Mark Pym Chartered FCIPD

On September 18, our UK Employment practice group will host the UK Employment & HR Webinar: The Labour Government’s First 100 Days. The webinar will review the upcoming reforms pertaining to employment law brought on by the election of the Labour Government with insight form keynote speakers. For more details on the event or to register, visit our website below. Don’t miss out! #EmploymentLaw #LabourGovernment

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CIPD HR Leaders and Policy Forum roundtable - Exploring New Deal for Working People … A great session today at The Royal Institute discussing and debating some of the future changes to employment legislation that are proposed by our new government Whilst we still await a lot of detail on what these changes will look like in practice, it was good to start to think about the impact for businesses and us as HR Professionals and have the opportunity to input to a response. It will be interesting to see how these proposed changes evolve over the next 12 months ! #cipd #employmentlaw #publicpolicy

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Rena Magdani and Matt McBride from Freeths shed light on the new Code of Practice for employers implementing changes to contracts through dismissal and re-engagement. Effective from July 18, this Code aims to curb exploitative practices and promote meaningful consultation. 💼 ⚖ 📅 The current Code is likely temporary, with further reforms expected. Ensure your organization is compliant now and ready for future changes. ➡️ How do you think this new Code will impact your workplace policies? Read full article via: 📌 https://lnkd.in/eg-3NWvq #EmploymentLaw #WorkplacePolicy #FireAndRehire #HRConsulting #workplace #HR

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Some useful measures for HR stakeholders to consider when assessing the ROI on your outplacement support.

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Poor mental health costs UK employers £51 billion per year in associated employee costs such as absenteeism, presenteeism & lower productivity (Deliotte, 2024). Sarah Clarke CDir Fellow ABP joined Institute of Directors (IoD) to present the first Inclusive Business webinar highlighting how organisational culture can improve employee mental health for all employees. If you would like to know how psychologically safe your organisation is - or benchmark your culture against other businesses please reach out to us. Improving mental health in the workplace needs to be proactive, not reactive, and focus on the causes not just the symptoms. Linda Doe Emma Nicholson B.A, MSc, FCIOB, FIEMA, FWES, CEnv, FAPM Katie Passley Stuart Waddington - Intranet Solutions - IOD Chair Cheshire Debbie Black Judeline Nicholas (she/her/hers) Calum Gaskell Nigel Sibanda IoD North West Steph Durbin - ICF PCC Think Performance. Think Excellence. Think Impact. https://lnkd.in/eP-Tk3Uy

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Important that HR Departments are aligned with business leaders and using evidence based solutions to people problems

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A lot of time, money and brainpower (definition required 😉) is spent on HR interventions without a common understanding the topic in question e.g. engagement, performance, culture. Rob Briner’s article brings home the point.

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It is absolutely critical that the HR profession are involved with the changes to employment law. We have the benefit of insight from both the employee and employer perspective and impact.

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'The great resignation' has been replaced by 'The big stay', according to the latest CIPD research, which reveals that more than half of employers want to maintain their current staff levels. It's advising employers to upskill to help retain and develop their existing workforce.  Do you have training plans in place for the rest of the year?  If not, take a look at our latest training brochure to see how we can help (link in comments).  #training #stafftraining

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The Benefits of Valuing Potential Over Experience in Recruitment 🚀 Hiring for potential can transform your recruitment strategy. Here’s some key benefits: 1. Expand the talent pool 2. Drive innovation 3. Reduce turnover 4. Save money 5. Boost culture Is hiring for potential right for your business? In this blog, we explore how focusing on potential over experience can change up your hiring approach and lead to sustainable growth. Read more 👉 https://bit.ly/4bCEgC6 #Recruitment #HiringPotential #ReadOurBlog

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With an increased spotlight on workplace relationships, are we asking the right questions to protect individuals? With lots of personal relationships starting at work, will a crackdown reduce openness, and therefore increase the risk of exploitation? Should declaration be mandatory? At what level does inappropriate take effect? If it is not against the law, but deemed to be inappropriate, what is the appropriate penalty? What is the business risk, and how do you safely implement controls? #Relationships #WorkplaceRelationships #HR

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‘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 with HR Toolbox Ltd. #ToxicEmployee #ToxicWorkplace #Strategies #Engagement

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A couple of weeks ago, I spoke at an The HR World webinar on the changes to expect from our new labour government. Since then, and since The Kings' Speech, I am starting to look at opportunities according to some of these changes. And one of these is the evolving role of the HR Business Partner. I’m currently recruiting for an HR BP role, and I’ve noticed many applicants are looking to move because their current roles have become almost solely ER-focused. They’re happy to handle some ER work where necessary, but want to ensure they’re not neglecting all the other essential aspects of a true HR BP role. With an increase in worker's rights, there's a real risk that HR Business Partners will end up doing more Employee Relations work. This shift can pull them away from some of the other important elements of their role, which is all around adding value and building strong relationships within the company. HRBPs are key in driving business value, managing talent, and shaping a positive workplace culture. But if they’re tied up with ER tasks, like handling case work and compliance issues, they can’t focus on these strategic goals. This can slow down the organisation’s growth and development. To tackle this, companies need to ensure that they are bringing in ER specialists. These pros are well-versed in labour laws and can manage the nitty-gritty of ER work, freeing up HRBPs to focus on what they do best. With dedicated ER teams, HRBPs can spend more time on leadership development, succession planning, and boosting employee engagement. Having clear roles for HRBPs and ER specialists makes the whole HR function more efficient. HRBPs can stay true to their strategic role, driving innovation and business growth, while ER specialists handle compliance and conflict resolution. #HR #EmployeeRelations #Labour #StrategicHR #HRBP #WorkplaceStrategy #TalentManagement #KingsSpeech

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The September edition of HR Law is now live! In this month's release you will find articles covering topics such as discrimination, grievance processes, cost of living, the Strikes Act and much more. Read the full edition here: https://bit.ly/3zLnhQF #HRLaw #Employment

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Thanks to Ed Pritchard, Managing Partner at Anderson Quigley, for his guest post on 'Why Pay Transparency in Executive Recruitment might not be the 'Silver Bullet.' Having spent close to 25 years placing leaders in diverse sectors both in the UK and internationally, Ed has witnessed firsthand the evolution of recruitment methods. Currently, one of the most discussed topics in the field is pay transparency. As with any issue, it's crucial to carefully consider both its advantages and potential consequences. Enjoy the read here 👉 https://lnkd.in/eHb3McZA #ukrecruiter #guestblog #paytransparency #recruitmentevolution #recruitmentlife Louise Triance ⭐️

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