Lynne McBurney

💡 Insightful article from Rebecca Dixon about upcoming changes later this year. 💡 The Worker Protection (Amendment of Equality Act 2010) Act 2023 Proactively preparing for these changes via education and training within the workplace will ensure employers are well equipped to protect their employees from sexual harassment whilst at work. Give it a read, you might realise there's more to be done in your workplace!

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At the end of every year, forward thinking businesses will be looking ahead to next year to anticipate what’s on the horizon. And in employment law terms, after a change of government this year, 2025 will be the start of some drastic changes for employers. As we have reported for months, it is time for SMEs to brace themselves, as announcements made in the King’s Speech and first Labour Budget start to be implemented. Our latest blog reveals what to expect in 2025: https://lnkd.in/ejKgsMcj]

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How can we prevent long term sickness absence?   There is no silver bullet to prevent people being sick and there will always be a level of sickness absence in any company.  But there are definitely things which employers can do to help to limit the amount of time people take off sick.   But none of these is a quick fix. They are all steps in a much larger project to reach the goal of reduced sickness absence (which in itself brings greater productivity).   Some of the steps which might bring you nearer to reducing absence are:   💙 Understanding the reasons for sickness absence   💙 Training your managers in supporting their teams   💙 Creating a positive work environment 💙 Listening to your employees These things are all projects in their own right and you might want to get some professional HR help to get started.

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Ltd Directors - is this month the perfect time to update your employee contracts? If your increasing employee's pay in April, then yes it’s ideal to review your employee’s contract. We recommend you check that all of the clauses are still relevant to what happens in practise. Add in any new pay rates and detail around training that you offer or what hours you expect your employees to work. Then announce any changes to your employees before you issue the contract so they are expecting the revised contract and it doesn’t come as a surprise. Always ask for a signed contract back so you have their acceptance. If you would like your employee’s contract reviewed, or would like us to prepare a brand new one for you, contact the Foreshore HR team on: Tel: 023 9298 2685 / 023 9298 2185 or Email [email protected] #hr #foreshorehr #employeecontracts #hrconsulting #outsourcedhr #retainedhr #rescuehr #hradvice #SMEs

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With just 24 days to go to get your entries in, here's a reminder of what the judges of the 2025 HR Awards in Wales are looking for: RISING STAR OF THE PROFESSION This award recognises an ambitious individual at an early to mid-stage of their career who has set themselves apart by demonstrating a real passion for the profession. Nominations can be made by anyone who has experienced the positive impact of this person - a colleague, manager, mentor, coach, lecturer, tutor.   Examples of what judges will be looking for include: a piece of great work and its practical application within the organisation; and/or creative and innovative approaches to the delivery of their work; and/or their commitment to CPD and how they apply this learning in their role; and/or ways in which they have influenced others in the workplace; and/or why you already know that this person is a people leader of the future There are no hard and fast guidelines for this category - just showcase your nominee in the best way you can! EXCELLENCE IN LEADERSHIP Nominations can be made by anyone who has experienced the positive impact of this person - senior colleagues, teams, individuals, or wider business leaders. Judges will assume (though you may want to call out) evidence of having designed and delivered highly impactful people strategies which have made a significant contribution to organisational performance and success. What they really want to hear about is how they demonstrate key leadership values such as authenticity, vision, and collaboration through, for example, their commitment to building the professional capability of individuals; their willingness to challenge the norm to enhance the value of the profession; and their obvious standing as a role model within their own organisation and/or the wider community. Again - no hard and fast guidelines for this category - just showcase your nominee in the best way you can! ALL OTHER CATEGORIES (Creativity and innovation,  Diversity and inclusion, Engagement and communication, Learning and development, Talent management, Wellbeing) For all other categories, we're looking for evidence of an outstanding contribution from an individual or team in relation to work they have carried out in a specific area of people management and/or development.   Judges will be looking for evidence of what led to the activity that they carried out, how the work was allocated, how they approached and delivered their work, what outcomes were achieved, what makes their work stand out as an award-winning achievement! Fiona Armstrong, Jamie Clegg, Sarah Griffith Chartered FCIPD, Tracy Hibbert, Delyth Williams, Caroline Belasco, Emma Crawford Chartered FCIPD, Steph Phillips, Vidette Swales, Linda Williams FCIPD, Kate Ablett, Carl Alexis, Simon Argent FCIPD, Phil Bushby, James Ellis, Beverley Flood, Zoe Grainger, Gareth Hardacre FCIPD, Claire Harrington, Hayley Hughes FCIPD, Angela Lewis FCIPD, Neil Lewis, Catherine Luff, Samantha Morgan

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If you're curious about the employment rights bill that was presented yesterday, we've done the reading for you and summarised the key takeaways for small businesses here. https://lnkd.in/eSKDHXAA

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In a recent blog, we looked at the benefits of mindfulness for employees. This months we explore the advantages of leadership strategies that encourage effective mindful approaches. If you need help with mindful leadership strategies, or any other HR support, please contact us at [email protected]. #InvictusHR #HRConsultant #Mindful #Employment #Leadership

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Back with Grimsby Town Football Club today catching up with the leadership team, discussing the impact of the upcoming #employmentlaw changes and the recruitment of a #HR Officer. #recruitment #hrpartner #hrconsultant #hrrecruitment #hrsolutions #dynamicpeoplesolutions

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Get in touch now for advice and guidance on all types of HR

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Heading to the Hampshire Business Show? We're offering exclusive discounts on our HR Consultancy and Recruitment Services for event attendees! Come visit us at Stand 4 to learn more about how both our team, and 4Front Recruitment can transform your business 🤝 #HBS24 #SMEHR

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New Government, new rules. Is your business ready for the plethora of changes to employment law that could come, as outlined in Labour’s manifesto? We’ve summarised the position in our latest blog to raise awareness and to help buisness owners to be prepared for everything, from paid carers’ leave to fairer zero hours contracts. Once we know which changes will be enshrined into law, we can help you to navigate, understand and implement any updates to contracts, policies, training and awareness that may be required. We’re with you 💪 #hr #change #employmentlaw Candid HR Ltd https://lnkd.in/eKhvVdwt

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We are starting our September cohort of our The Institute of Leadership approved Coaching & Mentoring certificated programme soon. Have a peek at the course detail below and drop me a line to find out dates and details #coaching #mentoring #coachingtraining #hrdirector

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Probationary periods Clarity around goals and performance objectives Protections in your employment contract All things to be thinking about with Labour’s proposed changes as we go into this new era of employment ☀️☀️ #HR #smallbusiness #oxfordshire

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The stage has been set, managing HR in your business is about to get tougher. The first few months of the Labour administration have seen them present their Employment Rights Bill, and it is packed full of measures which will make life more complicated for you as a typical SME business owner. It will not be an impossible landscape to navigate though, once the Bill is enacted. With the right knowledge and insight, you will be able to steer clear of the pitfalls and focus on running your business. Bringing in outsourced HR could be the perfect solution for you. Read our full blog to learn how outsourcing your HR could fit the needs of your business https://bit.ly/4h9ojql

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Another Sick Day!? Managing Sickness Absence can be a difficult area for all businesses however, effective absence management is key to maintaining productivity and employee well-being. I’ve provided a list of top tips to support you in managing employee absences effectively: - Develop a Clear Absence Policy on sick leave, paid time off, and unpaid leave. Ensure all employees are aware of these policies. - Communicate Expectations such as absence reporting procedures, including notifying supervisors or HR and required documentation. - Educate Employees Stress the importance of promptly and accurately reporting absences and how it impacts the team and company. - Implement Return-to-Work Interviews and conduct interviews to discuss the absence, offer support, and identify necessary adjustments. - Offer Flexible Working Arrangements including flexible hours or remote work to accommodate employees' needs and reduce unnecessary absences. - Promote Health and Well-being and encourage a healthy work-life balance, positive environment, and wellness programmes. - Provide Manager Training, on absence policies and handling sensitive absence discussions. - Track and Analyse Data to identify trends and areas for improvement. - Maintain Confidentiality by handling absence-related information confidentially and restrict access to authorized individuals. - Encourage Open Communication by fostering an open-door policy for employees to discuss absence-related concerns. If you need any support or training on absence management or implementing a absence management policy, please get in touch on [email protected] #SME #HRConsultancy #absencemanagement #HRpolicies Jen Henderson Kathleen McAdams, FCIPD

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July; a month that gifts us the Wimbledon Tennis Championships, the Hampton Court Palace Flower Show, the Glorious Goodwood Festival and… our latest HR newsletter! In July’s edition, there’s insightful strategies and thought-provoking articles to keep you informed and inspired, including: 📒Everything you need to know about a company handbook, and its valuable benefits for business owners ⚖️Strategies for fostering a flexible working culture that works on your terms 😴Why Gen Z are checking their emails at night, and the importance of disconnecting 🙋 Answers to pressing HR questions, including whether family members require contracts and the rules around employing individuals under the age of 16 We also look at what the recent election result might mean for HR. Catch up on the latest edition here 👇

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At Barrow and Parker HR Consultancy, the wellbeing of our pets and the appreciation we receive from our valued clients inspire us every morning. While "cat cuddles" may not be mentioned in Talos360's latest report on the future of talent, the list of motivators for UK employees it presents are as diverse as they are insightful: 1. Salary - 45% of employees say their compensation is a primary motivator. 2. Passion for the Job - 44% are driven by engaging in work they love. 3. Team Dynamics - 41% find motivation from working within a great team. 4. Company Culture - 34% are inspired by a positive workplace culture. 5. Recognition -Appreciation from the team is crucial for 34% of the workforce. These insights reflect the changing landscape of employee engagement but also highlight the need for organisations to adapt and evolve. What are your primary motivators to open your work laptop in the morning? Are these listed here?   #TalentManagement #EmployeeEngagement #HR #Motivation

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Not every policy is designed by HR. 🚫 I recently had a conversation with a colleague who was frustrated about a new policy change at work, placing the blame squarely on HR. While HR often takes the heat or the credit let's set the record straight: not all policies are HR-driven. Here's what I shared with them: 📌 HR is a bridge, not always the architect. HR ensures policies align with company culture, compliance, and employee well-being. But the responsibility of designing them often lies elsewhere. 📌 Policy decisions are layered. Every policy likely involves input from department heads, leadership, and even external factors like market trends and strategic needs. 📌 Collaboration is key. HR professionals balance employee advocacy with organizational goals. They don't work in isolation creating policies is a collective effort. So, next time you're facing a policy you disagree with, pause and ask: Who created this policy? Why was it created? How can HR help improve it? Remember, HR isn't just about policies it's about people. 💼

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Mental Heath Awareness Week I’ve always been a ‘sharer’ and let’s face it, the Job I do, everyone shares everything with me so you would think talking about my own mental health would come easily to me. Maybe ….with my friends & family - but popping it all over linked in? Maybe not so much…. So because I think it isn’t & shouldn’t be a taboo subject and because it’s good to share your story to help others and because it’s mental health awareness week - I’m going to be brave. My mental health declined significantly during covid. Having severe panic attacks, palpitations & seriously debilitating bouts of anxiety which were so psychologically & psychically impactful I became some kind of neurotic over worker - working 19 hour days thinking I needed to be everything to everyone. Doing nothing well. Then my dad died (2021). Then I could not get out of crisis mode. Felt like I had to be ‘perfect’ & constantly prove myself. I was diagnosed with ‘high functioning’ anxiety in 2022 but just really ignored the damage I was doing to my mind & body. 2022 was a very hard year for me - for various different reasons. I made career decisions & choices that I thought were right (they weren’t) but learnt so much about what WAS right. (And met some amazing people) I had a serious health issue (now all resolved) and I eventually in June 2023 I found the right place for me at work, got some proper help & support, went on a journey to physical health & got a dog! Fast forward to today. I’m happy, healthy, fitter emotionally, mentally & physically more than I’ve ever been. Life throws us multiple curveballs. I thought I was resilient and I could ‘cope’ but it transpires no one is an island & we all need help. Moving outside in the woods gives me a sense of peace & calm. Gives me energy for the day & refocuses me on what’s important. Whatever your story - please find a way to ask for help - and take it. It will change your life ❤️ #moveformentalhealth #mentalhealthawareness

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