productivity in Britain. The government’s plans will come in the form of non-binding guidance in a new code of practice for businesses. The TUC has welcomed the plans, stating that no one should be pushed to the brink because of their job. The No10 spokeswoman confirmed ministers were examining models that “support productivity and work flexibility” but said it would be down to individual employers to act. “The government is committed to making work pay and ensuring that working people are protected from exploitative practices and also are supported to ensure that employers are assisting them to be as productive as possible,” she said, adding “We know that, and indeed good employers understand that, for workers to stay motivated they need to be able to switch off. That is good for productivity but of course situations may vary, and people work in different fields and there are circumstances where people do need to be contacted out of hours. ‘That is why there is wider work looking at this issue and different models that we have seen in different countries and looking at this issue more broadly. “Exploring plans to allow workers to avoid emails, texts, and phone calls

Daily Mail

The i

Potential Benefits

Improved Employee Wellbeing: Allowing workers to switch off can significantly reduce stress and burnout, leading to healthier and more productive employees.
Increased Productivity: A well-rested workforce is often more productive and motivated during working hours.
Better Work Relationships: Clear boundaries between work and personal life can improve overall job satisfaction and employee retention.

Potential Challenges

Implementation Costs: Businesses might incur costs in implementing new systems and policies to ensure compliance with the right to disconnect.
Resistance from Employers: Some employers may resist such changes, particularly if they rely on flexibility from their workforce outside standard hours.
Monitoring Compliance: Ensuring all businesses adhere to the new regulations could be challenging and require robust monitoring mechanisms.

Our HR comment:

UK Government says workers ‘need to be able to switch off’ | Consensus HR in Herts & Beds

Matthew Chilcott, Owner of Consensus HR comments, “The UK Government’s stance on allowing workers to “switch off” reflects a growing recognition of the importance of work-life balance. If implemented and following the non-binding Code of Practice, these changes could reshape employment cultures significantly, emphasising employee wellbeing and sustainable work practices.

At Consensus HR, we always advice our clients to not be contacting member of the team, regardless of role when not working as this is their time! However, in exceptional circumstances, it may need to happen, but managers / businesses should keep a record of when this is happening and why and take the appropriate action as it should always be the exception and not the norm! If it becomes the ‘norm’, the management of the company need to fully investigate for the benefit of the team’s welfare.”

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:

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