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Category: HR advice

HR support for small businesses: A cost-effective solution for compliance and efficiency

Posted on by Blue Tree HR

2024 went by fast and in 2025, we are all about saving you and your small businesses time!

At Blue Tree HR Solutions we understand the complexities and struggles in regards to HR support for small businesses. And we as a team understand the importance of compliance regulations and the headache that comes with the time-consuming administration within small companies. Whether retained HR services are required or an ad hoc HR consultant is necessary, we treat every client and issue with the utmost importance and security.

Hopefully using this blog we will give you a greater understanding of what we can offer, in terms of HR support for small businesses. And how we can assist with every HR question, advice or documentation. Small businesses are the heart of our business and we believe the people are what makes them so amazing to work for.

Whether via phone, email or face-to-face meetings, at Blue Tree HR Solutions, we are here to offer flexibility to your every HR need!

 

Compliance risks

As experts in HR support for small businesses, with over 20 years of experience and a consistently high-performance history, we understand the significant importance of accuracy when following compliance regulations.

Whether using us as a freelance HR consultant, for advice on accuracy or the development of documents, or using us as a retained member for all HR requirements. We will ensure all provisional contracts and documents are formed with accuracy and follow all requirements necessary. While also ensuring that matters of grievance and disciplinaries are followed with insurance of legality and ethics while supporting management through communication and advice.

Time consuming tasks

At Blue Tree Hr Solutions we offer the alternative of outsourcing HR whether the job is big or small, we take things off your hands and ensure that you can save yourself valuable time and effort. Whether a one-time use, occasional use or full-time HR management, we take the time to dot the I’s and draw the T’s.

As a freelance HR consultant, this often allows a more cost-effective alternative to an in-house HR department, we offer one-time uses and freelance HR support for small businesses, with expertise in advice and the provision of policies.

Limited resources

As a versatile company that works with a variety of companies of a variety of sizes, we understand that some small businesses may not have the budget or workforce to dedicate to an internal department of HR. This is how we, as a company, can offer HR support for a small business, with a freelance HR consultant, we’re able to offer flexible services on your terms, leading to a more cost-effective solution.

We understand that it is easy for a small business to become overwhelmed with the string of HR documentation and evolving compliance laws. We offer a solution that allows your company to be focused on your needs, whilst we take care of HR support and ensure complete accuracy and time-saving flexibility.

Expertise

With over 20 years of experience and heavy expertise in HR support for small businesses, we’re able to offer you our knowledge and understanding with any HR query you may have. From employee handbooks and policies to supporting management and recruitment onboarding, we’re able to offer a cost-effective solution to the standard in-house departments that a small business may not have the resources to offer.

Not only are we cost-effective and versatile, but we also enable your company to take control of your valuable time and ensure that you retain accurate and in-depth knowledge when needing advice and support.

 

Contact us for expert HR support for small businesses

If you would like more information on why our services are important for your business, check out our blog on “Why is HR advice for small businesses important?” For more information on our services, contact us now.

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.

Contact us
Book a Call

Our top 7 best practices for inclusivity in the workplace over the holidays

Posted on by Blue Tree HR

With the holiday season here, many are looking forward to the celebrations that are ahead. However, it is important to also recognise that not everyone celebrates Christmas. Particularly this time of year, you’ll want to ensure that there is inclusivity in the workplace so that everyone feels valued and respected regardless of their cultural, religious or personal practices and beliefs.
Inclusive holiday celebrations can greatly impact team morale, strengthen bonds and ensure that everyone feels part of the celebration. Our expert HR services and solutions can help you create inclusive workplaces that your team will appreciate.

Why inclusivity in the workplace is important during holiday celebrations

At Blue Tree HR Solutions we understand that workplaces include people from different cultures and religious backgrounds as well as personal beliefs. While traditional holiday celebrations can be great and meaningful for some, they can unintentionally alienate or exclude some employees. By taking an inclusive approach to this holiday season and leveraging HR services and solutions, you’ll be able to ensure that everyone feels valued and included. In this blog, we’ll explore our 7 top ways to make your workplace festivities thoughtful and welcoming for everyone.

1. Go seasonal and neutral with the decorations

One simple consideration when it comes to the holidays is how you decide to decorate the office. With Christmas being a season based on Christianity, some decorations that are religiously themed may alienate members of staff. By choosing decorations that are non-religious and perhaps more seasonal you can go for a theme that everyone enjoys. You could also ask employees to suggest ideas for creating a festive atmosphere that resonates with everyone.

2. Use inclusive language

To increase inclusivity in the workplace, simple changes like saying ‘Happy Holidays’ rather than referring to specific traditions can make a difference in how people feel about seasonal greetings.

3. Recognise other holidays

If you have staff members who celebrate other holidays, why not make space to celebrate or acknowledge other cultural and religious holidays too? This could be a brilliant opportunity for your members of staff to learn about other holidays that are different to their own and encourage inclusivity in the workplace.

4. Accommodate dietary needs

When it comes to seasonal parties, there’ll often be meals planned or snacks offered as part of the celebrations. It’s important to consider all dietary restrictions, preferences and allergies so that no one feels left out.

5. Offer alcohol-free options

With many people preferring not to drink alcohol for a variety of reasons including religious reasons, or even if they’re driving, by hosting celebrations that offer non-alcohol options for drinks you will ensure that everyone feels welcomed.

6. Establish guidelines for respectful behaviour

By letting staff know what kind of behaviour is expected at office parties you can ensure a positive experience for everyone. This can be achieved by engaging employees in the planning process to understand what works best for your team to promote inclusivity in the workplace.

7. Celebrate end-of-year achievements

You could take the end of the year as a time to celebrate the accomplishments of the team and express gratitude for everyone’s contributions. By recognising your team’s efforts, you can create a supportive environment that makes staff feel valued and appreciated.

Making the holidays bright for everyone

The holiday season is a great time to celebrate and it’s also a brilliant time to bring your team together and thank the unique individuals who make up your workspace for their hard work throughout the year. By considering everything from decorations to communications used and the celebrations themselves, you can make sure that no one feels left out. By creating inclusivity in the workplace, you respect the diversity of your team and create a workspace that is connected and has a sense of togetherness.

Contact us if you need help making your workplace inclusive

We hope you’ve enjoyed reading our blog on inclusivity in the workplace, over the holidays. You may also want to read our manager’s guide to a fun Christmas at the office for more tips on keeping the office enjoyable for all but also respectful this time of year.
If you would like any more information or to get in touch with us regarding HR services and solutions, you can contact us for support and we’ll be happy to help. We offer expert HR solutions, retained or ad hoc HR for small businesses across Essex.

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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Book a Call

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.

Contact us

Blue Tree HR Newsletter June 2024

Posted on by Melanie

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.

  1. Commit to year-round inclusion. Show a consistent approach by reviewing your policies, initiatives and company benefits to ensure they are fully inclusive.
  2. 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.
  3. 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.
  4. 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.
  5. 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

Posted on by Melanie

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.

Woman sat at desk looking stressed out at work. She needs Bleu Tree HR Solutions HR service solutions to help take care of her mental health.

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.

  1. 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.
  2. Develop coping techniques. Planning positive ways to look after yourself while you’re on waiting lists can help you cope.
  3. 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.
  4. Talk to Health Assured. We are here 24/7, 365 to provide compassionate support, whatever challenges you face.
Man sat at desk looking stressed out about work. He needs Blue Tree HR Solutions HR service solutions to take care of his mental health.

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.

For More information follow the link

Partner (healthassured.org)

Click here

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

Posted on by Melanie

Watch our short video which outlines the process for workplace investigations.

If you need any support during a workplace investigation please get in touch.

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How HR service solutions can help you prioritise mental health in the workplace

Posted on by Blue Tree HR

World Mental Health Day is on the 10th of October each year, and it serves as a reminder of the importance of mental health and well-being in our lives.

In the fast-paced world of business, where the demands can be relentless, maintaining the mental health of employees is key to maintaining a healthy workplace and workforce.

A workplace that has discarded care for the mental health of staff can breed a whole array of serious issues – some that could even result in the downfall of your company.

For SMEs, this challenge can be particularly daunting.

This is where Blue Tree HR Solutions can help. With our range of HR service solutions (from Ad Hoc HR, Retained HR and HR support for small businesses) we have everything needed to help you care for your employee’s mental health and ensure continued productivity.

Here’s why taking care of your staff’s mental health is essential to a successful business, and how our HR service solutions can help make this task easier.

 

What is World Mental Health Day and why is it important

World Mental Health Day is a global reminder that aims to raise awareness about mental health issues and promote open conversations surrounding mental well-being.

One of the most common causes of decreasing mental health in many people’s lives is working in a high-stress workplace. In fact, 1 in 6.8 people in the UK experience mental health problems in the workplace.

For businesses striving for growth and success, the well-being of their employees should always be at the forefront if they wish to achieve this. Unfortunately, this isn’t always the case.

World Mental Health Day is an opportunity to educate people on why mental health is important, and how we can better take care of ourselves, our friends, our staff and those around us.

Here’s how our HR service solutions can help.

Woman sat at desk looking stressed out at work. She needs Bleu Tree HR Solutions HR service solutions to help take care of her mental health.

What can neglected mental health support result in for SMEs?

SMEs face unique challenges when it comes to managing employee mental health. Limited resources and expertise often result in employees not receiving the appropriate support – which can in turn slowly eat away at the success of the company, without management realising.

The most obvious result of receiving little or no mental health support at work is a negative work environment. A negative work environment can lead to conflicts, reduced morale, and decreased collaboration among team members. This can even affect the reputation of the company.

Those struggling with mental health will often experience a sense of dread when it comes to going to work. This means there is a higher chance that staff will miss work days due to mental health, anxiety and depression. While this situation is terrible for the affected employees, it also has a ripple effect on their colleagues and the company as a whole. It places an additional burden on other team members as they will often pick up the extra workload – which can feel unfair.

Not receiving proper support can also result in increased levels of employee burnout and stress, which can significantly impact productivity and efficiency. Down the line, this will lead to higher employee turnover rates, as overworked and stressed employees seek new job opportunities.

The above issues all contribute towards your company paying out more money than it should be. From hiring and training new employees and spending precious time resolving conflicts to employees not working as effectively due to a negative work environment, or missing days to not working at all, not prioritising employee mental health will cost you more than you can ever imagine.

For those who are struggling to provide the right mental health support, this thought can be terrifying. However, some people can help – like us!

For SMEs who don’t have the resources to provide an in-house HR department, Blue Tree HR Solutions is here to bridge the gap with our bespoke HR service solutions, and help you manage your employee’s well-being!

 

Ad hoc HR

Our Ad Hoc HR services are designed to provide businesses with flexible and on-demand HR support. Blue Tree HR Solutions recognises that SMEs may not require full-time HR personnel, but they still need assistance with HR-related tasks and employee concerns.

Here’s how our Ad Hoc HR service solutions can help your business provide better mental health support:

HR advice for small businesses: In times of crisis or when employees are facing mental health challenges, having a reliable HR partner to turn to can make a significant difference. Blue Tree HR Solutions offers immediate support and advice to help management identify, address and resolve issues, helping to reduce stress and anxiety among employees.

Conflict resolution: Workplace conflicts can take a toll on all employees’ mental health. Our Ad Hoc HR means our team is on hand to offer support and advice to assist in resolving conflicts and fostering a healthier work environment.

 

Retained HR

Our Retained HR service solutions mean we can provide expert HR to SMEs who require ongoing support, ensuring HR needs are consistently met.

Here’s how our Retained HR can help you provide support to your employees:

Policy development: Blue Tree HR Solutions can assist in creating and updating documents and contracts that can support mental well-being in the workplace. This could be by amending policies and procedures to make sure they promote a positive workplace culture – such as anti-discrimination policies and accommodations for employees with mental health conditions.
This could also be by updating contracts of employment to implement flexible work arrangements.

Expert HR software: When you choose our Retained HR service solutions, you gain access to BreatheHR. This incredible HR software simplifies employee engagement, progress and tracking, making it a breeze.

With BreatheHR, you can easily connect with your employees daily, and they can connect with you.

It offers a discreet way for employees to request one-to-ones and request extra training if they are feeling overwhelmed. The programme gives management the option of leaving kudos to staff members, thanking them for their hard work, while also having the option to offer advice and suggestions to help make their working day easier.

It also provides a clear timeline of employee sick leave, allowing you to proactively address any patterns of missed workdays. This is something that could otherwise slip under the radar without the help of BreatheHR.

Choose BreatheHR today!

Regular check-ins: Our Retained HR service solutions include regular check-ins with our clients. This means you’ll be able to voice any concerns and problems your SME is having, and we’ll provide expert advice and HR support for small businesses.  

 
Man sat at desk looking stressed out about work. He needs Blue Tree HR Solutions HR service solutions to take care of his mental health.

HR support for small businesses

Here are some more steps you can take to begin implementing mental health support in your workplace:

Open communication: Promoting open communication between staff and leadership is essential for a positive workplace. When employees feel comfortable expressing themselves openly and truthfully to their superiors, they become more inclined to voice concerns that may be affecting their mental health.

This proactive approach allows businesses to tackle potential issues before they escalate into major problems.

Provide access to resources: Supply staff with available mental health resources, including crisis hotlines, professional counselling services, and community support groups. These resources serve as a lifeline for individuals who may be dealing with various mental health challenges.

By offering guidance and access to these valuable services, management can empower employees to seek help and build a workforce that prioritises mental health.

Reduce workloads: Ensuring that workloads are not only manageable but also well-balanced is key to preventing excessive stress among employees.

By actively monitoring workloads and spreading them out where possible, management can create a positive workforce who can perform at their best without sacrificing their well-being.

Promote a work-life balance: Encouraging employees to maintain a healthy work-life balance by setting boundaries will drastically help employee well-being. By disconnecting from work during non-working hours, employees can properly relax, reset and come back to work refreshed.

Actively discourage working overtime, or taking work calls outside of work hours. Encourage employees to leave work at work!

Of course, Blue Tree HR Solutions will be able to offer advice and HR support for small businesses to help you implement the above strategies into your workplace culture! Contact us today to learn more about our HR support for small businesses or HR service solutions.

Choose Blue Tree HR Solutions for bespoke HR service solutions

With World Mental Health Day on the way, it’s time to prioritise the mental well-being of your employees.

With the help of expert HR service solutions provider Blue Tree HR Solutions, all SMEs can provide the mental health support their staff deserve, and in turn, invest in the future success of their company.

Whether you need Ad Hoc HR, Retained HR, HR support for small businesses or bespoke HR service solutions, our team can help. Get in contact today, or take a look on our website at our range of services!

Happy World Mental Health Day!

Blue Tree HR deliver expert HR solutions for all businesses, regardless of size. We can offer comprehensive HR support either on an ad-hoc or as a retained service.

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11 Bullfinch Dr, Halstead CO9 9DE

01787 695084

info@bluetreehr.uk

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Blue Tree HR deliver expert HR solutions for all businesses, regardless of size. We can offer comprehensive HR support either on an ad-hoc or as a retained service.

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Get In Touch

1 Second Ave Bluebridge Industrial Estate Halstead Essex CO9 2SU

01787 695084

info@bluetreehr.uk

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To stay in the loop, sign up for our newsletter below! 

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