Author: Melanie
Blue Tree HR Newsletter January 2025
January 2025 News
The employer's checklist for 2025
Happy New Year!
It’s 2025, and it’s time to make sure your house is in order.
We’ve created a new checklist that will guide you through the top 10 areas you should be looking at to get the very best out of your team and business this year.
Including legal compliance, HR technology and the entire employee life cycle.
Here are the top 10 areas you should be looking at:
1. Make sure you stay legally compliant
2. Leverage HR technology to save time and costs
3. Attract the best people with a great employer brand
4. Find the right people with a legally compliant recruitment process
5. Give new starters a great onboarding experience
6. Retain your team and keep them happy
7. Invest in your team’s performance and your company’s success
8. Say goodbye to employees in the right way
9. Avoid dodgy Glassdoor reviews
10. Get strategic support from an independent HR consultant
You will find the full checklist on our website.
https://bluetreehrsolutions.co.uk/the-employers-checklist-for-2025/
Brits will spend 25 years of their life looking at a screen…
Here’s a stat that might make you want to turn off your laptop and hide your phone: A study has found that Brits will spend a staggering 25 years (that’s 223,015 hours!) in front of their screens over their lifetime.
Excessive screen time can impact health and cause symptoms such as headaches, eyestrain and poor sleep. So, it’s no surprise that people are being warned to cut back. From setting screen-free boundaries to savouring phone-free social moments, it’s time to discover how to reclaim our time and well-being.
Is alcohol abuse quietly undermining your workplace?
With 17 million days lost annually to alcohol-related sickness, it’s an issue no employer can afford to overlook. Whether it’s a casual tipple or excessive consumption, some employees, especially those in high-stress or manual roles, are more vulnerable.
This highlights why preventive and supportive measures are crucial for all organisations. We can help you to navigate these issues. https://hrzone.com/alcohol-abuse-in-the-workplace-spot-the-signs-and-support/
Leader and manager development is the HR industry's biggest priority for 2025
A Gartner report (a leading research and advisory firm) has found that leader and manager development will remain the priority for HR leaders worldwide in 2025.
The report highlights the increasing pressures on managers. It states that 75% of managers struggle to cope with their responsibilities, with only 36% feeling that their organisation’s current management training programmes effectively prepares leaders for the future.
This makes us ask: How prepared are your managers to lead your team this year?
You know what they say… people don’t leave bad jobs; they leave bad managers.
Bad management poses HUGE risks to your business, including:
• High staff turnover and low employee retention
• Decreased employee engagement and productivity
• Higher risk of being taken to an employment tribunal
What’s the solution to this?
You guessed it… Management training.
Management training can also be a great way to recognise the excellent management competencies that your managers already possess through formal acknowledgement and accreditation.
93% of young people in the UK have encountered negative treatment at work because of their age. This has increased from 88% just 3 years ago. Sadly, 26% of those who reported age-based discrimination said it led them to lose interest in working altogether. All young people deserve a pathway to success, so it's really important to bridge generational gaps and create a more inclusive workplace.
Q&A
Should I be conducting exit interviews?
It’s not a necessity, but it could help you to learn a lot. You may learn about competitor practices. You may gain valuable feedback and identify training or manager gaps, which may help you to discover a problem you didn’t know existed and allow you to fix anything that may reduce staff turnover.
How should I support employees who may be participating in Ramadan?
In 2025, Ramadan is expected to begin on Friday, 28 February and conclude on Sunday, 30 March. The exact dates depend upon the sighting of the moon.
Don’t make assumptions about who may be participating. Educate your managers, be flexible with working patterns and accommodate annual leave requests, where possible. It’s a good idea to talk to participating employees before Ramadan so that you can make reasonable adjustments.
Is it my responsibility to ensure employees use their holiday entitlement?
Ultimately, it’s a shared responsibility. Employees should plan their time off, but you, as an employer, must provide opportunities and encourage its use to comply with the law.
Practical steps include sending periodic reminders about holiday balances, ensuring you have a clear policy outlining how and when holidays should be taken and encouraging staff to book time off, especially if they are approaching year-end with unused entitlement.
An introduction to salary benchmarking
What is Salary Benchmarking?
Salary benchmarking is a data-gathering exercise that allows you to compare your compensation packages against other companies.
What’s the goal of salary benchmarking?
To ensure that your company is offering competitive and equal pay – helping you to attract and retain your people and keep them engaged and happy.
What are the benefits of salary benchmarking?
• Competitive salaries help to attract top talent and reduce employee turnover.
• Fair and competitive compensation can lead to higher job satisfaction and employee morale.
• Standardising compensation can help you to manage your budgets more effectively.
• Salary benchmarking is often a legal requirement.
Are you legally required to benchmark your salaries?
If you have more than 250 employees, you are legally required to publish gender pay gap reports under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
There is no legal requirement if you have less than 250 employees.
However, several laws and regulations effectively encourage or necessitate aspects of salary benchmarking to ensure compliance and promote fair pay practices.
As an expert HR consultant, we advise you to use salary benchmarking, because it helps you in many different ways and creates a framework for you to use when compensating your existing and future employees.
The importance of treating employees fairly for engagement…
As an employer, you will know that treating people fairly and equitably is one of the foundation stones of engagement.
You’ll also know that if you don’t reward people adequately, they will find somewhere else that will.
We remain in a candidate-driven market and our businesses are trying to balance the cost of living (which is outside of our control) with the affordability and retention of talent.
Worried about salary transparency?
You might fear a wave of salary increase requests once employees see their pay ranges. While managing this will require some effort, it offers long-term benefits.
Engaging managers in the pay process, and giving them authority to recruit within pay scales, can empower them and improve their budget management and performance discussions.
Senior leaders may resist this shift, but younger workers expect transparency and fairness. Companies that don’t adapt risk falling behind the evolving workforce’s expectations.
Getting salary benchmarking right is really important…
Pay is an important topic, especially when you’re taking strategic strides and implementing new policies.
Therefore, if you are not equipped with the experience to undertake the project, you’ll be wise to call upon expert help to support you.
To summarise…
In summary, progressive employers are more attractive, and being progressive and appealing to an emerging workforce means being transparent about how you do things and make your decisions.
Engaging with a third-party reward consultant can offer an unbiased view, access to expensive but reliable data and the confidence to structure a meaningful remuneration strategy that ensures that your people (including you) are treated fairly.
Contact us today
Please get in touch if you’d like a confidential chat about salary benchmarking, our process and how we can help.
Email us on info@bluetreehr.uk
Blue Tree HR Newsletter November 2024
Why should you care about your employees’ ‘engagement’?
‘Engagement’ is an umbrella term we HR consultants use to describe your employees’ enthusiasm, commitment and motivation towards their work and your business.
Their levels of engagement have a direct impact on their performance and your bottom line.
That’s why working on engagement within your business is really important.
Now, with all things HR, it can easily seem quite intangible. But there’s a really easy way to measure your team’s engagement.
Engagement metrics not only help us to understand how engaged your team are, but they also help us to create benchmarks and report on improvements in the future.
- Employee satisfaction surveys:
These surveys provide insight into how employees feel about their work environment, management and overall job satisfaction.
- eNPS (employee Net Promoter Score):
This metric gauges employees’ loyalty and willingness to recommend their workplace, clearly indicating overall engagement levels.
- Turnover and retention rates:
Monitoring how often employees leave or stay with the company helps assess engagement.
Want to know how engaged your employees are? Get in touch with us for a confidential chat.
The 4-day week reboot
The traditional five-day work week, long seen as the standard, is increasingly viewed as outdated. Many attribute productivity problems to the rigid focus on hours and days rather than output and effectiveness.
A new 4-day week pilot project will launch this month, allowing companies to test the model along with other flexible working practices, such as flexible hours and nine-day fortnights. The results will be presented to Labour next year, with the hope that political support will grow for this shift in work culture.
It offers a potential solution to improve our work-life balance, increase productivity and make us happier and healthier. But can it be a “one size fits all” answer for every business?
https://www.peoplemanagement.co.uk/article/1887098/employment-law-perspectives-four-day-week
HR Audit: An essential strategic tool for your business
As an independent HR consultant, our primary goal is to work in your business’s best interests and help you to achieve your goals.
When we start working with you as a Strategic Partner, we need to understand how your business ticks, the risks it faces and the opportunities available to you.
And the most powerful tool we can use to help us do this is an HR Audit.
What is an HR Audit?
An HR Audit is a comprehensive review of your company through the lens of an experienced HR expert.
Once we understand your goals and what you’re trying to achieve, we follow a structured approach to look at what’s happening in your business.
What are the main benefits of having an HR Audit?
- Peace of mind
We’ll ensure your company is legally compliant and protected against costly employment tribunal claims.
- Data-driven decision making
HR can often feel intangible. That’s why we’ll create HR Metrics, report on them and create a RAG-rated priority list of actions we need to take to help you to achieve your goals.
- Customised and cost-efficient support
Once we know what needs to be worked on, we can provide you with the best possible support and price to make it happen.
If you’d like to review your business’s relationship with its employees and create the best possible action plan, please get in touch with us for a confidential chat today.
Did you know…..82% of managers and workers who entered management positions had not received proper training and were identified as ‘accidental managers’. If not carefully managed, this can lead to low employee engagement, reduced productivity and a toxic workplace culture.
Q&A
What’s the difference between banter and bullying?
Banter is all about light-hearted, playful teasing that’s mutual and doesn’t cross the line—everyone’s in on the joke and no one gets hurt. On the flip side, bullying is targeted, mean-spirited, and aims to upset or put someone down, often with a power imbalance in play. It keeps going even when the targeted person isn’t okay with it. The big difference? Banter respects boundaries; bullying doesn’t.
Can I force employees to use annual leave for Christmas when the business is closed?
Yes, you can require employees to use their holiday allowance when the business is closed, like at Christmas, but you’ve got to follow some rules. Check their contracts and give proper notice—usually, notice must be at least twice the length of the holiday. Just ensure you’re on the right side of the law, communicate it clearly and you’ll be good to go!
Do I have to offer flexible working?
You don’t have to offer flexible working, but employees can request it. As an employer, you’re legally required to consider these requests reasonably. Still, you can refuse if there’s a valid business reason, like impact on performance, extra costs or difficulty meeting customer demand. Ensure you handle requests fairly and follow the correct process to avoid issues.
Blue Tree HR Newsletter October 2024
What do you really know about Employer Branding?
Employer branding isn’t just a slick logo or a clever marketing strategy; it’s a powerful force, connecting your values, strategies and policies with your people.
It’s what you stand for, how the world sees your business and the amazing experience you create for customers, clients and employees alike.
Happy employees will go the extra mile for you – and your clients – and profits increase.
Neglect your employer brand and you risk people feeling negatively about your business, which can lead to plummeting morale, reduced productivity and low client satisfaction.
Ready to build a powerful employer brand? Let’s dive in…
Define your Employee Value Proposition
Show off what makes your business unique, your vision for the future and why people should join – and stay – with you.
Know your internal brand
Host focus groups and run regular pulse surveys to find out how your teams really feel about you and your brand – then take action!
Stay aligned
Your employer brand should mirror your values, strategies and daily operations. Make sure everything matches up perfectly.
Highlight your CSR efforts
Showcase your commitment to social and environmental causes. A strong CSR reputation attracts top talent who care about ethics.
Encourage advocacy
Turn your teams into brand ambassadors! Encourage them to share positive experiences, represent your company at events and help refer new talent.
Discover how to build a winning employer brand that inspires your teams and delights your clients by downloading our latest guide today!
Get your FREE copy now!
Monk mode? Fake happy? Woliday? Time to catch up!
Are you up to speed on the latest workplace buzzwords? A study by an employee recognition platform, Rippl, has revealed a new set of viral phrases shaking up the modern workplace.
Like ‘office peacocking’, when employers spruce up their offices to lure employees back post-pandemic.
Keeping up with these expressions isn’t just about staying current —it’s about shaping workplace culture, understanding employee experience and expectations and engaging with critical topics. But the debate is on, do these phrases sensationalise every day work issues? Or do they actually highlight real trends?
Shared Parental Leave Hits New Heights
Shared Parental Leave (SPL) uptake has hit a record new high, with HMRC data showing there were nearly 25,000 claims last year – far surpassing the 6,200 claims in 2015 when SPL was introduced.
Suzanne Caveney, an employment partner at Eversheds Sutherland, attributes this surge to the gradual but evolving attitudes towards shared parenting and improved workplace policies and pay.
Despite the progress, SPL usage still trails behind other countries like Finland, where paid family leave is standard for both parents. The data also reveals that SPL is more commonly taken by older, highly qualified individuals in large organisations, who earn higher incomes and have progressive gender role attitudes, compared with parents who do not take up SPL and pay.
https://www.personneltoday.com/hr/uptake-of-shared-parental-leave-reaches-a-new-high/
Lonely Hearts Club: The Rise of Workplace Isolation
New data from Gallup has shown a troubling trend: workplace loneliness is on the rise. A staggering 20% of employees report feeling lonely on a daily basis, with fully remote workers feeling it even more acutely at 25%, compared to 16% of office-based staff. This loneliness is affecting overall well-being, engagement and performance.
While some employers might think that bringing everyone back to the office will solve the problem, it may not address the root cause—and could make the situation even worse.
Employers should focus instead on boosting engagement by connecting teams to their work, the company’s mission and each other. Empowering managers to be culture champions can also play a key role in bridging the gap and combating workplace loneliness effectively.
How to Support Employees with ADHD
October is ADHD Awareness Month – the perfect time to celebrate neurodiversity and learn how to support employees with ADHD.
With 2.6 million people in the UK diagnosed with ADHD—and that number growing – understanding the condition is more important than ever for business owners.
Plus, as employment tribunal claims related to neurodiverse conditions are on the rise, it’s crucial to know how to support your team effectively to help them thrive and avoid any legal issues.
But how much do you really know about ADHD?
ADHD, or Attention Deficit Hyperactivity Disorder, is a neurodivergent condition affecting how the brain develops and works.
Symptoms typically fall into three categories: (1) inattentiveness and distractibility, (2) hyperactivity and impulsiveness, and (3) a combination of both.
But, here’s the thing, while people with ADHD experience challenges like forgetfulness and concentration – they bring unique strengths to the table! They often excel as leaders, demonstrating high emotional intelligence, and their creativity, unmatched energy and enthusiasm can be game-changers for your business.
Want to harness that brilliance? Here’s how:
Flexible Working: Offer adjusted hours and remote work options to help manage energy levels and focus.
Clear expectations: Break tasks down into steps, set clear priorities and deadlines, and use visual aids with written instructions to help keep things organised.
Open communication: Create an inclusive culture where people feel comfortable discussing needs and challenges, and provide necessary adjustments.
Training and coaching: Provide support in areas such as time management and organisational skills, as well as company-wide education on ADHD.
Keen to find out more?
Get in touch for an informative chat about ADHD, and how you can support and empower every member of your team!
Q&A
Can I refuse to provide a reference?
Yes, unless you’re legally obligated—for example, in an employment contract, for certain financial services jobs regulated by the Financial Conduct Authority or Prudential Regulation Authority, or as part of a settlement agreement. Your reference policy can limit what you include.
What do I do if I can’t get in contact with my employee?
Check their schedule, then try contacting them via phone, text or email. If it’s not urgent, give them time, document your attempts and make use of emergency contacts. If there’s no response, follow up in writing and consider inviting them to a disciplinary hearing, following company procedures.
I only employ one person – do I need HR advice?
Yes! Even with just one employee, HR advice is essential. You may not need a dedicated HR person, but an HR Consultant can keep you compliant, legal and running smoothly.
How unconscious bias can affect employee engagement and retention
How unconscious bias can affect employee engagement and retention
While most of us have heard the term ‘unconscious bias’, it’s easy to dismiss it as something that affects others and not us.
The reality is that unconscious bias affects everyone to some degree. Described as a ‘hidden flaw’, evidence suggests that, regardless of our role or position at work, everyone can think in a way that involves hidden prejudices at some point – without realising it.
For business leaders, recognising and addressing our unconscious bias is crucial, so that it doesn’t influence our behaviour and decisions at work.
Left unchecked, unconscious bias stops you from developing an inclusive and open-minded company culture; it compromises integrity, inhibits a diverse workforce and hinders career progression.
Before we delve any further, let’s take a look at the definition of unconscious bias and the different forms it can take.
What is Unconscious Bias
According to Imperial College London, unconscious (or implicit) bias is “a term that describes the associations we hold, outside our conscious awareness and control”. It also says that it is ”…triggered by our brain automatically making quick judgments and assessments”. These associations can be influenced by a whole range of factors, including personal experiences, our own background and cultural contexts.
Contrary to popular belief, it is not exclusively reserved for gender or ethnicity, for example. Height, names, even our choice of sport, can automatically trigger mental shortcuts that our brains use to unleash unconscious bias.
What are the types of unconscious bias?
Hidden prejudices can manifest themselves in different ways and in different workplace scenarios, including:
- Affinity Bias: Our unconscious human tendency to stay in our comfort zone and lean towards other people with similar backgrounds, interests and beliefs as us.
- Confirmation Bias: When we actively seek out evidence about a candidate that confirms why we like them; or, if we don’t like an applicant, selectively look for the reasons that prove we’re right.
- Cultural Bias: When we judge a person or a group by the standards fundamental to our own culture.
- Gender Bias: Prejudicing an individual based on their gender and perpetuating stereotypes, i.e., calling a woman ‘bossy’ for showing ambition while describing a man as ‘focused’.
Why does it matter?
Put simply, unconscious bias can impact our perception of, and interaction with, others. Not only is this harmful for your ED&I efforts, but it can have a detrimental impact on your overall business success. It can influence key business decisions and create inequality in areas such as recruitment, performance management and career progression.
So, as business leaders, what happens when we let our unconscious biases come to the surface:
Our hiring practices are biased
Recruitment is the pipeline for new types of people into your business. However, if we only hire people we like, or we believe are the right ‘fit’, then our organisation becomes homogeneous and we miss out on a broader, more diverse talent pool. Also, if your adverts or job descriptions use gendered language, or if you’re advertising on social media only, you may be excluding certain groups.
Our judgement is clouded during performance management
Unconscious bias could impact how managers approach performance reviews and feedback in their teams; for example, they could unfairly inflate, or deflate, ratings during appraisal season, and impact pay rise or disciplinary actions. If someone feels overlooked, and you’re not giving the people a chance when they deserve it, then you might have a flight risk – or an employment tribunal claim.
We promote the wrong people
Our promotion decisions become misguided if we fail to give someone an opportunity because we ascribe certain characteristics to them that they don’t necessarily have, rather than base our decision on merit. This also means we can favour someone unfairly because we think they have positive characteristics, again that they don’t necessarily hold.
We repel top talent
Attracting top talent into your organisation will drive creativity and innovation, bring in a ton of new ideas and enhance your brand image – and you are building your future leaders. But, if you don’t offer, in return, a business with a diverse and inclusive workforce that’s bursting with a broad range of perspectives, backgrounds and experiences, then you’ll push that talent away in droves.
Our engagement plummets
Unconscious bias is a contributing factor to a spike in turnover and a drop in retention rates. If people don’t feel they’re being treated fairly, that their contributions are not being valued, and they feel excluded and isolated, it will lower their engagement. Disengagement could soon lead to their departure.
Unconscious bias can’t be erased overnight and it’s an ongoing, continual process of elimination. However, not only facing up to but actively moving past our unconscious biases and building an awareness of our thinking patterns can make us better leaders.
HR leaders and business owners bear a responsibility to make a difference through their behaviours and attitudes, by fostering a culture where people feel included, are treated fairly and are valued for who they are.
For more information or HR support in your workplace please get in touch.
Blue Tree HR Newsletter June 2024
Everything you need to know about menopause in the workplace
Experiencing menopause at work can be challenging for a number of reasons, and the physiological and psychological symptoms of menopause can vary greatly from person to person.
While menopause isn’t explicitly a protected characteristic under the Equality Act 2020, a recent landmark employment tribunal case (Mrs M Lynskey v Direct Line Insurance) found that menopause symptoms can, in fact, be considered a disability if they have a long-term and substantial impact on a woman’s ability to carry out normal day-to-day activities.
A key takeaway from the case is that it may be possible to discriminate against employees experiencing menopause symptoms, by refusing to make reasonable adjustments and by penalising them for poor performance.
The ET ruled that the employer failed to make reasonable adjustments for Mrs Lynskey’s menopausal symptoms – namely: low mood, anxiety, mood swings, poor self-esteem and impact on memory and concentration – and that these symptoms were legally classed as a disability. This led to unfavourable treatment and her resignation.
Case Summary
- The employee joined Direct Line in 2016 and had performed well for four years. However, in 2019, she began to experience menopausal symptoms, including poor concentration and memory issues and was also frequently tearful.
- After initial support, in 2020 she was transferred to a lower paid role, rather than reasonable adjustments being made to her existing role. She struggled with the new job, including difficulty with accessing computer systems, experiencing ‘brain fog’ and struggling for words.
- In 2021, she was told she would not receive a pay rise and her performance was criticised, wrongly attributed to low confidence.
- Subsequently, she was placed on a formal performance-improvement and, although she had repeatedly mentioned her menopausal symptoms, her manager claimed there were no mitigating reasons for her performance.
- She resigned the next year, claiming against Direct Line for unfavourable treatment and lack of reasonable adjustments.
Menopause Policy
Therefore, it is crucial to build an inclusive culture that encourages open discussion about the menopause, along with a supportive environment both in the office and when working at home. Having a menopause policy that educates, informs and helps people show understanding to their colleagues, without awkwardness or embarrassment, is a great place to start.
Our latest guide covers everything you need to know about these changes.
Get in touch for your FREE copy.
Easing the Work-Life load for Deliveroo drivers
Deliveroo has launched two exciting new initiatives to lend a helping hand to its rider community, free and flexible childcare hours and a new education and skills programme.
The partnership with childcare app Bubble offers 15 hours of free childcare to 1,000 riders, allowing them to work flexibly and effectively juggle caring responsibilities with busy schedules. Deliveroo is also teaming up with Lynx Educate to give riders and their families access to over 1,500 educational courses, including languages, data and business management, and sponsoring 100 riders to pursue higher qualification certificates.
These strategies form part of Deliveroo’s ongoing commitment to support rider growth, development and wellbeing, and deliver the kind of benefits that facilitate a good work-life balance. We hope this positive step inspires other leading market giants to consider the best ways to foster a supportive and inclusive environment for their workforce, ease the work-life burden and recognise the importance of career and skills advancement.
https://hrreview.co.uk/hr-news/diversity-news/deliveroo-offers-free-childcare-hours-to-riders/374848
A pain in the neck (and back) for UK Workers
Did you know that, since 2019, the number of cases of neck and back problems causing economic inactivity in the UK has risen by an astonishing 28%?
As highlighted in a recent report by health and safety experts, Blue Trolley, back problems are causing rising economic inactivity across the UK due to long-term sickness. Worryingly, lower-paid employees are particularly vulnerable as they are taking longer periods of sick leave for back issues.
This raises serious concerns about the impact on both individuals and the economy, and shines a light on the need for employers to take preventative and urgent action.
Blue Trolley has provided some valuable guidance for employees and employers to prevent long-term back issues. This includes highlighting the risks associated with work through health and safety training and risk assessments, maintaining good posture and using the right equipment to safely handle heavy goods, taking regular breaks and having a healthy lifestyle. Early intervention and a proactive approach to workplace safety is crucial in mitigating the long-term consequences of back problems in the workforce.
https://hrreview.co.uk/hr-news/28-rise-in-long-term-sickness-from-back-problems/374730
Businesses are increasingly relying on contractors to guide them through the uncertainty of the current economic landscape. Recent findings from specialist recruiters, Robert Walters, reveal that 32% of employers intend to ramp up their hiring of contractors in 2024, attracted by the benefits of flexibility, specialist expertise and cost savings.
Although some challenges persist, the shift towards contracting shows that employers are taking a pragmatic approach to remain competitive and resilient in the face of rapid change.
https://hrreview.co.uk/hr-news/recruitment/1-in-3-employers-lean-towards-hiring-contractors-in-2024/374790
How to celebrate Pride Month without corporate “rainbow washing”
Observed during the month of June, Pride Month is an annual celebration across the globe that celebrates the resilience, diversity and contributions shown by LGBTQ+ communities every day of the year. For employers, it’s an important event and sends a clear message that your organisation is an inclusive place to work where everyone feels valued and respected.
While Pride is notably marked with colourful outdoor parades and marches, displaying a rainbow flag or simply changing your logo could lead to accusations of “rainbow washing”.
This is a term to describe making superficial gestures without authentically showing commitment to LGBTQ+ rights and equality in practice. It can be seen as piggybacking an awareness month, which could lead to anger and disengagement, and it’s also harmful as it detracts from the true meaning of Pride – a protest against discrimination.
Here’s some suggestions for how to meaningfully celebrate Pride Month, avoid backlash and ensure that your efforts during this month can make a positive and lasting impact for your LGBTQ+ colleagues.
- Commit to year-round inclusion. Show a consistent approach by reviewing your policies, initiatives and company benefits to ensure they are fully inclusive.
- Get people involved. Creating, or elevating, your LGBTQ+ Employee Resource Group can transform the experiences of LGBTQ+ people at work. An ERG can provide useful peer-to-peer support, raise awareness and ensure accountability.
- Educate and raise awareness. Consider hosting inclusion workshops with an external LGBTQ+ advocate/expert, or webinars and events that cover the history of the LGBTQ+ movement, to engage and inform people.
- Share stories and realities – Invite colleagues to share their stories and experiences that provide first-hand accounts from a range of LGBTQ+ voices. Allies can then help spread the word that diversity is celebrated by your business.
- Listen to your employees. Avoid falling into the trap of second-guessing what people want. Speaking to your employees – both LGBTQ+ and non-LGBTQ+ – about what inclusion looks like in your business will help ensure your strategy is right and help get people on board with your vision.
If you feel you’ve fallen short, don’t worry! Use Pride Month as an opportunity to pledge your commitment to being a more inclusive workplace.
Adopting these strategies will demonstrate to your organisation that LGBTQ+ inclusion takes place not just during Pride month, but every day of the year.
Q&A
Can I request evidence from an employee requesting statutory carer’s leave?
Put simply, no! The Carer’s Leave Regulations 2024 prohibit employers from requiring an employee to provide evidence to support their request for carer’s leave. Employees do not need to provide proof of their dependents’ care requirements.
If an employee clocks in 10 minutes late, can I make a deduction from their pay?
If it is specifically agreed in the employment contract, you may be able to deduct pay for lateness. However, before any action is considered it’s important to be fair and reasonable; explore the reasons for the lateness with the individual first (i.e. a family emergency) and always follow your own policies.
Can I demote an employee as a result of a disciplinary?
Depending on the reason, a demotion could be an outcome and a reasonable alternative to dismissal, if a contract clause permits this. However, it’s crucial to follow both a fair disciplinary procedure and your company policies to the letter. Always consult with the individual, obtain their agreement and only consider demotion if it’s proportionate to the findings of a full investigation. If justified, a performance improvement may be a suitable option.
Mental Health Support For Employees
Years of under-investment and then the unprecedented shock of the Covid-19 pandemic have left many areas in the NHS struggling to keep up.
Patients are facing increased delays at almost every stage of their NHS treatment, as the health system struggles to find the resources to deal with the overwhelming demand for mental health.
Seeking help for a mental health problem can be difficult, and you might sometimes face barriers to getting the treatment you need and deserve. Unfortunately, the number of people waiting for community mental health care has risen to 1.2 million, leaving many people stranded and facing frustrating delays in accessing healthcare services.
Talk to Your GP First
You’ll need to talk to your GP to use some mental health services. This is known as a GP referral. Your GP can also talk to you about your mental health and help introduce you to the right mental health service for your needs.
Getting hold of a referral and seeing a specialist may take weeks (if not months) depending on your location and surgery. We understand that for people struggling with serious mental health conditions, this timeline is not fit for purpose.
In-the-moment support for anxiety, stress and depression is indispensable in the same way that someone with a broken leg would need to be rushed to A&E in an emergency.
What other options are available?
Get help through your workplace
If your mental health problem is because of stress at work, your employer might be able to refer you to occupational health service through Employee Assistance Programme (EAP)
An Assistance Programme is a workplace benefit that provides individuals with counselling and access to a range of health and wellbeing services to help overcome any personal or work-related challenges.
Health Assured offers a safe and confidential space for individuals to discuss their issues 24/7, 365 days a year. Our Assistance Programmes are designed to proactively tackle mental health issues head-on, reducing your absenteeism and staff turnover rates, and increasing productivity.
Get help through the private sector
Although it’s not an option for many people because of the financial cost, you might feel it’s the right choice for you to see a private nurse, doctor, psychiatrist, or therapist – either alongside NHS support or instead of it.
Some private companies may provide an online service where you can talk to a registered GP or therapist over video chat or ask questions via a text messaging service. There are a number of different organisations that can help you find a therapist such as the British Association for Counselling and Psychotherapy (BACP).
I've tried everything and I'm still struggling to get treatment
If you’ve already explored all the options your GP has offered, and you haven’t found the help you’re looking for yet, it can feel like you’ve tried everything and nothing works. Unfortunately finding the help you need can sometimes be difficult and can take time.
But it’s important to remember that you’re not alone and that you deserve support.
- Keep trying and don’t give up. If you’ve had bad experiences with the people and professionals you’ve spoken to so far, you could give them another chance – or try again with someone new.
- Develop coping techniques. Planning positive ways to look after yourself while you’re on waiting lists can help you cope.
- Talk to people who understand. Getting support and encouragement from people who’ve been in a similar situation can be valuable, even if they can’t change what you’re going through.
- Talk to Health Assured. We are here 24/7, 365 to provide compassionate support, whatever challenges you face.
How we can help...
Blue Tree HR Solutions have partnered with Health Assured to make it easy for employers to provide an award-winning Employee Assistance Programme to their employees.
If you have any questions about how an Employee Assistance Programme could benefit your team or any other employee-related query, please get in touch.
Email us on info@bluetreehr.uk or call 01787 695084
HR Investigations
Watch our short video which outlines the process for workplace investigations.
If you need any support during a workplace investigation please get in touch.
Or
