FRIDAY HR FAQS – First Aid at work – What do I need to do?

First aid at work is a very important element of ensuring compliance with your duty of care as an employer in regards to Health & Safety. While of course we hope it is never needed, you must consider the risks your employees may be exposed to while carrying out their duties to prevent any accidents, and if they do occur, are well prepared and able to deal with them.

As an employer, you are legally required to take care of your employees should they become ill or have an accident while at work. Having trained first aiders could make the difference in preventing minor incidents becoming major ones. The Health and Safety (First Aid) Regulations 1981, state that employers should provide adequate and appropriate equipment and enough trained first aiders to help injured or ill employees.

The rules and regulations surrounding first aid at work can be confusing and perhaps a little vague, so we have put together the basics to help you understand what is needed, to meet you obligations as an employer.

Firstly you must assess the first aid needs based on the nature of your business and provide adequate equipment and appropriate training. So, start off by considering what are the potential health and safety risks within the business, in order to decide what needs to be put in place. For example, the number of employees, the nature of the work carried out, the layout of the office/site environment, whether any employees have any existing medical conditions or disabilities that need special consideration?, whether employees travel for work?, out of hours working/shift work, whether you have a high number of visitors to the site?

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Also consider practicalities, for example, if you decide to have one first aider, would all shifts be covered? and what happens if the appointed person is off sick or on holiday?

Businesses which are considered small low risk environments, may decide they only need to have a first aid box and someone responsible for stocking this, recording accidents and calling the emergency services if necessary.  Whereas larger or higher risk environments such as a factory or construction site, where there are greater health and safety risks, at least one fully trained first aider would be required. All first aid arrangements put in place must be communicated to employees.

We would recommend keeping a record of this risk assessment, to prove you have duly considered all risks and made a judgement on the provision for first aid within the workplace.

Once you have a risk assessment completed, you can decide how many first aiders are needed. As mentioned, there is no right or wrong answer by law, but it needs to be ‘adequate and appropriate’, but what does that mean?! This can be open to interpretation, but we would recommend as a guide that for low risk companies with 5 to 50 employees, you have at least one person formally trained in first aid, holding an Emergency First Aid at Work certificate, then another first aider per 50 additional employees. Under 5 employees, you should at least have an appointed person to take responsibility of first aid at work, they may not be first aid trained, but they will be responsible for ensuring the first aid box is fully stocked and calling the emergency services if required if an accident occurs.

First aid training is readily available from a variety of providers and locations, if you would like to have a discussion on how to implement it in your business, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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FRIDAY HR FAQS – Why is speed important in the recruitment process?

Stand-out talent with forward-thinking mindsets are in high demand, which means businesses need to be reactive to the market and move quickly to secure the best people for their teams.

The recruitment process works at its best when it is quick and there are no delays from the employer’s side, which could risk a good candidate being snapped up by a competitor.  This is particularly true for the junior and middle management market, where strong candidates can take their pick of jobs.

On top of this technological advancement means the hiring process has sped up and candidates are being matched to potential employers by AI powered tools.

To remain competitive and in with a chance of welcoming engaging minds to your team, here are some considerations you need to think about before beginning a recruitment project:

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Be quick to respond

If you want to have great talent in your team, then you need to prioritise hiring.

Recruiters might seem like they are nagging you to respond, but the reason for this is because they know what a great candidate looks like and that they will be on the radar of your competitors – so they are acting quickly to secure them.

If you’re too busy too manage the admin of a hiring project, then consider using an HR consultancy who can manage the process for you.

Know who you’re after

It pays to have a plan in place before you start looking for someone new to bring on board – even if they’re a replacement – taking the time to evaluate what you need from the role that might have been lacking before is a sensible process to go through.

You should plan the specifics of the job role, how it fits into your business vision, what skills you need, how you culture will work for you to attract talent and so forth.

Once you have a plan in place and have got cracking then the process needs to be smooth, with regular communication between you and the candidates and time set aside to dedicate to the process.

This will mean that when you find your perfect candidate, you are able to keep them engaged and get them in front of the team within days of submitting their application and show you are a proactive and organised business.

If you know they’re good, then remember that it’s likely they will be a star candidate for other job vacancies too. So, act quickly and if you don’t have anyone else to compare them to, it may be that you won’t have time to run a longer, robust process in order to have other candidates to square them up against. Be confident that they are right for the role and get them in the bag.

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Be flexible with your offer

It would be a great shame to have planned and executed your hiring process and found your star candidate only then discover that what you’re offering them isn’t enough to convince them to accept your job.

Candidates expect fair remuneration, generous benefits, interesting perks and flexible working to name a few!

If you are going to risk losing a great candidate because you don’t match up to what others in your sector are offering, then it may be time to revise your offer package.

Even if you are on a tight budget, there are still things you can do to swing the balance – such as offering a few extra days holiday, contributions towards travel costs or investing in softer benefits that add to your overall offering.

After all, if a candidate has the potential to boost your business productivity and increase your bottom line, then finding ways to bring them over the line will be well worth the effort.

If you need any recruitment advice or guidance, get in touch:+44 203 538 5311 or email: talent@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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FRIDAY HR FAQS – Employee or Contractor?

The rules around distinguishing between an employee and an independent contractor may be subtle, but getting it wrong and breaching IR35 rule can result in serious tax and legal consequences for your business!

We thought we’d try and clear this blurred line and clarify the differences!

The three main differences are:

1. Control

Employees generally have limited control over their work, their hours these are set in place at the commencement of employment and the relationship is ongoing. They are restricted from working for another company, customer or generating their own work. Contractors on the other hand cannot be treated with the same level of control, dictating their own working hours, working on multiple projects for multiple businesses simultaneously. A business has no obligation to provide the contractor with work and employment rights do not apply to the relationship.

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2. Pay

Employees are generally paid a regular set amount, agreed on the commencement of their employment in return for working the set agreed hours. The employer will also deduct tax and national insurance contributions from their wages, whereas contractors will need to invoice for their services at an agreed rate per day/week month or fixed price basis. They are not paid via PAYE therefore are responsible for looking after their own tax and NI contributions.

3. Benefits

Whilst contractors do have certain protections, for example for their health and safety whilst on business premises and, in some instances, protection against discrimination, they are not entitled to any employee benefits such as paid holidays, sick pay, company pension or medical insurance.

This can be a grey area, which many employers struggle with, so hopefully the above has given you some starting points to think about!

There is a third status known as a ‘worker’, sitting somewhere between an employee and contractor. This category of the workforce have some, but not all employment rights, as an employee would but more than a contractor. The classification depends on the level of flexibility of the working relationship … but we’ll leave that for another day!

If you need any HR help, advice or tips, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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Our new website has launched…

We are excited to announce our new and improved website has been launched…

We’ve listened to our clients and customers and made some key changes.

We our proud that we take an innovative approach to HR, cutting through the industry jargon to help make a real difference to any business, by providing excellent HR consultancy and HR support.

We know HR can be a scary prospect for businesses both big and small and there is a lot to take in.  However we ask questions that other HR consultancies don’t, because we want to make a positive impact on your business and understand your people, by providing excellent HR and Talent services in the form of employee documentation, support, management and advice regarding employment queries and processes.

Come and take a look:

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might be interested in then please give us a call on: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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FRIDAY FAQS – Can an employer ask about my mental health when applying for a new job?

Thanks to awareness days like Wednesday’s World Mental Health Day, the conversation surrounding mental health is getting louder. The stigma attached to talking about our mental health in the same way that we do for our physical health is being lifted and with that there is a growing acceptance that it’s okay not to be okay and to seek support.

The workplace is undeniably an environment that for many people can cause stress and anxiety. If you have a mental health issue then being in a pressured working environment, that may not be supportive of your mental health, can cause further damage to your health and overall well-being.

It’s therefore the role of employers to ensure they have fair practices in place with regards to their approach for identifying and supporting their teams with mental health issues, just as they do for physical health.

As an employee you should expect to be supported by your employer and provided with the necessary support for a mental health issue.

However, is it a concern for those seeking new employment that if they have an existing mental health issue, it may impact upon their likelihood of getting a job?

We want to help debunk some of these crucial questions and shed light on an area of HR that is vital for a happy and productive workplace.

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1. Can I be asked about my mental health issue when I apply for a job? 

In short, no. It’s unlawful for an employer to ask a candidate if they have a history mental health issues during the application process.

If you are asked about your mental health, you are not obliged to answer this, however, if you do choose to disclose this information it is recommended that you do so honestly.

Asking candidates health questions before a job offer is made is unlawful and can be reported to the Equality Advice and Support Service.

If you are asked about your mental health during the application process and then don’t receive an offer, you may want to challenge this as it can be classed as discrimination on the grounds of disability.

2. Are there situations when an employer can ask about my mental health before making a job offer?

There are a few situations when an employer may need to ask about your health before a job offer is made, these can include:

  • To find out if you can take an assessment for a job.
  • To find out if you need reasonable adjustments to the application process.
  • To find out whether you will be able to do the requirements of the job, whilst they also consider any reasonable adjustments that may need to be made.
  • To find out if applications are coming from a diverse group of people.
  • To establish if you have the particular disability required for the job.
  • To assess you for national security purposes.

For example, a lawful question about your health and whether this affects your ability to do the job would be; if you were applying for a job erecting scaffolding and the employer asked questions at the application stage regarding disability, health and whether the applicant has a fear of heights.

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3. What questions can I be asked about my mental health once I’ve been offered a job?

Once you receive a job offer then your new employer is lawfully able to ask you questions about your health.

If your new employer asks questions about your mental health and subsequently becomes concerned due to a mental health issue you may not be able to carry out your job, then it is the employer’s responsibility to seek further advice from your doctor or occupational health.

Should your new employer ask a question about your mental health and then withdraw the job offer without first consulting advice or conducting a further assessment or investigation, then this may be seen direct discrimination and therefore unlawful.

Mental Health is a really important HR issue in the workplace and If you need any help or advice on how to approach it, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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World Mental Health Day 10th Oct 2018

Today is World Mental Health Day, aimed at raising awareness and educating people on a subject that has been too stigmatised for too long.  It’s an opportunity for us all to reflect on our own mental health and wellbeing and those around us. Unfortunately, mental ill health isn’t something that affects people for just one day a year, for some it really is something that affects them long term.

When we talk about Mental Health, what do we mean? Well in short it’s our emotional, psychological and social wellbeing – fundamentally the part of us that affects how we think, feel and act in certain situations. It determines how we handle stress, the choices we make and more importantly how we relate to others.

Mental illness can range from feeling a little down to debilitating anxiety and less commonly the severe conditions bi-polar or schizophrenia, but even feeling down can affect us and the people around us.  Most people will feel some level of stress or anxiety as our daily life throws different pressures and expectations at us, so never assume someone is always happy and never struggles with mental ill health as this will rarely be true.

The statistics show that 1 in 4 will experience mental ill health at some point in their lives and it is now a real issue that needs to be addressed and not swept under the carpet. Luckily awareness is on the increase and some big charities and household names are at the forefront of ensuring that we are all able to talk about our issues openly and promoting positive mental health.

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There are steps we can all put in place from employers and business owner to colleagues and peers to promote positive mental wellbeing in the workplace.  Below are just a few things that should be in place and we would encourage all employers and their employees to get involved, not just to help promote positive mental health in the workplace, but support those already suffering with mental ill health.

Employers

1. Take time to understand the impact to your business.

2. Ensure your managers are informed and aware, include training if necessary, but most importantly ensure they are open to having conversations with their employees.

3. Openly show that you are committed to positive mental health.

4. Deal with the issues that could be causing your workforce stress and anxiety.

5. Reduce negativity, tell people it’s ok to talk and reinforce that they won’t be punished as a result.

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Managers

1. Ensure you know how to handle a potentially difficult conversation effectively and don’t be afraid to ask for help if not.

2. Promote a positive work-life balance in your teams, and yourself too!

3. Don’t think you’re the expert because you’re a manager, really understand mental health and the issues associated with it.

4. Build a good relationship with your team – this is probably the most important; your employees need to feel like they can come to you.

Employees

1. What causes you anxiety? Do you really know what your stress triggers are? Think about it, and how you manage it in the workplace, or at home.

2. Look after your wellbeing, do things that you know make you feel positive and happy.

3. Take notice of your peers and support them.

4. Lastly but most importantly talk! Don’t keep things to yourself, if you are struggling let your manager know and then you can work together.

FACT: Stress is the major cause of long-term absence in manual and non-manual workers.

Let’s work together to change this and stop people suffering in silence.

If you need any help or advice on how to approach Mental Health in your workplace, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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Signs it might be time to initiate a disciplinary

Disciplining an employee is always a difficult decision for an employer or manager to face and equally being disciplined is one of the most stressful things that can happen in a person’s life, so taking this decision can weigh on a someone’s conscience. However, disciplinary action can sometimes be necessary to maintain the health of a business and the satisfaction of its workforce.

Before making a final decision about whether to go down the disciplinary route with an employee, it can be helpful to have some guidelines to distinguish between an employee that needs extra help and one where disciplinary action is necessary.

Habitual Lateness and Absence

If lateness or absence is a perpetual problem with an employee, it’s important to first speak with them to establish whether there may be personal problems that can be addressed with scheduling changes or other means, before making the decision to initiate the disciplinary process.  However, if these types of conversations have not resolved the issues, it will be time to follow the formal disciplinary process.

Noticeable Apathy

Apathy can be a sign that an employee isn’t feeling challenged enough, but it can also be a sign that an employee has given up on a company or is considering leaving. Before assuming that an employee has given up on their job, try to find out whether they are feeling unchallenged or whether they are overwhelmed and inadequately prepared to handle tasks. A simple conversation can often be instrumental in identifying the source.

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Performance Issues

Organisational performance can be unpredictable and multiple factors can influence it. However, if one employee’s performance has noticeably declined or is lagging way behind organisational trends, it can be concerning. Coaching or mentoring should be offered and if their performance still doesn’t improve then disciplinary action will be required.

Frequent Conflicts

If an employee is argumentative with colleagues or management, it may be because they are no longer satisfied with their job or are having personal problems that are affecting their work attitude. While employees should be encouraged to come up with creative solutions to problems, ideas should be expressed respectfully. Continual argumentative tones and behavioral issues should be addressed with disciplinary action.

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Unwillingness to Adapt to Changes

Changes are bound to occur within any type of business, especially as technology develops and more efficient processes are discovered. While adapting to change is difficult for many, a complete unwillingness to make adjustments or a poor attitude about every change that’s introduced can be warning sign that an employee isn’t going to fit into your company culture well anymore.

Lack of Development

If there are programs in place to educate employees and development is encouraged, a lack of development can be a warning sign that an employee is no longer as interested in or as loyal to your company as they may have been previously. While not every employee hopes to move into management, employees should at least show interest in learning about making developments relevant to their job. Employees that refuse to learn may burden a company.

I think the main point that we are trying to highlight here is that in the first instance you should always talk to your employees to establish if there are bigger issues at play, but when this doesn’t work as hard as it may be, disciplinary action may be necessary. If that is the case for you, then the one thing you must remember is disciplinary action is a formal process that must be followed correctly, or it can result in costly repercussions for your business.

If you are unsure whether disciplinary action is the right course of action or if the process you have in place is compliant please get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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Probation reviews – how to make them work for you…

The first day, the first week, perhaps even the first month! These are generally key milestones for you as a new employee. Hopefully, by the first month you’ve mastered the tea/coffee round, you’ve found your place within the team and you’ve fallen into the pattern of the day-to-day routine; you may even have even forgotten that you’re still a newbie… until you’re reminded of the, often, dreaded probation review.

‘Is it a test?’, ‘Have I been doing my job as well as they’d like?’, ‘This is a waste of time!’, ‘What is the point of this?’  the questions are endless and I presume the feelings are mixed.

An employers approach to the probation review varies from company to company. Some have a very structured approach and almost treat it as a ‘test’, whereas others have a 5 minute chat over coffee to ‘check in’. However, either approach can bring about negative feelings for the employee if not managed properly, so employers beware!

The probation review is often viewed as a tool only for the employer.

  1. To check the employees true skills and understanding of the role and job.
  2. A check to ensure the company have hired correctly and effectively an employer’s safety net, as you will.

However it can also be a powerful tool for you the employee, here’s how:

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Review

The review provides you with a chance to check the work you have done so far against what you were employed to do. You can do this by looking at your job description. This will highlight areas that you may not have covered yet, which is something you can discuss with your employer to ensure you are covering the full responsibilities of your role.

Assess

Use the review as an opportunity to assess whether the job has met YOUR expectations. Think about what you have liked so far and what you have disliked. Reflect on your initial perception of the job before starting and how the reality matches up. Do you have any concerns?

This is very useful for your well being, if you feel any negativity towards the role this is a great time to put this to bed. It could be resolved with a change in your working environment, a change or clarification of a complicated process or simply some reassurance that ‘’you are doing a great job, keep it up!’’

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Discuss

Employers use reviews as a way to assess your performance. You can use this as a way to show off and reaffirm what you have learnt to date. Don’t be scared to ask questions about things you aren’t sure of or may need extra training on. To experience the full benefits of a review it is important to be completely open with areas you are struggling with. This allows your employer to support you and ultimately strengthens your relationship.

Also use this as an opportunity to show your employer your aspirations! A helpful tip: go in there with a project, perhaps there is something you have noticed that could be developed or implemented or something you would like to learn, big or small, that will not only aid in your development but add value to the business.

Ask

Ask for feedback for your own progression and improvement. This will give you a good understanding of how you’re doing. It also gives you an idea on what you need to work on in the coming months leading up to your first quarterly or annual appraisal and the willingness to improve will always be noted by an employer.

Take ownership of your probation review, don’t treat it as an examination or a quick conversation by the photocopier. Treat it as an adult discussion, where both parties can benefit and support each other; a discussion that will pave the way to a healthy and strong employment relationship.

If you need any advice or guidance, please get in touch with us to find out more:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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FRIDAY HR FAQS – Can an employee be dismissed during their notice period for gross misconduct?

If an employee is dismissed or resigns they’ll most likely stay at work for their notice period, as agreed or outlined in their contract of employment. For some employees this can be a difficult time, as they can loose motivation or feel awkward working in an environment after they have been dismissed.

If an employee were to do anything which is classed as gross misconduct, contrary to some beliefs an employer CAN terminate an employee, even during their notice period as long as the proper process is followed. Giving notice that you are ending the employment relationship does not change the employer’s right to independently end the relationship first if it is appropriate.

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Is it worth it?

In practice, dismissing an employee on their notice period is very rare and is usually not worth the expense and possibility of legal action. Employers cannot make any deductions to pay in respect of time already worked due to an employee leaving before their notice period is up, unless this is specifically allowed by the employment contract.

If you dismiss someone without following the proper disciplinary process you could be subject to an unfair dismissal claim. If this was they case, a tribunal could drag on for months.

With this in mind if you are considering dismissing an employee for gross misconduct whilst they are on their notice period, it would be important to consider the individual situation and the cost and time implications to the business of each case and therefore in these instances we would always recommend seeking professional HR advice.

If you would like HR guidance on any issues you may have in your business get in touch: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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HR disaster? HR Revolution can help

You might not be surprised to hear that at HR Revolution high percentage of the enquiries we receive are from businesses who are experiencing what they consider to be ‘a bit of a disaster’, to say the least.

Sometimes, it’s that productivity levels have slumped to the extent that they can’t fulfill their agreements with customers and clients and occasionally, it’s because they’re facing a tribunal.

But often it is relations with employees that have spiraled out of control and they’re not quite sure what to do for the best.

Most businesses recognise that they can’t fix these problems on their own, and they then draft in expert help, this being a sensible course of action.  As good as HR consultant’s are at helping you to sort your people issues, we don’t have a magic wand.

Of course we can help you to create a plan that’s going to give you the best chances of navigating your way out of a tricky situation and make sure that you’re acting on the right side of the law, and your next steps minimise the potential of any long-lasting damage to your business.

But prevention is always better than cure.

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Consider this…

Right now, are there any issues that are bubbling away beneath the surface of your business?  Do you worry that you’re only one mismanaged situation away from landing yourself in hot water?

In so many businesses, the answer here is a very firm YES… Regardless of whether or not you’re willing to admit it.

If so, then don’t wait until the proverbial hits the wall before you do something about it.

Fixing issues before they spiral out of control is going to save you a whole load of time, money, and hassle in the longer term.

Don’t put your business at unnecessary risk.

That’s where HR Revolution can help, we have different HR solutions to help businesses whatever the budget, give us a call today and we can arrange to carry out a no-obligation review get in touch: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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