HR Culture – Mistakes on a train


I’m not an eavesdropper by nature.

But the other day, when I was on my way home on the train, I couldn’t help but lean in closer to listen to a conversation between two business owners.

They were shooting the breeze, talking about their businesses, when they got onto the topic of HR.

And that’s when it became clear that one of them was making a huge, common mistake.



HR Culture – Off to the worst possible start


As you know, I work with clients to help them create strong, vibrant cultures that result in workplaces that people love to work in, and companies that people love to buy from.

A lot of business owners are becoming more switched on to the importance of culture, but in truth, they only usually take it seriously when everything’s already gone wrong.

When employees are already indoctrinated into the wrong way of doing things.

When the toxicity has been allowed to take over.

And that’s why today I’m sharing with you my strategy for guiding employees into the right culture, from day one:


how to create a great place to work

HR Culture – A lot of dysfunction!


Over my years in business, I’ve seen A LOT of dysfunctional and toxic workplaces.

And believe you me, they are not pleasant to be in, nor do they cultivate success.

By and large, there are three ways to tell whether a workplace is right or not:

  1. Absence problems
  2. High staff turnover
  3. Lack of employee passion

If you suffer from any of these problems in your workplace, then I strongly recommend you watch my latest video, where I share both the root cause and solution to all three.


HR Consultant – How do I sack someone?


Sacking a member of staff is never pleasant and it can often be a long and drawn-out process.

There are a lot of rights and wrongs during the process which is why you need to make sure you’re covered. Hiring a HR Consultant like us here at JM Associates means that we can make you aware of the process, give you options and advise you on the best course of actions to take.

In the video below we discuss some of the fundamentals, you will need to think about when it comes to dismissing a member of staff. We outline some of the rights your employee will have. For example, if your employee has served less than two years in your company, they will have fewer rights than an employee who has served over 2 years.

As with any company, your biggest concern when it comes to sacking or dismissing an employee will be any tribunal claim, particularly any unfair dismissal claims. We advise you on the best course of action which is always dependent on 2 factors; the first would be the length of service of the employee, and the second factor is whether or not the employee has any protected characteristics.

But we won’t only help you make the right choices, we will give you options so that you can achieve the best possible outcome for both parties involved.

Do you need to hire a HR consultant who you can trust to help you through sacking a member of staff? Get in touch today.


Wise HR Owls FAQ- JMA

The Answer To Your Questions Are…


There are some questions that we get asked on a regular basis here at J Mann Associates so I thought it would be useful to share the questions and answers with you.

Are casual workers entitled to holidays?

Yes. If a member of staff works on a casual basis or very irregular hours, it is often easier to calculate holiday entitlement that accrues as hours are worked. The holiday entitlement of 5.6 weeks is equivalent to 12.07 per cent of hours worked over a year. The 12.07 per cent figure is 5.6 weeks’ holiday, divided by 46.4 weeks (being 52 weeks – 5.6 weeks). The 5.6 weeks are excluded from the calculation as the employee would not be at work during those 5.6 weeks in order to accrue annual leave.

Are bank holidays a statutory entitlement?

There is no statutory entitlement to paid leave for public or bank holidays. Any right to paid time off for bank holidays depends on the terms of the employment contract. Paid bank holidays can be counted as part of the statutory 5.6 weeks’ or 28 days holiday entitlement.

Can a member of staff bring their Mum or Dad to a disciplinary meeting as their representative?

Only if the Mum or Dad is employed by you.  The statutory right to be accompanied is for a work colleague or trade union representative and no one else.  I recommend that you only allow the statutory right.

I have a member of staff on long term sick do I have to pay them for holiday?

Yes. As long as a contract exists between the employer and the employee, the statutory minimum entitlement to paid holiday will continue to accrue during periods of sickness absence.  I recommend if you have a member of staff on long term sick that you seek HR advice to help you deal with this.  Don’t ignore the employee on long term sick as you may find yourself having to pay a large amount of holiday pay.

Do employees accrue holiday when they are on maternity leave?

Yes. While on maternity leave, employees continue to build up their holiday entitlements just as they would if they were absent due to illness. If they can’t take all the leave they’re entitled to during a particular year, they can carry it over to the following year. Many employers allow employees to add all of their annual leave on to the beginning or end of the maternity period. Any arrangements should be agreed following discussion between the employer and the pregnant employee and put in writing.

Can I contact someone who is on long term sick if they have a fit note?

Yes you can.  You may need to find out how the employee is progressing and discuss when they think they might return to work.  You may also want to ask them to give consent for you to contact their GP to request a medical report. Don’t become a nuisance otherwise they may feel they are being harassed.