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Right To Work Checks – Employers Guide

Posted on by Melanie

How to Conduct Lawful Right To Work Checks

If you’re hiring someone new, before they start, you need to make sure that they have the legal right to work in the UK.

A quick check at the right time can save you from fines, tribunals and major disruption later on.

Here’s our step-by-step guide to conducting lawful right-to-work checks.

The 3 ways to check right to work

The law gives you three different ways to check someone’s right to work. Which one you use depends on the person you’re hiring:

  • For most people, a manual document check is still the standard option.
  • If they’re a British or Irish citizen with a valid passport, you can choose to use a Digital Verification Service instead.
  • If they have a digital immigration status (eVisa), you’ll need to use the Home Office’s online service with a share code.

Each method has its own steps, but whichever you choose, you must follow it exactly to protect your business from liability.

  1. Manual document check

This is your hands-on approach and it has to be done properly to count.

You need to:

  • Obtain original documents from the person, choosing from the government’s List A (permanent right to work) or List B (time-limited right to work).
  • Check that the documents are genuine and belong to the person. This must be done in their presence, either face-to-face or over a live video call, while you hold the originals. Look carefully at:
    • The photo and date of birth: do they match the person in front of you?
    • Expiry dates: has the document or visa run out?
    • Work restrictions: are there limits on the type of work or hours?
    • Name differences: if names don’t match across documents, ask for evidence (e.g., a marriage certificate) and keep a copy of this supporting document
  • Copy and keep the documents in a format that can’t be altered (e.g., PDF or JPEG). Record the date of the check clearly. Keep the copy securely for the whole period of employment plus two years, then destroy it safely.
  1. Digital Verification Service (DVS)

If your new hire is a British or Irish citizen with a valid passport (or Irish passport card), you can use a Digital Verification Service to prove their identity and right to work. It’s quicker than a manual check because the provider verifies the passport digitally.

But here’s what to know:

  • This only works for British and Irish passports, no other nationalities.
  • You must choose a provider that meets government standards, otherwise the check may not be valid.
  • Even if you use a provider, you’re still legally responsible for getting it right. If something goes wrong, the liability is yours, not the provider’s.
  • You must keep a copy of the check for the length of employment plus two years, just as you would with a manual check.
  • You still need to check that the person in front of you (in person or via video call) matches the photo and details provided.

Used correctly, DVS is a fast, secure way to check passports. But the responsibility always stays with you, as the employer, that you have conducted the check correctly.

  1. Home Office online check

For many workers, especially those with an eVisa or digital immigration status, the Home Office online service is the only valid way to check right to work. The process is simple, but there are rules you need to follow:

  • The worker generates a share code online and gives it to you, along with their date of birth.
  • You must enter these details yourself on the government’s official service (“Check a job applicant’s right to work”), it’s not enough to look at what the worker shows you on their screen.
  • The system gives you a profile page with the person’s photo and details of their permission to work. You must check that the person in front of you matches that photo (either in person or via video call).
  • If the worker has restrictions, such as limited hours, these will be shown. You can only employ them within those conditions.
  • You must download or print the profile page and keep it securely for the whole period of employment plus two years afterwards.

This online system is the only way many people can prove their status now, as physical documents, like Biometric Residence Permits, are being phased out.

When to use the Employer Checking Service (ECS)

In some cases, you won’t be able to complete a manual or online check, for example, if someone has an outstanding Home Office application, appeal or their digital status isn’t available.

In these situations, you can ask the ECS to confirm whether the person has the right to work. If they do, the ECS will issue you with a Positive Verification Notice, which gives you a statutory excuse for six months.

Understanding document lists

When you carry out a manual check, the law sets out two official lists of documents you can accept.

  • List A covers people with a permanent right to work in the UK. If their documents are from this list, you don’t need to check again.
  • List B covers people with a temporary right to work. If their documents are from this list, you’ll need to do a follow-up check when their permission is due to expire.

List A: Permanent right to work

These documents mean no follow-up checks are needed.

Examples include:

  • A current or expired British or Irish passport
  • A UK birth or adoption certificate plus a National Insurance number

Once you’ve checked these properly, your responsibility ends there.

List B: Time-limited right to work

These documents have an expiry date.

Examples include:

  • A current passport showing a visa with time-limited permission to stay
  • A biometric immigration document that allows certain types of work

For these, you’ll need to do a follow-up check on or before the date that their permission expires to keep your statutory excuse.

Compliance and common mistakes

Most business owners need to watch out for:

  • Expired Biometric Residence Permits
  • Inconsistent checks across the team
  • Forgetting follow-up checks for time-limited visas
  • Irish citizens needing specific documentation
  • EEA citizens requiring proper UK immigration status
  • Accepting invalid or expired documents

Your essential compliance checklist:

  • Check documents before day one
  • Record the actual date the check was carried out
  • Keep dated copies securely for the duration of employment plus two years
  • Set calendar reminders for follow-up checks on time-limited visas
  • Apply checks consistently to everyone, including British citizens
  • Destroy documents securely after the retention period

The risks of getting it wrong

Miss these checks and you could face:

  • Fines of up to £60,000 per illegal worker
  • Potential criminal prosecution
  • Possible imprisonment of up to 5 years
  • Business closure notices
  • Loss of sponsorship rights

Discrimination matters

One crucial rule is to apply checks exactly the same for everyone. This includes British citizens, don’t assume anyone is exempt.

No assumptions based on:

  • Name
  • Accent
  • Appearance

Let’s make this simple

Immigration rules change quickly and the details can be hard to track.

If you’re not sure whether your current process is watertight, it’s worth getting an expert view before it becomes a problem.

Book a 30-minute check with us. We’ll:

  • Review your current hiring process
  • Spot potential risks
  • Give you a clear, actionable plan

Important: This guide contains general advice. Always check the specific details for your situation with an expert.

What to do when a new hire isn’t working out during probation

Posted on by Melanie

What to do when a new hire isn’t working out during probation

What to do when a new hire isn’t working out during probation

You hired someone promising. Three weeks in, your gut’s telling you something’s off.

Probation exists for exactly this reason but handling it fairly while protecting your business can be tricky.

What probation actually means

Probation isn’t a legal requirement. It’s a contractual trial period where you can use shorter notice periods (typically one week instead of a month) and may withhold contractual benefits, like private healthcare, depending on your contract terms.

Your new employee still has statutory rights from day one: minimum wage, holiday pay and protection from discrimination. These apply regardless of probation.

How to manage probation properly

Set clear expectations from the start

Give your new hire a proper job description with specific, measurable goals for their first three months.

Tell them your standards and what doing a good job looks like in your business.

Get the basics right

A proper induction sets them up to succeed. Show them how you work, introduce the team and schedule essential training.

If they struggle after you’ve done everything right, the issue is unlikely to be your onboarding.

Review regularly and keep notes

Have weekly check-ins at first, then monthly once settled. Document discussions, progress and agreed actions.

Send summaries afterwards so everyone’s clear. Address problems immediately with specific feedback.

Give them a chance to improve

When someone’s struggling, identify why. Often small adjustments work: extra training, clearer instructions or different working arrangements.

Ask what would help, they might have solutions you haven’t considered.

When things still aren’t working

Consider extending probation

If you need more time to decide, you can extend probation, usually by a month. Put it in writing, explaining why and what they need to achieve.

Extensions are only valid if your employment contract allows for them. Avoid multiple extensions.

If you need to dismiss

Sometimes it doesn’t work out. You still need to follow a fair process: meeting in writing, explain reasons, let them respond, confirm decision in writing, offer a right to appeal.

This reduces the risk of discrimination or automatic unfair dismissal claims, which employees can bring even with less than two years’ service.

Consider upcoming changes

Proposed changes in the Employment Rights Bill could introduce day-one protection from unfair dismissal, with many changes expected to phase in from late 2026 into 2027. Details are still subject to Parliament and consultation.

Either way, tightening your probation process now is a smart move. Document your approach, train managers on reviews and get comfortable with timely talks about how people are doing.

Making probation work for you

Good probation management is straightforward: set clear expectations, review regularly, document everything and act on problems quickly.

Not sure if your probation process would stand up to scrutiny? Worried about handling a failing probation?

Drop us a message for a confidential chat about protecting your business while treating people fairly.

Eco-friendly office initiatives for employee wellbeing

Posted on by Melanie

Gone are the days that corporate social responsibility (CSR) is just a tick box exercise. Sketch Studios uncovered that 24% feel their mental and physical health is impaired by a workplace that is not environmentally friendly. And if you have a large workforce, that’s quite a lot of unhappy staff!

Today, we’ll discover how sustainability drives wellbeing in the workplace, the role it plays in enhancing mental health and how you can implement an eco-friendly office initiative.

How Sustainable Workplaces Drive Wellbeing?

Just like how our home environment can impact how we feel, our working environment can too. Whether there’s too much noise, lack of ventilation, overcrowding and the like can cause a lot of friction in the workplace and negatively impact your staff’s productivity.

Here are some ways sustainable workplaces drive and affect wellbeing.

Improve indoor air quality

The British Journal of Psychiatry has proven that, in general, poor air quality can affect mental health. This also includes the workplace, and it’s up to organisations to ensure they have the right HVAC systems in place to provide quality, clean air.

Access to natural light

Natural light has an effect on our circadian rhythms, eye strain, mood, focus and concentration. Poor light levels can have adverse effects in the workplace, as uncovered by Workplace Insight. When asked about the main irritations with office illumination, issues cited included not being able to control the lights (34%), artificial light being too bright (33%) and discomfort due to sunlight glare (28%).

Flexible workspaces

To meet diverse needs in the workforce, it’s important to have flexible workspaces (bonus points if they’re made from sustainable materials). This is especially true if you have an open-plan office. Breakout areas and private meeting rooms allow staff to conduct independent working, or collaboration in small groups.

Green commuting initiatives

Corporate cycle to work schemes, electric vehicles, carpool initiatives, public transport passes – these are all examples of green commuting initiatives employers can offer to staff. They give employees the choice to commute in a way that suits their needs in a sustainable way.

Access to nature

Whilst it may not always be possible to have the best landscaping around your work premises, there is strong research to suggest indoor nature contact at work can significantly reduce work-related stress. Indoor gardens, desk and/or ceiling plants are just some ways to enhance your work environment and employee wellbeing.

The Role of Sustainable Workplaces in Enhancing Wellbeing

When thought has been given to building a sustainable workplace, you can enable positive mental and physical wellbeing for all. With 1 in 5 admitting work has been impacted by high levels of pressure and stress, employers need to do more to lessen work-related stress and eventual burnout.

Here are just some of the ways sustainability plays a role in enhancing wellbeing in the workplace.

Promoting work-life balance

Organisations have that a  flexible working policy are in good stead for promoting work-life balance. This is because it gives employees more control over their schedules, allowing them to work when they’re at their best.

If you adopt and on-site working mode, this is still relevant. Proper lighting (especially access to abundant natural light), ergonomic work desks and access to employee assistance programmes (EAP) are just some ways you can contribute to the happiness of employees.

Employee engagement programs

Employee-driven workplaces empower your staff to lead projects and initiatives that benefit all. Whether that’s DE&I, charity fundraisers, peer-to-peer training, employee engagement programs allow staff to implement positive changes and influence one another for the better.

Social connections and community building

Community building in the workplace is important for mental health. After all, humans are naturally social beings. A sustainable workplace should recognise this and encourage teamwork and collaboration to build a sense of belonging. This could be through regular socials, team-building activities, prize initiatives and the like.

Noise reduction strategies

Whether you operate in a lively office or warehouse that uses heavy machinery, noise reduction strategies are crucial for employee mental health. Noisy offices can cause stress, particularly if it’s open plan. Offering noise-cancelling headphones and quiet working zones are just some ways you can mitigate this.

Steps to implementing

Now that we know how important eco-friendly office initiatives are for employee wellbeing, how do we actually apply them?

Leadership commitment

What happens up top trickles down, so you need to ensure leadership and management teams are well versed in the sustainable practices you’ve implemented in your workplace, and ensure they practice them through and through. Set clear goals for your initiatives and lead regular training sessions with your leadership team(s) to keep them accountable.

Employee involvement

Want to improve your CSR? Involving employees in the decision-making process is key. Run surveys and focus groups to really understand what employees are experiencing, as they’re the ones your sustainability efforts will affect the most. If your organisation already has an EAP or other wellbeing functions, it’s important you regularly encourage your employees to use them not just because they’re perks, but because it’ll boost their wellbeing in and out of work.

Implement green practices

According to People Management, prospective job candidates are scrutinising sustainable practices when making informed decisions about their next role. Do more than just adding a recycling bin in your office. Ensure you have other green practices such as waste-specific bins for plastics, mixed and general waste. It’s also important to shout about any initiatives that contribute to being a zero-waste company through your internal comms, press releases and job adverts.

Focus on employee wellbeing

To uphold a sustainable workplace, you’ll need to focus on employee wellbeing. Workstation assessments, mental health support, providing healthy snacks, and spaces for regular check-ins are just some ways you can do this as an employer. This can even extend to your office décor. If allowed, having natural greenery can help productivity levels and even aid in reducing work-related stress.

Measure and evaluate

Not all sustainable office implementations go to plan. That’s why it’s important to have goals you want to measure, and a way to evaluate their effectiveness on a regular basis. Perhaps you find that recycling bins aren’t being used properly because they aren’t properly signposted, or no one is using the one-to-one spaces you’re offering but would rather speak to someone impartial. For the latter, EAPs are incredibly handy, as they can provide mental health support from an outsider’s perspective with no bias.

Continuous improvements

You can’t just implement new processes and hope they stick. There’s always room for improvement, so use your evaluations to improve your sustainability goals. You can implement new wellness programmes, use technology to track your progress and gather regular feedback to see where bottlenecks are. Not only will this streamline your sustainability efforts, but it will show your employees you care.

EAP the employee benefit that your workforce wants and needs

If you’re an employer, you have a duty of care to your employees. And whilst it’s important you encourage openness in the workplace, sometimes certain stressors can get on top of us, which may not always be due to work.

An EAP can provide confidential legal, occupational and mental health services for employees as part of your wider corporate wellbeing programme. At HA | Wisdom Wellbeing – the UK’s leading provider – we believe in 24/7 support for all, as this ensures your employees have someone to talk to anywhere, anytime.

Plus, with a comprehensive EAP such as ours, your employees can benefit from our mental health first aid courses. This will equip them with the skills to create action plans to help their fellow colleagues and guide them toward professional help if needed.

Conclusion

From ‘green’, eco-friendly initiatives to wellbeing programmes – there’s a spectrum for what constitutes a sustainable workplace. A truly sustainable workplace must encompass everything that contributes to the wellbeing for all. Be it through office décor, recycling schemes, CSR and employee wellbeing.

After all, everything a business does must be in service of bettering its offering for a competitive advantage. That means ensuring your staff are well looked after, they practice your values and create an environment that attracts top talent

 

Blue Tree HR Newsletter February 2025

Posted on by Melanie

February 2025 News

HR Policy Checklist for 2025

I can’t stress enough how important policies are. They are your business’s instruction manual and ensure that you…

• Stay legally compliant
• Set clear expectations
• Act consistently and fairly
• Protect you and your business

And with the new laws that Labour are introducing, it’s vital to make sure you have the right policies in place.

Do you have the right policies in place for 2025?

The Chartered Institute of Personnel and Development (CIPD) provides comprehensive guidance on HR policies that UK businesses should consider implementing.

While some policies are legally required, others are recommended to promote best practices and align with organisational objectives.

Here are the policies you legally need to have:

Health and Safety Policy: This policy is mandatory for organisations with five or more employees and outlines the company’s commitment to maintaining a safe working environment.

Disciplinary and Dismissal Policy: Employers must have clear procedures for managing employee misconduct and performance issues.

Grievance Policy: A grievance policy provides a structured process for employees to raise concerns or complaints about workplace issues, ensuring that they are addressed promptly and fairly.

For a full list of policies you SHOULD have, please get in touch with us today.

Race Discrimination claim upheld

manager and staff worker in open conversation - Blue Tree HR Solutions custom HR solutions

A recent tribunal ruling on race discrimination at a Norfolk hotel serves as a stark reminder of the importance of building a truly inclusive workplace.

Despite reporting incidents, management failed to investigate a staff member’s concerns about racist remarks adequately, leading to claims of institutional racism. This has resulted in legal repercussions and damage to the organisation’s reputation.

A robust anti-discrimination policy could have prevented this. Managers should also have received training on how to handle complaints appropriately and on how to foster a culture where employees feel respected and heard.

https://www.hrmagazine.co.uk/content/news/tribunal-backs-hotel-receptionists-race-discrimination-claim

The key to successful coaching

Coaching can be a transformative tool for personal and professional growth, but it only works when all parties are ready and willing to engage.

As Clare Norman highlights in this article, assessing “coachability” is critical. Employees must be open to change, think proactively, and prepare for the process. For small business owners, ensuring that coaching is the right fit at the right time can significantly improve outcomes.

If you’re considering coaching for your team, let’s discuss how to set the stage for success.

https://www.peoplemanagement.co.uk/article/1897260/why-coaching-works-parties-board

Sexual misconduct reports surpass malpractice disclosures

Research by whistleblowing platform, SafeCall, found that 70% of employees are likely to report sexual misconduct or bullying, compared to lower rates for issues like data misuse (56%) and unfair treatment (53%). It also found that younger workers are less likely to report misconduct than older colleagues.

This emphasises the need for clear reporting policies, transparent workplace cultures and leadership commitment, to encourage a safe environment for addressing all types of misconduct.

https://www.hrmagazine.co.uk/content/news/employees-more-likely-to-report-sexual-misconduct-than-malpractice

4 ways to make your employees LOVE working for you

Creating a workplace where people feel valued and motivated isn’t just good for your employees; it’s great for business, too!

Here are four key ways to build an environment where people love to work:

1️⃣ Recognise their efforts

A simple “thank you” or acknowledgement of a job well done can go a long way. Celebrate big and small wins to show appreciation for their hard work.

2️⃣ Develop growth opportunities

Provide clear paths for career development. Whether it’s training, mentorship or promotions, employees need to know that they can grow with you.

 

3️⃣ Prioritise work-life balance

Respect boundaries, offer flexibility and create policies that support mental and physical well-being. Happy employees are productive employees!

4️⃣ Show that you care

Take an interest in their well-being, both at work and outside of it. A little empathy and understanding can make a huge difference.

Get in touch if you would like to improve the performance and engagement of your employees.

Q&A

What should I do if an employee fails to attend a disciplinary hearing?

First, you should make reasonable efforts to reschedule. If the employee repeatedly fails to attend without a valid reason, you can make a decision based on the evidence you have available. Before deciding, you will need to consider company policy, the employee’s record, reasons for absence and medical opinions. It’s best to contact an expert for guidance. We can help.

Do apprentices have the same rights as employees?

Apprenticeships are a great way to get work experience while training and studying for qualifications. They have the same rights as those legally classed as employees. However, there is a separate National Minimum Wage rate for apprentices.

My employee has been sick for 4 days, do they need a fit note?

If someone is off sick for 7 calendar days or less (including weekends), they do not need a fit note. They can tell you they’re not well enough to work without medical evidence and should still be paid the amount of sick pay they’re entitled to.

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Employers Checklist 2025

Posted on by Melanie
Click here for Employer's Checklist for 2025

Blue Tree HR Newsletter January 2025

Posted on by Melanie

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.

https://hrreview.co.uk/hr-news/future-of-work-hr-news/brits-set-to-spend-25-years-of-their-lives-working-on-screens/376383

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.

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An introduction to salary benchmarking

Posted on by Melanie

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.

Image of man looking at laptop, using Breathe HR

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

Posted on by Melanie

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.

https://www.peoplemanagement.co.uk/article/1887801/two-five-employees-not-think-manager-trained-enough-survey-finds

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.

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Blue Tree HR Newsletter October 2024

Posted on by Melanie

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!

Staff laughing with eachother while they work - taken care of by the best HR solutions company Blue Tree HR Solutions

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?

https://thehrdirector.com/business-news/the-workplace/ghost-jobs-acting-wage-11-viral-workplace-buzzwords-need-know/

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.

https://hrzone.com/rising-workplace-loneliness/

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.

Click here to book a call

How unconscious bias can affect employee engagement and retention

Posted on by Melanie

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.

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