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A father has won over £20,000 in compensation after colleagues joked and “gossiped” about his flexible working hours, which were designed to help him care for his baby daughter. Mr Courtney Rawlins, a former delivery driver for DPD Group UK Ltd, brought claims of harassment related to his sex, arguing that gossip from colleagues and negative comments from management about his reduced hours created a hostile working environment. The tribunal heard that Rawlins was granted flexible working hours following the birth of his daughter in March 2022. His request was approved in January 2022, allowing him to work four days a week instead of five, taking Fridays off to spend time with his child. However, after returning from paternity leave in April 2022, Rawlins claimed that his new working pattern led to unfair treatment from colleagues and managers. One key issue was a breach of confidentiality by DPD, allowing details of Rawlins’ flexible working arrangement to be disclosed to colleagues. This led to gossip, with some colleagues complaining it was unfair that Rawlins was allowed to work fewer days. In the report, Judge Bradford said remarks “were reflective of an underlying view that Rawlins was getting an additional day off, to have the effect of creating a hostile, humiliating or offensive environment, and that this perception was reasonable.” Further complaints came from co-workers who resented Rawlins’ flexible hours. The tribunal found that colleagues made comments behind his back, and some even voiced their dissatisfaction to management, suggesting that Rawlins was receiving preferential treatment. Despite complaints, Rawlins’ flexible working arrangement was fully in line with statutory rights, and the tribunal found no justification for the negative treatment. In its ruling, the tribunal determined that the gossip was directly related to Rawlins’ sex, noting that it was unlikely a female employee who had been granted flexible working hours for childcare reasons would have been subjected to the same treatment. Rawlins resigned from DPD in October 2022, citing the gossip and lack of support as reasons for his departure. In his resignation email, he stated: “Due to the points that have been upheld, mainly based around staff gossiping about me and lack of confidentiality, I feel extremely anxious about the thought of returning to work… As it stands, the working relationship is untenable.” The tribunal awarded Rawlins a total of £20,327.15, which included £8,000 for injury to feelings, £10,620.48 for loss of earnings, and £1,706.67 in interest. If you need HR support to deal with situations within the workplace or to avoid potential tribunal claims, call us on 03333 660567 or visit www.centrichr.co.uk https://lnkd.in/e7An6BEC #centrichr #hrconsultants #HRConsultant #hrconsultancy #hrconsultant #hr #outsourcedhr #hrmanagement #hrsupport #HRConsulting

The employment rights bill has no major surprises. Employers can take comfort in the fact that a handful of small changes are expected short term. The ‘day one’ right to claim unfair dismissal will be subject to a probationary period. This will not be introduced until autumn 2026. The Bill contains significant changes to the way in which trade unions interact with employers. Unfair dismissal – the two-year qualifying period will be removed so that employees can claim ordinary unfair dismissal from day one of employment. Probationary periods - the governments preference is for a nine-month probationary period during which organisations could follow a truncated dismissal procedure. Statutory sick pay – available from day one of employment, lower earnings limit eligibility requirement will be removed. Parental leave and paternity leave – available from day one of employment. More eligible for statutory bereavement leave. Fire and rehire – a new category of automatic unfair dismissal where the reason for dismissal is that the employer sought to vary the employee’s contract of employment, and the employee did not agree. Zero-hours contracts – the ban on ‘exploitative’ zero-hours contracts goes further than expected. Qualifying workers will have the right to a guaranteed hours offer at the end of every reference period, reflective of the hours actually worked in a preceding period. Flexible working – the right to request flexible working will be marginally strengthened. The duty to prevent sexual harassment in the workplace(comes into force 26 October 2024) will require an employer to take ‘all reasonable steps’ rather than just reasonable steps. The bill imposes employer liability for third-party harassment. Large employers will be required to develop and publish an equality action plan on steps taken to address gender pay gaps and supporting employees through menopause. Protections for new mothers will be strengthened – it will be unlawful to dismiss a woman (for any reason, not just redundancy) in the six-month period after she returns to work. Minimum service levels legislation – legislation on minimum employee levels during some strikes will be repealed. Right to statement of trade union rights – employers will be required to give a worker a statement informing them of their right to join a trade union. Rights of access – trade unions will have increased rights of access, making it easier to meet with, recruit and organise workers and facilitate collective bargaining. Statutory recognition – lowering support thresholds that apply to the process, making it easier for unions to gain recognition. If you need HR support call us on 03333 660567 or contact via www.centrichr.co.uk See link to original article attached https://lnkd.in/egS-XZWs #centrichr #hrconsultant #outsourcedhr #hr #hrconsultant #hr #outsourcedhr #hrconsultancy #hrconsultants #HRConsultant

World Menopause Day is held every year on the 18th of October. The purpose of the day is to raise awareness of the menopause and the support options available for improving health and wellbeing. Professionals and women are encouraged to participate in this global awareness raising campaign. Tips for celebrating WMD. Hold a colleague awareness session Run a Menopause cafe Hold a one day menopause event Launch menopause e-learning programme Host a menopause video on your intranet Use and encourage others a teams / zoom backdrop to promote Arrange a week long menopause festival Visit www.centrichr.co.uk to find information available for download. or call us on 03333 660567 to discuss. See link attached for more information https://lnkd.in/eCc46RbB #centrichr #worldmenapauseday

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A tribunal indicated bosses who deliberately do not say ‘hello’ to their employees could be breaking employment law. The verdict related to Nadine Hanson, who filed a claim for unfair dismissal from Interaction Recruitment after her boss deliberately ignored her. While arriving for work in September 2023, Hanson claimed MD, Andrew Gilchrist, refused to say hello to three consecutive greetings. Gilchrist had recently been appointed as MD of Interaction Recruitment, overseeing Hanson who had only recently joined the firm through the acquisition of another recruitment company. Employment Judge Sarah Davies ruled the behavior of Gilchrist was “unreasonable.” Gilchrist initially met Hanson, alongside two of her direct reports, at a “get to know you” meeting that lasted under an hour. The tribunal heard Gilchrist made a “snap judgment” that Hanson was not working hard enough and followed up on his concerns by making an unannounced visit to the company’s office in Scunthorpe. Hanson had been attending a medical appointment, but Gilchrist believed she was simply late to work. Frustrated with Hanson, Gilchrist reportedly ignored her attempts to say hello. The tribunal judgment stated “evidence is that she said good morning to Mr Gilchrist three times, but he ignored her.” “That is conduct, from the owner and director of the new employer, that is calculated or likely to undermine trust and confidence,” Judge Davies said. “While it might not, by itself, be a fundamental breach of contract, it was capable of contributing to such a breach.” The tribunal described Gilchrist evidence as “wholly unconvincing.” Following the one-way greeting, Gilchrist reportedly spoke to Hanson in a meeting room, ignoring her attempts to prove she was at an appointment rather than simply late to arrive. “I suggest if you don’t want to be here that you leave”, Gilchrist told Hanson. “After 20 years of working for the company, the only way I will be leaving is if you make me redundant,” Hanson replied. The tribunal report noted that Gilchrist emailed the two employees managed by Hanson within an hour of the meeting, offering them a pay rise. Hanson said she was not made aware, describing it as “humiliating.” Weeks later, Hanson handed in her eight-week notice, stating her treatment had left her feeling “undervalued.” There is currently a two-year requirement for employees to be protected from unfair dismissal but this is set to change in Labour’s employment rights bill. The Bill guarantees protection from unfair dismissal starting on an employee’s first day. This reform is a dramatic shift and concern for HR professionals. If you need HR support, call us on 03333 660567 or visit www.centrichr.co.uk Original article from HR grapevine, link attached below https://lnkd.in/eFJ-RtFJ #centrichr #outsourcedhr #hrconsultancy #HRConsultant #hrmanagement #hrsupport #hr #hrconsultants

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Woman who did not get leaving card loses UK employment claim. A woman who sued her former employer over not being given a leaving card lost her case when it was revealed it had been hidden from her after only three people signed it. Karen Conaghan claimed that the “failure to acknowledge her existence” at IAG, the parent company of British Airways, was a breach of equality law. However, a former colleague told an employment tribunal that managers had indeed bought a card but did not present it because of the low number of signatures. The judge, Kevin Palmer, said: “He believed it would have been more insulting to give her the card than not to give her a card at all.” The tribunal was told that two men also laid off during “restructuring” at the company, which also owns airlines Aer Lingus and Iberia, did not receive leaving cards either. Conaghan, a former business liaison lead, brought 40 complaints against the company for sexual harassment, victimisation and unfair dismissal. But the tribunal dismissed every claim, with Palmer concluding that Conaghan, who started working at the company in 2019, had adopted a “conspiracy-theory mentality”, mistaking “normal workplace interactions” for harassment. In one claim, she said a colleague had copied her use of the word “whiz” in a card for a colleague, but corrected her spelling by writing “whizz” instead. She said another employee had asked her: “Are you taking the piss, Karen?” The tribunal heard that this was after Conaghan suggested she had “done all of the hard work” and it was his “turn to do some”. Conaghan moved to Richmond, North Yorkshire, in September 2021 despite it being expected that all employees live within two hours of the office in Heathrow, the tribunal heard. She was made redundant in the same year as part of a restructuring of the organisation, with colleagues saying in evidence that many people also left around the same time. Judge Palmer said that although further signatures were gathered on the leaving card after her departure, a former colleague took the view that “it was inappropriate to send such a card at a later date as she had raised a grievance against him and another colleague. Many of the acts cited in the claim “either did not happen or, if they did happen, they were innocuous interactions in the normal course of employment”, the judge ruled. He said that there was no evidence to suggest that any of Conaghan’s allegations were in any way related to her sex and that one of the allegations was indicative of her “view of normal interactions being something more sinister”. If you need HR support you can contact us by visiting www.centrichr.co.uk or by calling 03333 660567. See link to original article attached. https://lnkd.in/evuxhg7g #centrichr #hrconsultants #hrconsultant #hr #hrconsultancy #outsourcedhr #HRConsulting #HRConsultant #hrsupport #hrmanagement

Small firms throughout the UK can now apply to take part in a new pilot scheme from the CIPD and Behavioural Insights Team, providing them with up to two days of free, high-quality HR consultancy support to help improve how they recruit and retain employees. The pilot is part of a new randomised control trial designed to evaluate the value of providing HR consultancy support to small and medium-sized enterprises (SMEs) employing between five and 250 employees. With the government’s Employment Rights Bill set to introduce significant new legislation, the trial will provide valuable insights on how to support small firms in improving how they manage people and comply with any changes to the law. The trial programme has been developed by the CIPD and the Behavioural Insights Team thanks to funding from the UK government. It also includes three local HR support pilots for SMEs being run with Angus Council in Scotland, Bournemouth, Christchurch and Poole Council and Tees Valley Combined Authority. The bespoke HR support is provided by CIPD-qualified HR consultants throughout the UK who will work with participating firms on a flexible as-and-when basis to suit each business. The pilots will primarily designed to explore whether providing access to high-quality HR support can help SMEs improve their recruitment and retention of employees and support efforts to improve labour market participation. The evaluation of the pilots will also explore if this type of support can help improve productivity and business outcomes for participating firms. Ben Willmott, head of public policy at the CIPD, the professional body for HR and people development, said the scheme would address an urgent need: “Small firms typically have little or no access to professional HR support which can mean they lose out on recruiting the best candidates, or aren’t making the most of people’s skills or lose staff unnecessarily. “These pilots can help SMEs get the key foundations of good HR practice in place in areas such as recruitment, job design, flexible working as well as performance and absence management. The pilots will also help inform government policy on how to deliver effective business support to improve people management capability in SMEs.” Of the SMEs who register, 500 will receive the HR consultancy support and a further 500 will be placed in a control group that will not receive the support. All participants will receive Amazon vouchers and the chance to enter prize draw with the chance of winning £10,000. If you need HR support call us on 03333 660567 or visit www.centrichr.co.uk We currently work closely with Staffordshire County council who offer funded support via schemes such as Get started and Grow and Achieve and Grow. See full article from Personnel today, link attached https://lnkd.in/eQGnDZAk #centrichr #outsourcedhr #HRConsultant #hrconsultant #hrconsultants #hr #hrsupport #HRConsulting

World Mental Health Day, 10 October 2024 - Mental Health at Work, key messages. Mental health and work are closely linked. A supportive work environment fosters mental health, providing purpose and stability. Poor working conditions can harm mental well-being, reducing job satisfaction and productivity. Wider impact on work and society. Poor mental health can lead to decreased performance, absence from work, and increased staff turnover. Depression and anxiety alone result in the loss of approximately 12 billion workdays each year. Training managers to support mental health. Employers should provide managers with training to recognize and address stressors in the workplace. Trained managers can effectively support their teams and foster a healthier, more supportive work environment. Workers face risks to mental health. There are various risks to mental health that workers may face including discrimination, poor working conditions, or limited autonomy. Low paid or insecure jobs often lack adequate protections, leaving workers in these jobs more exposed to psychosocial risks. Stigma creates barriers to employment. Stigma and discrimination often prevent people with mental health conditions from seeking help or finding and keeping jobs. Reducing workplace discrimination through awareness, training, and engagement with people living with mental health conditions creates healthier, more inclusive work environments. Government action and collaboration are essential. Governments, employers, and representative organizations must work together to create policies that prevent mental health risks, promote well-being, and build supportive workplaces where mental health is prioritized. Impact on individuals. Lack of support for people with mental health conditions can negatively impact their self-confidence, enjoyment at work, capacity to work, absences and ability to gain employment. Carers and family members are similarly affected. Supporting workers to participate and thrive in work. Employers should apply reasonable accommodations to support workers with mental health conditions in the workplace . This means, for example, organizing regular supportive meetings, scheduling frequent breaks, gradually reintroducing workers to tasks, and providing storage for medication. Taking care of your own mental health. Although governments and employers have the primary responsibility to protect and promote mental health at work, you can take steps to support your own well-being. Learn techniques to manage stress and stay mindful of changes in your mental health. If needed, reach out for support from a trusted friend, family member, colleague, supervisor, or health professional. For support from qualified HR professionals, visit www.centrichr.co.uk #WorldMentalHealthDay #worldmentalhealthday #WorldMentalHealthDay2024 #centrichr

Supporting employees with alcohol and drug issues. The pandemic and the cost-of-living crisis that followed have fuelled a huge surge in the number of employees battling with alcohol and drug dependencies. Now, a couple of years on, with many struggling to pay everyday household bills, these seemingly harmless habits have in some cases turned into serious alcohol or drug addictions. According to Public Health England’s Health matters: harmful drinking and alcohol dependence guidance, lost productivity due to alcohol use costs the UK economy more than £7bn annually, and around 167,000 working years are lost to alcohol. Meanwhile, the Office for Health Improvement & Disparities Adult substance misuse treatment statistics 2022 to 2023: report, revealed there were 291,000 adults in contact with drug and alcohol services between April 2022 and March 2023. While it might be easy to identify some employees in the workplace who are struggling, that’s not always the case, warns Acas adviser Louise Rudd. “Employees may not show obvious signs of having an addiction and it’s important that employers do not make assumptions”. “Employers should regularly ask their employees how they’re doing and create an environment where staff can be open about how they’re feeling”. When suspected alcohol and drug addictions are reported, employers need also to consider if there is an underlying issue. Line managers should get advice from HR and refer to their disciplinary procedures if necessary. A drug or alcohol policy would also usually set out the employer’s disciplinary position, providing clarity on when and how the issue will be dealt with as a rehabilitation as opposed to a disciplinary one. A policy would also cover any requirement for drugs and alcohol testing in the workplace. It is critical that you signpost people to confidential sources of support. This may include charitable organisations, specialist counselling, or your organisation’s EAP. Due to the nature of addiction, employees may not feel able to talk to their manager about their difficulties. It is therefore helpful to provide them with a “safe space” where they can speak honestly without fearing adverse consequences. Using a third party, such as Centric HR to provide such a service can help facilitate this. For employers wanting to know more about how to handle drug and alcohol issues in the workplace, the Health and Safety Executive has a list of support services available: HSE – Managing drug and alcohol issues at work. If you need HR support visit www.centrichr.co.uk or call 03333 660567. Original article from Personnel today. See link attached https://lnkd.in/eUd7Sg5z #centrichr #outsourcedhr #hr #hrsupport #hrconsultant #hrconsultancy