HR Suite

Register to find out more: https://forms.office.com/e/HBPskmNkHN

Thank you to the Civil Mediation Council (CMC) for featuring me in your series. One of my USPs is that I can also use my mediation skills to promote good communication in the workplace, essential for building a culture of trust and psychological safety. HR doesn't always have to be reactive, in fact we prefer it when businesses recognise the benefits of being proactive!

Meet workplace mediator Amanda Waite who has over 20 years experience as an HR consultant. Amanda says: "I am passionate about positivity in the workplace, bringing disputing parties together to talk, collaborate and share ideas." Learn more about Amanda and her company HR Suite.

In our series we introduce mediators from different walks of life and why they believe mediation is the key to solving conflict. Would you like to be next? Simply fill out the online form.

🎉 It's T Level Thursday and boy are they the SMEs' Secret Weapon You Don't Want to Miss Out On!

Want to unlock a hidden talent pool bursting with fresh ideas and industry-ready skills? Then it's time you get in on the T Level action.

Here's the lowdown:
** Easy Access:** T Levels are designed for SME involvement, meaning you get direct access to a talent pool tailored to your industry needs. Think of it like having your own VIP recruiting lane!

** Ready to Impact From Day One:** T Levels equip students with the technical knowledge ready for their industry placements, so they hit the ground running with many of the skills you actually need. You benefit from their "potential," and nurture that into proven performance.

**Innovation Boost:** These aren't your average textbook learners. T Levels attract creative thinkers with a problem-solving attitude. Get ready for a wave of fresh perspectives and new ideas to shake things up!

**Save Big Bucks:** Think training new hires is expensive? T Levels come with government funding, reducing your investment while bringing in motivated talent ready to learn and grow with your company. Win-win!

** But Wait, There's More:** You get to shape the future workforce by influencing curriculum development and providing valuable work experience. Plus, you build brand loyalty and attract future talent who've already experienced the awesomeness of your company. Talk about a PR coup!

Ready to join the T Level revolution? Don't miss out on this game-changer. Head over to the T Levels website (link in comments) and discover how you can tap into this hidden talent pool and give your SME the edge it deserves.

We'll be at the Health & Wellbeing Fair Danbury Leisure Centre on 27th April from 1-4pm supporting your economic wellbeing with career advice and guidance for ways to improve your earning capacity. We often coach clients who feel a bit 'lost' and unsure about how to move forward. Entry is free so come and have a chat.

It's ! A week-long celebration bringing together businesses and apprentices. Apprenticeships benefit individuals, businesses and the wider economy 📈💡

Find out more: https://naw.appawards.co.uk/

From lost to laser-focused, and with newfound understanding at home! 💥

Seeing transformations like this student's after just one coaching session is why I'm passionate about this work. She went from feeling overwhelmed and lost to having a clear direction and the confidence to tackle her GCSEs. But the impact wasn't just academic! Coaching also helped open up communication between the student and her parent, fostering a supportive and collaborative environment for her success.

Want to help your child unlock their potential and bridge the communication gap? Share your challenges in the comments, and let's chat about how I can help!

More info: www.hrsuite.co.uk/coaching

Delighted to be one of the winners! 🏆

It's awards season so it seems the perfect time to announce the winners of our recent Elevate competition. Congratulations to all the entrants. The following ten businesses have been chosen to work with Best Start In Business who will be working with them to digitally elevate their businesses...

1. Reclaim Mobility
2. DigiTour
3. EcoEdge (www.myecoedge.com)
4. UGO OUT
5. Harton Search (https://hartonsearch.com/)
6. Hollands Wine Co.
7. Recycly
8. Blueprint Woodcraft
9. The Clever Content Creator
10. HR Suite

We look forward to following their progress and watching their online presence grow.

I know I'm not alone in feeling utterly floored by the lack of proper investigation in the UK Post Office scandal. The injustice, affect on people's health and wellbeing, loss of life and ongoing impact are simply tragic.

As an HR professional, I see that one of the stark and incomprehensible causes is the lack of any investigation process, let alone a fair and reasonable one. While HR often gets stereotyped as being the "police" of organisations, the Post Office case provides an example of the need for a different perspective: HR professionals are the guardians of fairness, not gatekeepers of fear.

We uphold professional conduct not to wield power, but to ensure everyone gets a fair hearing. Those sub-postmasters believed in a world where allegations are handled with transparency, consistency, and objectivity. Where due process isn't just a legal requirement, it's a core operating principle. A world where employees feel safe, heard, and protected – not intimidated or condemned. It's so hard to believe that wasn't their experience because it is my modus operandi!

A fair and standardised process for investigations is not about blame, but about building trust. It's about protecting both the organisation and its people. A transparent, consistent approach to investigating concerns shows everyone, from employees to the public, that you're committed to fairness and due process.

Thorough investigations aren't just about finding fault, they're about finding solutions. By unearthing the root causes of issues, we can prevent future harm and build a stronger workplace.

The Post Office scandal is a stark reminder that no organisation is immune to missteps. Don't wait for a scandal to expose your vulnerabilities. If you're unsure about your investigation procedures, I can help you build a fair and effective system that protects everyone. Invest in fairness today and book a call!

A great start to the new year as I am delighted to welcome Perry Blake of 21UP Movement to the world of HR leadership!

A huge congratulations to Perry on taking the leap and becoming a new employer! I'm so excited to have been part of this journey, providing Perry with HR support and the initial, compliant documentation needed to navigate this exciting new chapter.

Perry's passion for providing opportunities to young people is truly inspiring and this ethos extends to his desire to provide a positive and productive work environment. His commitment to employee well-being and growth aligns perfectly with my values, and I have no doubt he will build a remarkable team.

Perry, I wish you all the best in your new role as an employer. You're an incredible leader, and I know you'll create a thriving and fulfilling workplace for your team. Thank you also to Essex Business Partnerships for connecting us!

If you're thinking of becoming a new employer this year, please download my free checklist and get in touch for further support: https://www.hrsuite.co.uk/resources

It seems apt to finish my first full year in business with a huge sense of achievement. After some fantastic training, I have managed to create my first mailing to all the contacts I have engaged with over the course of this year, mostly through networking.

It's a bit of a teaser, with a heads up on a number of employment law changes coming in 2024. If you feel you're missing out (and why wouldn't you?), please click on the link and subscribe.

https://mailchi.mp/25b66788bb39/welcome

As a personal development enthusiast, I'm passionate about helping individuals to achieve their goals and reach their full potential. One of the key tools I use to support this process is questionnaires.

Well-designed, pre-session questionnaires can provide valuable insights into clients' aspirations, challenges and progress, allowing me to tailor my coaching approach to their specific needs. Thoughtfully crafted post-session questionnaires serve as valuable tools for collecting data, gaining insights, and gathering feedback from my clients.

I'm always striving to evaluate and enhance the effectiveness of my services and want to thank Phil Worrall at Prism Film for being my reliable and trusted support for overseeing my attempts at performance analysis, data collection and insight reporting for myself and my clients.

🌟 Struggling to recruit and retain the right people for your organisation? 🌟

Here's how to integrate skills-first into the whole talent pipeline...
1. Conduct a skills analysis to identify the skills you need and bring the right people in via your recruitment process,
2. Apprenticeships and work-based learning are incredible ways to train and embed people into your culture. It also aids retention if you can show a promotion pathway and opportunities for development with your company,
3. Offer further education as a benefit. Build your own learning and development programs or facilitate that for your talent pipeline.

If you'd like more information or support to improve employee engagement and retention, please get in touch via www.hrsuite.co.uk

Thank you to Sally Sykes and Karen Cole from Essex Business Partnerships for inviting me onto their regular slot with Jo Bailey at Phoenix 98 FM to talk about some of the work I do and why I do it. There's lots of new legislation coming in for 2024 and it is important for all businesses to be prepared. It's a short 13 minutes, so please have a listen and if you'd like some support with guidance or training, please get in touch via [email protected]

https://www.phoenixfm.com/2023/11/16/essex-business-partnerships-amanda-waite-hr-new-legislations-in-the-work-place-how-networking-can-help-your-business/

Thank you to Essex Business Partnerships for inviting me onto their regular slot with Jo Bailey at Phoenix FM to talk about some of the work I do and why I do it. There's lots of new legislation coming in for 2024 and it is important for all businesses to be prepared. Have a listen and if you'd like to know more, please get in touch via www.hrsuite.co.uk

Essex Business Partnerships & Amanda Waite - HR, New legislations in the work place & how networking can help your business - Phoenix FM Sally & Karen brought along one of their members to talk about HR. Amanda Waite spoke of the new worker read more

🌟 Day 7 of the UK Employment Law Quiz! 🌟

Today's final quiz question is which of the following is NOT one of the symptoms of menopause?
A) Hot flushes
B) Night sweats
C) Mood swings
D) Difficulty sleeping
E) All of the above
Answer: E) All of the above

Menopause symptoms can vary widely, affecting around 1 in 5 women and sometimes leading to significant challenges at work. Employers can offer support by raising awareness about menopause, providing flexible work options, offering training, and ensuring workplace policies are menopause-friendly.

Interestingly, menopause can strain relationships and is recognized as a significant factor in divorce. Offering support to women during this time can help prevent work disruptions and reduce the financial and societal impact of divorce.

These insights underscore the importance of understanding and supporting women experiencing menopause, both in the workplace and in personal life.

We hope you have enjoyed our quiz highlighting some of the employment law changes to prepare for in 2024. If you need any further information or support, please get in touch via [email protected]

🌟 Day 6 of the UK Employment Law Quiz! 🌟

Let's delve into the important topic of employer liability for sexual harassment under the Worker Protection (Amendment of Equality Act 2010) Act 2023, expected to come into force by October 2024.

🤔 Under the Act employers are vicariously liable for sexual harassment by their employees unless the employer can show that:
Answer: They took reasonable steps to prevent the sexual harassment from happening.

Under the Equality Act 2010, sexual harassment involves unwanted sexual conduct that violates a person's dignity or creates an offensive environment.

Employers are responsible for preventing such harassment, even if it comes from outside the company. Failing to take reasonable steps to prevent it can lead to increased compensation claims.

As an employer, you should:
1) Implement a policy addressing Sexual Harassment and workplace conduct.
2) Educate and promote awareness of appropriate behaviour.
3) Provide regular training on this topic.
4) Enforce the standards set and lead by example.

Our view is that this responsibility aligns with your duty of care under Health and Safety legislation and liability for discrimination under the Equality Act 2010. It is an important reflection of societal shifts and tolerance of sexual harassment. Setting clear boundaries is essential for maintaining a respectful workplace.

Remember, while false accusations do occur, mediation can be a useful tool to resolve conflicts and educate parties without resorting to formal grievance procedures, potentially saving time and money.

Stay tuned for more insights into UK employment law! 💡

🌟 Day 5 of the UK Employment Law Quiz! 🌟

Let's explore the legal requirements for maternity leave in the UK:

🤔 What is the legal requirement for employers to provide maternity leave in the UK?

Answer: Employers are required to provide 26 weeks of paid maternity leave and 26 weeks of unpaid additional maternity leave, regardless of the employee's length of service.

Pregnant employees have the right to attend ante-natal appointments, and after maternity leave, they can return to their previous job or a suitable alternative with similar terms. It's important to note that they also continue to accrue holiday during this period.

Employees on maternity leave are protected from being treated unfairly or dismissed due to their pregnancy or leave, constituting discrimination under the Equality Act 2010.

Anticipated by April 2024, the "Protection from Redundancy (Pregnancy & Family Leave) Act 2023" will require employers to offer pregnant employees, and those who've returned from maternity, adoption, or shared parental leave within 18 months of birth/adoption, a suitable alternative job during a redundancy process. These individuals have priority in this offer over other employees, and failure to comply could result in unfair dismissal and discrimination claims.

As the weekend approaches, take a breather and recharge! Our UK Employment Law Quiz will be on a short break for the weekend, but we'll be back with more insightful questions and knowledge on Monday.

Stay tuned for the last two days of learning and testing your expertise of UK employment law. Get ready to kick off the new week with a fresh question and expand your understanding of crucial workplace regulations.

Wishing you a fantastic weekend! 🌟

🌟 Day 4 of the UK Employment Law Quiz! 🌟

Let's delve into the topic of flexible working rights:

🤔 How long must an employee have worked for their employer before they can make a statutory request for flexible working?

Answer: 26 weeks

Flexible working options, such as job sharing and part-time work, can be invaluable in helping employees balance work and personal responsibilities.

Currently, employees need to work continuously for at least 26 weeks and not have made a flexible working request in the past year. Starting from July/August 2024, flexible working is expected to become a right from day 1 of employment. Employees can make up to 2 requests per year employees and won't need to outline how the request will be managed by the employer.

Employers must respond within 2 months, down from 3. If a request can't be accommodated, alternative options must be discussed before it can be declined. There are still 8 valid reasons for refusal, such as additional costs or impact on meeting customer demand.

Stay tuned for more insightful questions on UK employment law! 💡

🌟 Day 3 of the UK Employment Law Quiz! 🌟

Let's explore the statutory minimum holiday entitlement in the UK:

🤔 What is the statutory minimum holiday entitlement in the UK?
Answer: 28 days

It's crucial to understand that employees are entitled to a minimum of 5.6 weeks (or 28 days) of paid annual leave, based on a 5-day work week. Full-time workers typically accrue holiday at a rate of 2.33 days per month from their first day of work. Part-time workers also have a right to 5.6 weeks of paid holiday, calculated based on the hours they work.

Your employment contract may specify which public holidays count towards this entitlement, which became particularly relevant with the additional bank holidays granted for the Queen’s Platinum Jubilee in 2022 and the King’s Coronation in 2023.

If your business is closed on a bank holiday and it's a normal working day, employees will need to use annual leave to cover it. Remember, holiday pay is usually based on regular working rates, including overtime, bonuses, and allowances, depending on the circumstances.

For employees with variable pay or hours, and part-year workers, specific calculations for holiday entitlement and pay apply. This can also have an impact on flexible working requests, which are expected to become a day 1 right from July/August 2024.
Understanding these details is essential for effective leave management in your business.

Stay tuned for more valuable insights on UK employment law! 💡

🌟 Day 2 of the UK Employment Law Quiz! 🌟

Let's test your knowledge on the minimum wage in the UK for people aged 23 and over:
🤔 What is the current minimum wage in the UK for people aged 23 and over?
Answer: B) £10.42 per hour

The Low Pay Commission plays a vital role in advising the government on minimum wage levels. The goal is for the National Living Wage (NLW) to reach two-thirds of median earnings by 2024. Projections put it between £10.90 and £11.43, with a central estimate of £11.16.

Keep in mind that there might be a recommendation to lower the NLW age threshold to 21 in 2024. With only 5 months until this potential change, it's crucial to review employee salaries, dates of birth, and revenue data to understand how your business could be affected.

Additionally, when calculating hourly pay for workers, certain deductions from pay must be taken into account to ensure they receive at least the minimum wage. These include deductions or payments connected with employment (e.g., purchase of uniforms, tools, or equipment), payments for the employer's use or benefit (e.g., deductions for meals), and payments for living accommodation exceeding the accommodation allowance.

Stay tuned for more valuable insights on UK employment law! 💡

🌟 UK Employment Law Quiz for SMEs begins today! 🌟

Over the next 7 days, we're going to dive into some key aspects of UK employment law and what to expect in 2024. It's essential for businesses, big or small, to stay updated on these regulations so let's kick things off with our first question:

🤔 What is the average cost of hiring a new employee in the UK?
Answer: Estimates suggest between £3000 and £6,125. For a manager role, this rises to between £15,000 and £19,000.

Understanding these costs is crucial for small business owners. External expenses like job sourcing, assessments, and background checks can add up quickly. Don't forget about the internal costs too, including manager time, referral rewards and admin.

Keeping tabs on employee data, such as turnover, cost per hire, and retention rate, is essential. Recent wage trends indicate that employees may be asking for higher pay due to the cost of living crisis. Wage inflation is outpacing general inflation, making it more expensive to replace an employee than to retain them. In fact, a bad hire can cost three times their salary.

To attract and retain employees, consider offering perks like discount schemes, pension benefits, training, and clear career paths. Remember, if an employee leaves for better opportunities, it's okay. Offboarding them gracefully can preserve your reputation and potentially lead to cost-effective replacements like apprentices or less experienced hires.

Stay tuned for more insightful questions in the days ahead! 💡

What a treat! It’s not often (ever!) I get to work outside on the sidelines while my son trains. I’m usually seeking sanctuary from the cold in the clubhouse!

All set up for today's at Essex Business School from 11am-2pm. I'm proudly displaying our new, free employer checklists now available on our website and a little taster about our soon to be launched Corporate Training Days in the woods in collaboration with Let’s Get Out C.I.C! If you're in the area and looking for some business advice, come along, mention my name and I'm sure they'll let you in 😉

If you can't make it, you'll find our new checklists here: https://www.hrsuite.co.uk/resources

⚡ One week to go until the Event Essex Building Business for your Future Fair 2023 at the Essex Business School where I will be exhibiting and available to answer your questions about HR.

🤝 For the opportunity to join a nurturing network of business professionals, entrepreneurs, and future minds at this unique event, register today for your FREE ticket.

✨ Plus, hear from industry speakers, browse our business spotlight stalls, discover a business-based course, and learn about start-up funding.

Visit the link to book your FREE ticket today 👉 https://ow.ly/5SXk50PISCA

Building Business for your Future Fair Network with business professionals, entrepreneurs and future minds at our unique business fair at the Essex Business School.

Looking forward to this. If you’re a local small business, come along and say hi 👋🏻

Exhibitor spotlight 🔦

Amanda Waite of HR Suite – HR Consultant and Workplace Mediator.

HR Suite - Supporting SMEs to Get the Best from their People.

We specialise in providing targeted support in areas where our knowledge and skills can bring the most value to businesses. Our key support areas are:

• Providing compliant and bespoke contracts, staff handbooks and policies
• Advice for new and existing employers including SMEs
• Organizational design and succession planning for your growing business
• Management & people skills training for newly promoted or existing managers
• Leadership coaching for more experienced managers and executives
• Conflict resolution and mediation to avoid stressful & costly grievances/potential tribunals

Additionally, Amanda collaborates with Prism Objective Video Coaching, to provide human performance and data analysis insights to improve workforce productivity.

For more information and to book your ticket to the Building Business for your Future Fair visit https://ow.ly/KIMi50PkpyI