Sharon Benson

UK Autumn Budget 2024 - major implications for HR professionals Chancellor Rachel Reeves has just announced the Autumn Budget 2024, introducing significant changes that will impact HR and People professionals across the UK. Industry leaders are weighing in on these changes. Andrew Harding, Chief Executive at AICPA & CIMA, notes: "We are concerned about the increase in employers' National Insurance and how this will affect businesses' ability to grow and expand." Sheila Attwood from Brightmine highlights potential impacts on pay: "Given the economic pressures businesses are already facing, the increase in employer National Insurance Contributions (NI) will likely prompt leaders to reassess their pay award budgets for the coming year." Read our full analysis: https://lnkd.in/eX__8jFm #AutumnBudget2024 #HRNews #UKBusiness

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Wondering how to engage Line Managers in supporting the People Profession? The have a look at this guidance from the CIPD which covers all the information you need. https://lnkd.in/eHQqtxRN

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Following Reform UK’s announcement of its manifesto (which it calls a contract), Employment partner Charlie Thompson spoke to HR magazine to review the employment law issues addressed. Charlie comments that “the proposed change to positive action and standards may lower costs in the public sector, but would be likely to increase the number of discrimination complaints.” He also explained that attempts to remove the Equality Act, as Reform UK proposes, would lead to extensive legal uncertainty. Read the full article on HR Magazine’s website: https://lnkd.in/emV2AwJG #EmploymentLaw #EqualityAct #GeneralElection #UKGeneralElection

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The majority of HR practitioners feel unequipped to meet their organisation’s needs, and struggle to maintain a good work-life balance, research reveals. Do you agree? Well done on this great article Isabel Jackson, 👏 which shines a light on how many HR professionals are feeling right now. It was a pleasure to add my view to this article and comment on the research: Lisa Murphy, CEO of Limelite HR, said the profession has had to “rapidly develop new skills and knowledge” and “step up and help to steer and guide organisations, often at a detriment to our own wellbeing”. “This year we’ve already seen significant changes to the employment law landscape, but this may just be the tip of the iceberg if the political landscape changes following the general election,” she said. “We deal with very difficult situations but, unlike coaches or counsellors, there is no expected form of ‘supervision’ or formal support, and the training we’ve had often doesn’t equip us with the practical or softer skills needed to manage the most challenging of situations we have to face. “You only have to look at how many successful online HR communities there are to see that our profession is actively, sometimes desperately, seeking professional and emotional support from others, and feeling lonely, unappreciated and ill-equipped.” What do you think, should HR have more support for their own wellbeing, or even formal Supervision? Read the full article below ⬇️ #HRThinking #HRResearch #HRWellbeing

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🚨 #HR Alert! 🚨 The way you manage redundancies matters more than ever. It’s not just about ticking boxes—it’s about: ✅ Supporting your people. ✅ Safeguarding your brand. ✅ Navigating change with confidence. 💡 In our latest blog, we share practical strategies to handle redundancies with empathy and clarity. Whether you're aiming to minimise risk or ensure a smoother transition for your team, this guide is for you. 👉 Click below to learn how to protect your people and your brand. #HRUK #HRStrategy #HRTrends #Outplacement #OutplacementBenefitsReality #EmployeeEngagement #RedundancySupport #InspireChangeSucceed #Chiumento

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What retrenched employees wish you knew about how to make the process less painful Outplacement clients tell me all the time about what would have made the redundancy process easier for them so I’m writing my next blog about this. The first 4 key things to remember are: 1.   Having an outplacement consultant there on site on the day you give the news, to support them – this is when they most need the psychological support. 2.   Re-deployment and Consultation If there is the possibility of re-deployment or even choices about the date of leaving or working out the notice period - make a concerted effort to discuss all the options with the worker. I worked for a very large organisation (over 200,000 employees) and was retrenched – along with thousands of others, many years ago. They let us choose our leaving date. It worked like a charm – everyone was happy and, to my knowledge, it didn’t cause any problems. I’ve also worked for companies retrenching large volumes of people in Adelaide who used that approach – they also didn’t experience any problems when they let people work out their notice. 3.   Handover Retrenched employees can get upset over handover – whether you ask them to do one or not! Think carefully, in advance, about what is necessary. Are all procedures documented already? Does someone else know how to do the parts of their work which will continue? What do you want to happen? Then ask the retrenched employee what they would like to happen. Let them know what you are open to and would like. Come to a joint solution that sits happily with all parties – the outplacement consultant can help with this. 4.   Team farewell Many retrenched workers feel “robbed” of a team farewell. Of course, the best timing for this may be a couple of weeks after the news of the retrenchment has been given – not immediately! Redundancy is sometimes “all a bit awkward” so, have a plan and be careful not to overwhelm those who have been retrenched – or isolate them. In my experience most people who are in positions that are made redundant will experience anger, shock, embarrassment, shame or sadness – at the start. Their emotions will change and swing a lot in the first few days. Eventually, with the help of friends, family, their outplacement consultant (and EAP provider, GP and Counsellor) – they will accept what’s happened – and even tell me “you know, this is the best thing that’s happened to me”. It just takes time – and careful support. #outplacement #redundancy #mistakes #outplacementadelaide #whattheywishyouknew #redundancies #outpalcmentsupport #outplacementconsulting #outplacementservices

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Experts say report shows critical need for organisations to properly support and appreciate people teams

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A long-term disability is a condition that is likely to be permanent or last more than 12 months, for example, a serious breathing problem. For more guidance on how to support employees with a disability or HR advice on another matter, please contact us at [email protected]. #InvictusHR #HRConsultant #AbilityNotDisability #DisabilityAwareness #Employment

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Read my thoughts below! 😆👇

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Our Founding Director Samantha Mullins (FCIPD) was recently asked to comment in People Management magazine on findings that revealed retention was seen as the biggest challenge facing organisations this year for over half those surveyed. Samantha Mullins (FCIPD) reflected that the findings are not entirely unexpected, pre-pandemic there were indications that joining a company for life was no more; the next generation was looking for variety in their work, a work-life balance and companies that reflected their values. What perhaps wasn’t anticipated was the shift in the psychological contract with those already working, towards the prioritisation of a work-life balance, especially where and when they do their work. Where employers stepped up during the pandemic to prioritise support for their employees’ wellbeing, this is now seen as the norm. Employers are focused on retention rates; however, a shift in perspective may be needed. Retention may no longer be the best measure if the workforce is naturally more transient, employers should focus their energy on productivity and engagement initiatives. Create structured opportunities for employees to be heard to understand the issues better, involve employees in solutions and make informed decisions. In terms of productivity, strong onboarding, clarity of roles and good cross-organisational working practices enable employees to work more effectively, more of the time. This will lead to better outcomes and better job satisfaction. Ultimately, engaged and motivated employees are less likely to leave and, if they do, they will be your greatest ambassadors.  Latitude HR work with companies to tackle their recruitment, retention and engagement challenges and get better results, quicker. Contact us directly for a chat about how we can support you. #retention #employeevoice #culture #latitudehr https://lnkd.in/eEDebsAP

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What could this week’s General Election results mean for employment law and HR? Breathe  has summarised the main party manifestos in a handy guide here: https://lnkd.in/eUXYWyEW Whatever the outcome, there are likely to be implications for your policies and procedures. Follow Bespoke HR for updates or sign up to our newsletter to stay ahead. #generalelection #HR #employmentlaw #HRadvice

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✏️Inductions & Probations✏️ Recruiting staff is expensive. So we find it frustrating that after the expense of recruiting, businesses invest so little time and effort in implementing robust and effective induction programmes or properly managing the probation period. In our recent blog, we explore the main reasons why you should invest in your inductions and probations. Link below. https://lnkd.in/ePV6F46d

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🤔 What preventative steps can organisations take to minimise the risk of sexual harassment in the workplace? 🎧 Listen to the latest episode of the CIPD HR People Pod for key strategies and expert insights on building a safer, more respectful work environment. Whether you're an HR professional, manager, or leader, this episode offers valuable guidance on safeguarding your workplace and fostering a culture where everyone feels safe and respected. Listen to the full podcast below 👇 #NHSCareers #NHSLeadership #WorkplaceWellbeing #HealthcareHR #InclusiveWorkplace #SafeWorkplace #HealthcareLeadership #HRinHealthcare #EqualityandDiversity #PeopleInHealthcare

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Have you subscribed to our Directory yet? It’s free It’s very simple to subscribe It contains a huge amount of resources, businesses and individuals working to benefit the HR profession in their work and in their own wellbeing and development. Here’s the link: https://lnkd.in/dKGfggnq #evolvinghr #hrsupport #hrdevelopment #hrcommunity #findyourpeople

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