Blue Tree HR Solutions’ Post

TUPE is a topic where proper due diligence is vital and developing case law shifts the goal posts, frequently. 🤔 In this newsletter you will find some key points to be aware of in a potential TUPE scenario, to ensure that your strategic acquisition, merger, insourcing or outsourcing project runs smoothly and delivers the best possible outcome. Read it here 👇

When it comes to workplace resources, your company handbook is the cornerstone. From vital business information, progressive policies and your company values, a well-crafted handbook provides guidance and clarity and fosters a cohesive and supportive environment. It facilitates crystal-clear communication, enhances the employee experience and streamlines the onboarding and training processes. It can also attract and retain top talent. While not legally required on their own, a well-structured handbook can safeguard you against legal risks and prevent any confusion or uncertainty among employees when it comes to following your policies and procedures. The benefits of a well-structured handbook are numerous! Here’s four key advantages that could positively impact your business: Enhance Your Talent Strategy 📈 Not only does it give new employees a warm and professional welcome, but your handbook also serves as a valuable reference guide for all employees, providing clarity on company values, policies and support resources. This boosts engagement and reinforces their connection to the business. Protect Yourself Legally ⚖️ It can act as a shield against potential legal action. By clearly outlining your expectations and standards of behaviour, you demonstrate a commitment to treating people fairly and also avoid any confusion or misunderstandings. Showcase Progressiveness 😎 Incorporating policies into your handbook that exceed the statutory minimum, such as enhanced family leave, or less traditional policies on areas such as menopause or gender identity, shines a light on your commitment to diversity and inclusivity. It positions you as an innovative and forward-thinking business. Empower Leadership 💪 It can act as a manual for your managers, boosting their confidence and equipping them with the knowledge to make fair and informed decisions, and consistently apply policies across their teams. Creating a company handbook is a dynamic process, requiring regular review to keep it fresh and aligned with your evolving business. Generic templates might save you time, but partnering with an HR Consultant to create a personalised handbook ensures legal compliance and reflects your commitment to progressiveness and inclusivity. If you need help updating one or any general advice, get in touch! #CompanyHandbook #Engagement #HRConsultant #HRPartner

‘Toxic employees’ can pose significant challenges and their behaviour can have wide-reaching consequences both at work and outside of it. Toxic employees are individuals whose words and actions negatively impact others. Toxic behaviour in the workplace can include a broad range of actions and characteristics; from subtle, covert behaviours such as gossiping, procrastinating, persistent negativity and passive aggression. These individuals tend to display overconfidence, an aversion to rules or procedures and a lack of respect or willingness to work well with or cooperate with their colleagues. Toxicity can also take a much darker form; with overt actions such as bullying, harassment and discrimination. These individuals can display aggravating behaviours such as belittling, insulting and humiliating others or purposely excluding people from projects or meetings. Regardless of how these behaviours are manifested, the consequences can be poisonous. Toxic employees and their negative attitudes can disrupt behaviour and cause conflict, and a lack of accountability can have a significant impact on productivity, morale and even the reputation of your business. When this happens, it’s time to address the issue head-on, without delay. Rather than avoiding tackling toxic behaviour, there are proactive steps you can take to address toxicity both tactfully and swiftly. 🔍 Although it can be challenging, identify the toxic behaviour and gather clear evidence before considering any form of action 🎯 Try identifying the root cause of the problem, offer honest and concrete feedback and set reasonable but firm targets for improvement. They may be unaware of their behaviour and want to make a positive change 📃 For severe cases, it may be necessary to progress with a full investigation. Depending on the findings, you may need to confirm if disciplinary or other action is required ⚖️ Potential outcomes could include a first or final written warning, or summary dismissal if gross misconduct is found. If so, legal advice is advisable Clear policies that outline expectations, consequences and procedures to address toxic behaviour are crucial. You must follow these by the book and consistently, along with adhering to the ACAS code of conduct, to avoid legal hot water. Toxic workplace culture is a potential threat to every business and should be proactively addressed in order to keep the workplace healthy and successful. Do you have a bad apple and need support? Get in touch! #ToxicEmployee #ToxicWorkplace #Strategies #Engagement

We’re not here to just hire, fire and look after your business… We’re also here to support you as the business owner and help you to achieve your own personal goals. And sometimes you just need a confidential ear, a helping hand and maybe a shoulder to cry on. The first hurdle you might come across is your own negative thoughts and self-limiting beliefs. So here are some simple steps to transform negative thoughts into positive ones, so that you can carry on achieving your goals and inspiring others 💫

🌹Labour are promising to make big changes which will have a big effect on employment laws... • Remove national minimum wage bandings. • Make statutory sick pay available for all workers. • Make parental leave a day one right. • Introduce the right to bereavement leave. • Examine the benefits of introducing paid carer's leave. • Make flexible working the default from day one for all workers except where it is not reasonably feasible. • Give hospitality workers the right to receive their tips in full and give workers the power to decide how tips are shared out. • Ban certain unpaid internships. • Make it a requirement for businesses with more than 250 staff to publish ethnicity and disability pay gap reports. • Enforce paid travel time in sectors with multiple working sites. • Act on 'sleep over' hours in sectors like social care. Follow us to keep up to date, email us at info@bluetreehr.uk if you need advice.

Research conducted by HR Consultancy, Gartner, has revealed a concerning trend… 50% of candidates who initially accepted a job offer then withdrew before their start date, opting to join another employer instead. So, what drives this reluctance to commit? Firstly, a candidate may have their head turned by a counteroffer from their employer. It’s not uncommon for businesses to panic when faced with a resignation, recognising how challenging - and costly - it can be to replace an employee and then pulling out all the stops to make them stay. Another possible reason is that a candidate’s talent, skills and experience are highly sought after in the market. They may be tempted by an unexpected, but superior, job offer which prompts them to re-evaluate yours. In this scenario, despite your initial offer, they may ultimately choose the new, sparkling opportunity ✨ Finally, research has shown that a candidate's expectations of work have shifted and evolved beyond salary and benefits. They prioritise employee experience, flexibility and work-life balance and so, even after accepting your offer, they may continue mining the job market until they find a position that aligns with their personal criteria. So, what can businesses do to mitigate the risk of potential new employees withdrawing from their job offer? Smart Interview Questions – Think about questions to gauge the candidate’s genuine interest in the role and your business, and that uncover any potential hesitations or competing offers. Show Off Your Best Side - Highlight your company culture, values, perks and all the benefits of being part of your team to keep them captivated and confident in their decision to join. Stay in Touch - Maintain regular contact before their first day. Total silence might create doubts in their mind, so reach out to reaffirm your excitement about their arrival, understand any needs or changes in circumstances and assure them of your support. Need some help on increasing the chance of a successful hire? We’d love to help. #JobOffers #Counteroffers #JobMarket #Engagement

Think of a handbook as your company’s go-to manual… It is the cornerstone of your workplace resources, containing all the vital information and guiding principles of your business in one central resource. It’s a really IMPORTANT document. Yet, some employers still rely on a generic template, or a handbook pieced together from cut and pasted policies, rather than seeking expert help. Here’s how an HR Consultant can elevate your company handbook from templated to exceptional ✨…

It’s a difficult truth to accept, but everyone can think in a way that involves hidden prejudices at work - often without realising it. 😞 This is called unconscious bias. Left unchecked, unconscious bias not only impacts how we perceive others and interact with them but is bad for business. 😬 It creates inequality in critical areas like hiring, performance management, career progression and retention. It repels top talent from coming on board and disengages the talent you already have. At <<HR consultancy name>> we’re on a mission to help business leaders turn unconscious bias into conscious awareness and build great cultures where everyone feels valued. In our latest blog post, we’re shining a spotlight on what happens when we let our unconscious biases come to the surface and why actively moving past them will make us better leaders. 💡 Read it on our website HERE 👇 https://lnkd.in/eHhdtbgY

What do you need to know about menopause at work? Menopause is a natural part of the ageing process - but can be a hugely challenging time for some. 🌸 Many women feel blindsided by their menopausal symptoms at work, leading to their performance suffering and shattered confidence. 😓 Yet, some employers are failing to see menopause support as important - leaving themselves open to the risk of discrimination claims. If this isn’t ringing alarm bells, it should be! 🚨 It’s vital you do all you can to stay compliant, put the appropriate measures in place and foster an open and inclusive culture. Here’s some suggestions on how to take action now… 👏

See our latest blog covering Employee Mental Health Support. https://lnkd.in/e_Zg2TmY