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HR Support

HR Support – Is your business model broken?

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The working world is always changing, mostly for the good, however, it can sometimes feel as if our industries are moving faster than we can keep up with.

Technology is becoming more and more involved with our day to day activities and roles. Sadly, the rise in technology has also been at the hands of some of our jobs. We have a brand new generation finishing education and entering the world of work who are and will work very differently to the existing workplace generations.

I think it’s fair to say that the employment landscape in 2025 will be completely different in comparison to 2005 or even 2015. However, the key point I must make and I cannot stress this enough is to ride the wave. More often than not, the business’ who are left behind and not embracing the changes almost certainly won’t survive.

So, I’ve put together this video to give you some HR support. Below I highlight exactly what is changing within the working world, what the repercussions are and what we can do about it.

As an example, it’s become very apparent that the traditional working model is becoming outdated. Where someone would start at a workplace and stay on there until they become a partner or so on is likely to soon be a thing of the past. This is because the new working generation doesn’t want that, they want to come into a company, learn, grow, develop and then move on.

This is why business’ must review their workplace culture and model in order to survive in the ever-changing climate. Business owners who choose to ignore these changes will likely fail to make it in the future.

Do you think you need to review your workplace culture and model? You could benefit from our HR support to stay in touch with the ever-changing working world. Simply get in touch today.


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HR Consultant

HR Consultant – Protected Characteristics

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Following on from our last blog, this blog will discuss ‘protected characteristics’ in more detail.

Protected characteristics are vital to a HR consultant and employers alike. These protected characteristics are there to protect both employees and also prospective employees from different types of discrimination. In this video, I discuss what these characteristics are, where they came from and how we can protect our companies from any claims against them.

If you have been employing people for over ten years then it’s very likely that you would remember that we used to have things like sex discrimination, age discrimination and race discrimination. However, in 2010 all of these discriminations laws were bound together and was put into something that is called the Equality Act. Since then, these discrimination laws within the equality act, have been known as protected characteristics.

It’s really important for an employee to know exactly what these characteristics are, and in fact, there are nine. The protected characteristics are:

  • Age
  • Sex
  • Sexual Orientation
  • Civil Partnerships and Marriage
  • Gender Reassignment
  • Race
  • Religion
  • Pregnancy and Maternity

It is vital for you to know them as if you have an employee who is covered by any of these characteristics then you will need to make some reasonable adjustments for that person. For example, if you have an employee who has a disability you would need to make adjustments within the workplace to ensure that they can carry out their role without being discriminated against.

If you have any other questions about protected characteristics or feel you could benefit from some advice from a HR consultant please get in touch today.


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HR advice

HR Advice – Why does length of service matter?

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When giving HR advice we will reassure our clients in saying that length of service only really matters when you are planning to dismiss a member of staff.

If someone has been an employee in your company for two years or more they have the right to claim unfair dismissal. This can result in you and your company to be taken to an employment tribunal.

However, if the employee has been employed for less than two years, they won’t have rights to claim unfair dismissal. But this doesn’t mean you’re out of the woods when it comes to dismissing an employee. Some people who you choose to employ may have what we call ‘protected characteristics’. This video explains what protected characteristics are and how to safeguard yourself when dismissing someone who may have these.

What are protected characteristics?

Protected characteristics are what we know as discriminations. So for example, this could be anything from age discrimination to disability discrimination. These characteristics are so important for you as an employer to understand. This is because someone doesn’t actually have to be employed by you to make a discrimination claim. These people could have applied for a job with you, didn’t get an interview and could then claim against you.

When giving HR advice, we worry about these discrimination claims as they can, if won, be a very expensive claim. This is because there is currently no cap on what an individual can be paid if they win their case for discrimination. Although, with an unfair dismissal claim there is a cap on how much a person can be paid if they win their case.

To conclude, if you are planning on dismissing a member of staff you firstly need to check if they have under 2 years of service. If so great, no unfair dismissal claims but then you also need to check if they have any protected characteristics. If you have any more questions about dismissing a member of staff get in touch today.


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HR Consultant

HR Consultant – What should I do about family bereavement?

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Family bereavement in the workplace is a tricky and delicate matter for obvious reasons.

Surprisingly, there is no law in the UK which states we have the right to have time off when a loved one passes away. So that is where we, as a HR consultant firm step in. We can give you guidance on how to deal with your employee who is going through a family bereavement.

This video will go through the certain aspects you should consider when your employee is going through a family bereavement. Any time an employee is given time off during a family death, paid or not, it is completely at the employer’s discretion.

Our advice to you would be to take this matter on a case by case basis. Not everyone grieves in the same way, some employees may need the time at home whereas others may prefer to keep busy and dive back into work.

We would suggest taking the time to listen to your staff and talk with them to discuss what they want and how they are feeling. You must then go on to decide what the best course of action is. However, we would say that there is no point forcing an employee into work when they are not going to be focused on what they were doing. Unfocused employees can often do more damage than good.

You must consider consistency when you decide to give an employee say two weeks paid leave for a bereavement you must ensure that you are fair and consistent to other employees who want it.

Could you benefit from our HR consultant advice?  Here at JMann Associates, we offer expert HR services that save you time and money and keep you safe and protected. Want to know more? Get in touch today.


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Hr advice

HR Advice – What to do if someone is off sick

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Employee sickness, it happens all of the time. Sometimes it’s for a day or two and sometimes it can be a lot longer.

A very important element of what we do and how we give HR advice is going through the correct procedure to follow when someone is off sick. This is because when somebody is off sick it can often be very disruptive to your business. There are various different paths you can take when dealing with employee absence. These paths can depend on several things such as, whether or not the absence is short-term or long-term.

This video will mainly focus on short-term absence. We will explain what you can do so that you and your member of staff are covered and everyone knows what to expect when they return back to work. We also explain the kind of employee absence that you need to watch out for, the kind of absence we often refer to as ‘red day people’.

When giving HR advice on employee absence one of the first things we would ask you is, what does your procedure/policy or contract say? This is important because you need to be making sure that your employee knows what to do. They need to know what the procedure actually is when they are off sick.

When your employee is off sick, we always recommend that you do a return to work interview with them. You should do this no matter how long they were off sick whether it was a day or 100 days. You can sit down with your employee and ask them some questions and assess whether or not they are fit to come back to work.

Could you benefit from our HR advice?  Here at JMann Associates, we offer expert HR services that save you time and money and keep you safe and protected. Want to know more? Get in touch today.


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