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Amendments to the Employment Rights Bill 2025

Posted on by Blue Tree HR

The amendments to the Employment Rights Bill 2025 have taken another leap in the legislation process and are one step closer to being released and are expected to come into force in 2026. 

The Employment Rights Bill 2025 is important for all employers, HR representatives, and, of course, employees, and is one of the biggest overhauls of employment laws of this generation, creating a mass reconstruction of the current employee laws.

Currently, after a back and forth, the House of Commons is reviewing all the suggested changes from the House of Lords, before it goes back to them for further assessment. 

So let’s go through some of the biggest changes to the Employment Rights Bill 2025 

Statutory Sick Pay 

Currently, in the Employment Rights Bill 2025, statutory sick pay (SSP) is £118.57 per week, paid by the employer for up to 28 weeks. To be eligible for SSP, a three-day waiting period is required (unless the employee has had sick pay in the past eight weeks), and the employee must earn a minimum of £125 per week.

 

In the amendments to the Employment Rights Bill 2025, SSP will become available from the first day of sickness, scrapping the three-day waiting period, and every employee will qualify. The payment routine will stay the same; however, for those earning below £125 per week, a payment will be calculated at 80% of their current rate, or the flat rate will be applied – whichever is lower. 

Zero-Hour Contracts 

In the current Employment Rights Bill 2025, a zero-hour contract means that the employee is not guaranteed any hours of work and is used to offer work only when it is available. This contract still allows those on it to be entitled to statutory employee rights; however, the contract was designed for two-way flexibility, and evidence suggests it has been exploitative towards employees.  

The amendments to this section of the Employment Rights Bill 2025 have been designed to restrict the exploitative side of zero-hour contracts. It suggests that employers should offer employees on zero-hour contracts guaranteed hours of work that reflect the number of hours they have worked over a period of time. The preference for this period of time is 12 weeks; however, it has not been confirmed. 

To qualify for this amendment, the employee should be on a zero-hour/sub-zero-hour arrangement or even a low-hours arrangement. The offer of guaranteed hours may be exempt if, within 12 weeks, the employee resigns, is fairly dismissed, or their temporary contract ends. 

The amendments to the Employment Rights Bill 2025 include reforming the rights to reasonable notice to shift changes, notices, and cancellations. 

Agency Work 

An agency worker is someone who works through an agency, temporarily for a hirer – some models will work through an agency. Key aspects of an agency contract are that they must receive two information sheets showing how they are paid, how much they are paid, and how much they deduct, among other things.

In the reformed version of the Employment Rights Bill 2025, agency workers have the right to be offered guaranteed work the same way those on zero-hour contracts are, yet the end hirer must be responsible for this, and the agency can still include fees such as transfer fees. However, they are both jointly responsible for shift notices. 

Start preparing for the amendments of the Employment Rights Bill 2025 

These will be in place before you realise, so beginning to prepare for their implementation is reasonable. Whether as ad hoc HR or retained HR, by partnering with an HR Solutions company like us to help you navigate these new rights, we will ensure that you are prepared and ready for all these changes. To begin these preparations, don’t hesitate to contact us today.

Using HR Support Services to Navigate Employee Well-being

Posted on by Blue Tree HR

With the social world rapidly changing and growing, the working sphere needs to be accommodating to the rising behavioural sensitivities of employees. But with rising mental health and neurodiversity, gaining HR support services has never been so important. 

So why is navigating the new age of employee wellbeing and behavioural sensitivities important and requires HR support services? 

What are HR Support Services? 

 At Blue Tree HR Solutions, we offer a range of HR support services, whether as a retained HR service or Ad hoc HR (as and when required). Whatever you need, whether disciplinary support for an employee’s behaviour or for reviewing handbook policies. 

We are here for any guidance you may require, offering telephone advice or face-to-face meetings. As our primary clients are small businesses, we work for all your HR needs, whether big or small. 

Why Behavioural Sensitivities Matter 

With neurodivergence on a swift rise, being aware of behavioural sensitivities and mental health issues is imperative. 

Our HR support services include working with employees, offering training and education on subjects such as mental health, neurodivergencies, and managing behavioural sensitivities. A benefit of our HR support services is the employee assistance programme, Health Assured. This offers 24/7 wellbeing support and up to 12 counselling sessions per employee per year.

Having an employee assistance programme means having a more positive working environment, ensuring employee satisfaction is greater. Working with mental health is a difficult task, but improper support and HR make it that much harder, but with an employee assistance programme, it can increase morale significantly. 

Challenges Employers Face 

Without HR support services, employers can be unsure on how to comment on sensitive behaviour without crossing the line. This can lead to grievance issues being avoided and a decrease in morale or further issues developing, which is a slippery slope without HR support services. 

A major difference that employers may struggle with in regards to employee wellbeing and behavioural sensitivities is having cultural and generational misunderstandings. We live in a rapidly changing world, and miscommunication and misunderstandings can be a massive challenge in workplace disagreements, and without HR support services, it can be a difficult system to navigate. This can cause many employees to become uncomfortable with the systems in place and lead to a range of emotional and legal complications without proper care. 

A further challenge is the misinterpretation of burnout being disengagement. Without well-being structures in place, employees can struggle with their personal life, which slips and blends into their work life. Without HR support services such as Health Assured, employees’ work can be viewed as subpar and wrongly grievanced or even dismissed. 

How to Face These Challenges 

A good way to face these challenges is through using HR support services and setting up systems that help employees facing mental health issues and behavioural sensitivities. Alongside some expert HR advice, employee training on these topics can immensely help navigate employee wellbeing and ensure the company is adapting to the changing society. 

Another way to facilitate mental sensitivities is by promoting peer support, normalising conversations about mental health to ensure employees feel comfortable talking about mental health problems. 

Using HR Support Services to Navigate Employee Well-being 

Employee well-being can be simple with support and expert HR advice, and with extra attentiveness, it can elevate employee morale and ensure that your small business doesn’t fall into any potential legal issues. HR support services are imperative to any company, especially surrounding mental health and behavioural issues. 


For more information on any of our HR support services, feel free to check out our website here, or for support navigating behavioural sensitivities in your company, don’t hesitate to contact us!

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

 

Employers Checklist 2025

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

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

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

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

A manager’s guide to a fun Christmas at the office

Posted on by Blue Tree HR

The holiday season is almost upon us, and for most employers and management, that means navigating the delicate balance of spreading festive cheer while ensuring a smooth and compliant workplace environment.

From gift giving, decorating and of course, the annual office Christmas party, there’s so much fun to be had amongst employees at Christmas time – but also a lot that can go wrong.

Blue Tree HR Solutions is here to offer you HR business solutions – such as ad hoc HR and retained HR – that can help you guarantee a smooth sailing Christmas season without any hiccups!

HR business solutions - Gift giving

Many offices participate in gift exchanges during the holidays. Whether this is through friendly gifts between staff or through Secret Santa, it’s crucial to establish clear guidelines to avoid any discomfort or misunderstandings. Blue Tree’s HR business solutions can help draft and communicate gift-giving policies, ensuring a harmonious exchange of presents among all colleagues.

Here are some key points to consider to make sure your office gift-giving is one to remember:

If your office is participating in Secret Santa, make sure it is kept fun and considerate. To keep things inclusive and budget-friendly, set a reasonable spending limit that everybody in the office can afford – the focus is on thoughtfulness, not extravagance.

Make sure gifts are respectful; nothing sexual, blasphemous, or obscene that could cause offence or upset.

For a stress-free exchange, let employees decide if they want to participate. If they do, consider a random draw by having interested participants put their names in a hat. This adds an element of surprise without pressure.

Don’t feel pressured into an office gift exchange. Suggest donating to a local charity if this works better. It’s a thoughtful and environmentally friendly alternative, and staff can choose to participate or opt out without the worry of offending anyone in the office.

HR business solutions - Decorating

Nothing brings more holiday cheer than the entire office team coming together to decorate for Christmas!

Turning the workspace into a festive wonderland is a fantastic way to encourage teamwork, lift spirits, and create a warm atmosphere for your staff during the holiday season. However, it’s crucial to approach decoration with responsibility to avoid potential issues and legal complications.

As management, ensuring that Christmas decorations comply with office fire safety regulations and office safety protocols is your responsibility. Taking these precautions not only keeps your employees safe but also protects your company from costly lawsuits.

Our HR business solutions can guide you in creating a festive atmosphere while maintaining a safe and compliant workspace for all. Get in touch to find out more about our HR support for small businesses!

Office gift giving made simple with HR business solutions

HR business solutions - Flexible working and holiday

While Christmas at the office is enjoyed by many, it’s important to remember that the holiday season comes with personal commitments too. Offering flexible schedules or remote work options can help employees balance their professional and personal lives and enjoy the Christmas period more. With the best HR support for small businesses provided by Blue Tree HR Solutions, implementing these changes is a breeze!

Our team can assist in introducing flexible policies that meet both employee needs and business objectives – so everybody can enjoy the holiday season, at work and home.

It’s also a good idea to encourage employees to plan their holiday time off well in advance to avoid last-minute disruptions. Our HR business solutions can help streamline the process of requesting and approving time off with the best HR software on the market – Breathe HR!

With Breathe HR, management can keep track of staff holidays with ease, ensuring that operations continue smoothly during the festive season – and that’s not all!

Breathe HR is your one-stop shop for all things HR. To find out exactly how powerful it is, check out our recent blog “What is Breathe HR?”

HR business solutions - The Christmas party

The yearly work Christmas party is an opportunity for employees to gather, unwind, and have a good time. However, it can also present challenges for management. Before the festive event, clear communication from management about expectations for employee behaviour at the Christmas party is crucial.
Thankfully, Blue Tree HR Solutions is here with the best HR support for small businesses to help you make sure your office work is a successful one!

Reminders

Your staff are attending a work event – and they should still be expected to act within your company guidelines. Our team suggests implementing simple precautions, such as making all staff aware of this expectation before the event.

It’s also crucial to be aware that employers can be held liable for actions that occur at out-of-hours work events. Drunken promises made during the party can potentially be legally binding, leading to complications and possible legal battles. To avoid this, we advise managers to remind staff and colleagues to refrain from professional discussions that should be done during work hours. The time should be used to party!

Policies

What happens at the party doesn’t necessarily stay at the party. We suggest reminding your team of your company’s social media policy and its implications before the festivities kick off.
In today’s digital age, moments from your celebration can easily become a viral sensation – potentially damaging the company’s reputation. However, with the right social media policy in place, the likelihood of online content damaging the company can be significantly reduced – and who better to help you than Blue Tree HR Solutions?

Party!

Finally, don’t forget to encourage your employees to have a great time! After a year of hard work, it’s their moment to relax and have some fun. With effective management setting the tone, staff can revel in a night of celebration without any concerns. Blue Tree HR Solutions is here to ensure that your company orchestrates a memorable, positive, and professional Christmas party with our ad hoc HR and retained HR solutions!

For more personalised HR support for small businesses, don’t hesitate to reach out to our dedicated team.

Office decorating made simple with HR business solutions

Why choose Blue Tree HR Solutions for HR business solutions?

Blue Tree HR Solutions is the go-to support for SMEs facing HR challenges. Whether you need ad hoc HR, retained HR, or general HR support, our team provides expert and personalised assistance tailored to your business size and needs.

We’re not just for Christmas – we’re for life. Whatever the season, whatever the issue, the Blue Tree team is on hand to offer support and advice for your company.

Have a merry office Christmas!

The Christmas season is a time for joy and celebration, but it’s essential to approach it with strategic planning from management to make sure everybody can enjoy the holiday.

Blue Tree HR Solutions, offering the best HR support for small businesses, is here to provide ad hoc HR, retained HR, and HR business solutions to ensure a festive yet compliant workplace.

With Blue Tree by your side, management or employers can guarantee staff can enjoy the Christmas season to the fullest. Get in touch to find out more about our HR support for small businesses, or check out our ad hoc HR or retained HR on our website.

What is Breathe HR?

Posted on by Blue Tree HR

Managing your own HR can feel like a mammoth task for many small businesses. Juggling administrative HR duties while nurturing employee growth can be tricky. Fortunately, Breathe HR is here to make it all straightforward!

Offering vital HR support for small businesses across the UK, Breathe HR is a game-changer for SMEs wanting to free up time while still delivering high-quality HR admin and support.

Here at Blue Tree HR Solutions – supplier of the best HR support Essex can offer – we are proud to be Breathe HR Gold Partners. This helpful software allows us to provide our clients an easy and effective online HR administrative tool that can help them keep track of their employee information and day-to-day admin.

 

So, what is Breathe HR?

Breathe HR is a multi-award-winning cloud-based HR system that automates and tracks tedious and time-consuming tasks such as holiday allowances, absences, and training. This exceptional HR software not only streamlines these processes, but also guarantees the safekeeping of all documents and data, ensuring swift and hassle-free access whenever needed for you and your employees. Breathe HR is simple, secure and reliable – and is currently trusted by over 13,000 SMEs!

Breathe HR isn’t just your HR management system; it’s also your strategic business partner who’s going to help your small business flourish.

By easing the weight of employee admin, it can free up precious time that can now go towards team growth, development and business success!

To find out more about the best retained HR and adhoc HR support Essex can offer, visit the Blue Tree HR Solutions page!

Image of Breathe HR dashboard

 

What can Breathe HR offer you?

Managing your HR data doesn’t have to be a chore. Breathe HR is the perfect solution to make people-management a breeze by bringing it all together into one secure place.

From logging sickness and tracking leave to updating documents, here are just some of the benefits Breathe HR can offer you!

 

Sickness & absence

It’s almost guaranteed that at some point in employment, your employees will take time off work due to sickness. However, it’s not as easy to guarantee that you’ll spot a trend of absence when one does appear, due to the million other tasks that require your attention.

Occasional sick days are normal – however, trends of absence could be affecting your business growth. Not only do they cost your business money, but they put extra stress on your other employees and affect company culture and morale if not handled accordingly.

With Breathe HR, spotting patterns of employee sickness is easy. Because the dashboard offers a sickness and absence log, you can make sure absent days are being communicated, approved and accounted for. This makes sure you are always in the know about your employee’s habits and well-being.

If you need to address an employee’s absence issue but are unsure where to start, Blue Tree HR Solutions are here to help. We can ensure you approach the situation correctly and in line with current employment law, and ensure employees and management are all aware of their rights. For the best retained HR and adhoc HR support for small businesses, contact Blue Tree today!

 

Keep documents safe, secure and up-to-date

For small businesses operating in a fast-paced environment, paperwork can quickly accumulate and get lost over time.

It’s time to say goodbye to inefficient filing cabinets – Breathe HR provides a secure digital cloud for all your important paperwork. From employee documents, policies, procedures and training templates, make sure your data stays organised and easily accessible. Choose Breathe HR’s ISO27001-accredited software, guaranteeing your data is protected while staying GDPR-compliant.

Having important documents all in one place also makes keeping everything up-to-date easier and faster. When tweaks are needed for company policies, procedures, or rules, it’s easy to navigate to your files, make a quick edit, and have your employees review the updates from their portal.

For employees needing to edit their records, the employee self-service software empowers them to handle updating their information. From address changes to phone number updates, employees can manage their own data without the hassle of bothering you with paper trails. This not only improves your employee experience, but saves valuable time that can be focused on your business.

Need help with making sure your company documents are up to scratch? Blue Tree HR Solutions – with the best HR support Essex can give – are the experts you need. From creating bespoke contracts of employment that align with employment law to offering policies and procedures advice and so much more, check out why you need to be on our retained HR client package!

Image of man looking at laptop, using Breathe HR

 

Performance reviews made simple

Regular performance reviews are essential for employee growth and business success – however, SMEs can sometimes struggle to find the time to track progress and provide feedback.

Breathe HR makes performance reviews simple. By enabling managers to set goals, follow along with employee progress, and provide valuable feedback in a systematic manner, managers can help employees grow, improve and develop their skills without donating time from other projects.

Breathe HR gives small businesses the power to implement continuous improvement with ease. From retained HR packages to adhoc HR packages, and all the best HR support for small businesses , contact our team today!

 

Breathe HR – The software you need

Breathe HR doesn’t stop there. From managing training, crafting rotas, tracking applicants, online learning, managing expenses, streamlining reports, improving communication and managing daily tasks to booking holidays with ease, there is SO much more Breathe HR can do for you.

Because Breathe HR is a powerhouse of capabilities, it also comes with a range of awesome advantages.

On average, Breathe HR rescues SMEs from dedicating 5 hours per week to HR admin tasks. Instead, these hours are being dedicated towards steering businesses towards success.

Breathe HR also trims costs – saving its users an average of £177 per week and sparing 11 sheets of paper daily.

With so many huge pros bundled into one little software, choosing Breathe HR couldn’t be easier.

 

Need HR support for small businesses? Choose Blue Tree HR Solutions – supplier of the best HR support Essex can offer!

Time is a valuable asset that should be invested wisely. With the best HR support Essex can offer, our team can help you free up your time so that you can create the business of your dreams.

Here at Blue Tree HR Solutions, we take pride in our commitment to delivering top-notch, personalised HR services. We understand that every company is different and therefore can create a bespoke approach to your own unique needs, challenges, and aspirations.

Whether you seek the adaptability of our ad hoc HR services, the continuous support from our retained HR package, or need HR consultancy tailored for your business, our expert team will be your guide through the world of HR.

When you choose Blue Tree HR Solutions, you are laying the foundation for your business to thrive. When you choose Breathe HR through Blue Tree HR Solutions, you are also freeing up invaluable time and resources.

Reach out to the Blue Tree HR Solutions team today and let’s see how our retained HR and adhoc HR support for small businesses can help you!

Dealing with employee complaints the right way

Posted on by Blue Tree HR

The best HR solutions company Essex can offer is here to help you deal with employee complaints effectively. 

Dealing with workplace complaints is delicate business, and has to be acted upon effectively and professionally. Resolving issues correctly will help managers maintain a positive work environment, and ensure legal compliance.

As an expert HR solutions company, Blue Tree HR Solutions is here to help you with our experienced HR support for small businesses, which will manage your employee’s complaints and behaviour the correct way.

Employee complaints - Why are you receiving them?

A positive, organised and managed work environment should not cause employees to complain. If your employees are having issues, either with other members of staff or the workplace itself, this could be a sign that your company is not as happy and healthy as you might think.

Employee complaints can be valuable opportunities to identify and rectify issues within your company. If dealt with professionally and fairly, you can begin to build your dream workforce culture of trust, respect, resolution, and above all, happy employees.

Employee complaints will range from something very minor to something serious, and it is up to management to decide how to deal with the situation appropriately.

Without an HR department, knowing how to deal with complaints can be tricky. One wrong move can have dire consequences. To ensure the well-being and protection of all parties involved – including yourself, the employee filing the complaint, the company and any individuals impacted by the complaint – it is crucial to deal with complaints professionally.

As an experienced HR solutions company, the Blue Tree HR Solutions company team is here to help with expert HR support for small businesses. Take a look at our ad-hoc HR and retained HR services!

How do I know how to handle a complaint?

The key thing to remember about employee complaints is that no matter how big or small, they should all be resolved – leaving none to be swept under the carpet. Even minor complaints can snowball into something larger if left unattended – which could land your company in trouble, lose you employees, or leave you with a hefty claim.

A grievance is a complaint that has been given to you in a formal, written manner with the idea that management takes action following the statutory procedure. Complaints that have been expressed to you informally can be labelled as a complaint or dissatisfaction.

Employee grievances require to be handled in a set procedural manner that follows current employment law to protect everybody involved. Not following these procedures will land you in hot bother.

Grievances can be costly, stressful, and time-consuming. The idea is to help your staff resolve all issues before they reach the grievance stage.

If you have had an employee complain to you, informally, take the time to chat with them, figure out how they are feeling, and how you can help them resolve their issue effectively without processing to the grievance stage.

If you’ve had an employee complaint, and you’re unsure of the best way to handle and resolve the issue, contact the best expert HR solutions company in Essex, Blue Tree HR Solutions. Our expert advice and HR support for small businesses can help guide and advise you throughout. Take a look at our ad-hoc HR and retained HR services for more.

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

Dealing with a grievance

If an employee complaint has reached the grievance stage, a set statutory process will take place, which will involve a robust investigation and an outcome meeting, and could lead to further disciplinary action.

This process can be intimidating and stressful. Especially when one wrong move could lead to the downfall of your company.

Expert HR solutions company, Blue Tree HR Solutions, is here to help. Our team of specialists can offer HR support for small businesses that will help your management through the entire process, guaranteeing all processes and procedures are adhered to and current employment law is followed. We can help with providing letters and documents to all of those involved, as well as performing our own independent investigation and presenting our findings to best advise you on the next steps.

With the Blue Tree HR Solutions company team by your side, you can relax knowing you are not alone. With every step you take, we can provide feedback, making sure you navigate the complex procedure with ease and reach the best possible outcome for all those involved.

For more information about our HR support for small businesses, ad-hoc HR, and retained HR or if you just have questions for us, get in touch here!

How can I avoid employee complaints getting to this stage?

There are a few steps you can take to make sure complaints are dealt with in the best possible way and minimise the chances of these needing to turn into grievances.

Because Blue Tree HR Solutions company is an experienced HR solutions company, we have all the best strategic ways to respond to employee complaints.

 

Respond quickly

Responding quickly to employee complaints is crucial. Not only does it demonstrate care for employee well-being and satisfaction, but addressing issues early can stop problems from further escalating. Quick responses also help you maintain positive relationships and team dynamics, showing you are always there for your employees.

By addressing complaints fast and not leaving them to stew, your company has more chances at reaching a conflict resolution.

Timely responses are also important when dealing with grievances. If your management cannot handle dealing with complaints in a fast manner, they may struggle with proper grievances procedure that requires a response within a set period of time. If this is the case, it may be a good idea to offer your management more training.

 

Listen

When an employee comes to you with a complaint, it is crucial to listen and try to understand their perspective.

Complaints can be about many things, from discrimination to unprofessional behaviour by colleagues or managers. Asking open-ended questions to gather detailed information about what happened, how, when, with whom, and why it is being raised as a complaint is essential to helping you find the best outcome.

Focus on facts and evidence, not opinions, while taking notes to demonstrate that you are taking their concerns seriously. After listening, inquire about the employee’s desired resolution or ideal outcome, showing that you value their input.

Listening is the best way to encourage open communication, a supportive environment and trust – the three things you will need to effectively deal with a complaint without them escalating into a grievance.

Staff sitting at table conducting a complaint investigation with help from the best HR solutions company Blue Tree HR Solutions

How can I reduce complaints? Pro-active HR!

Implementing proactive HR strategies is the key to creating the workplace environment of every manager’s dreams, and helps to minimise grievances and complaints overall.

Pro-active HR can help catch and address issues early on, sometimes before they even become issues. Blue Tree HR Solutions is an expert HR solutions company for a reason – Here are all our best pieces of advice for implementing proactive HR strategies in your workplace!

 

Clear policies and procedures

Develop and communicate clear policies and procedures that outline expectations for employee behaviour and performance. Ensure that employees have access to these policies and understand their rights and responsibilities.

This provides consistency and clarity for all staff, as well as comfort and protection that bad behaviour will not be tolerated.

 

Open communication

Open communication in your workplace is so important. If employees don’t feel they can effectively communicate, they may bottle up issues until they explode.

Checking in with your employees regularly allows staff to offer feedback, bring up any concerns, and build trust and relationships. Create an environment that values and empowers its employees, and watch the increased productivity, employee satisfaction, and overall success!

 

Training and development

Making sure management is trained sufficiently in conflict resolutions, diversity and inclusion, and effective communication is a good way to ensure issues can be spotted before they are brought to the attention of management in the form of a complaint.

Offering more in-depth training to management is a good way to reduce complaints.

How can expert HR solutions company Blue Tree HR Solutions help you?

To polish up your proactive approach, deal with complaints effectively and navigate through the grievances process correctly, you’ll need Blue Tree HR Solutions expert HR support for small businesses. Our range of packages is designed to help you with what you require most.

Our ad-hoc HR and retained HR packages give you the option to choose the perfect package for your company.

Our ad-hoc HR provides your company with access to our HR services as needed, offering flexibility and cost-effectiveness. Whether it’s assistance with a one-off contract or a complicated grievance case, you can rely on our ad-hoc HR for help when you need it most.

Our retained HR package offers ongoing support – just as if you had your HR department. This service allows our team to become part of your team so that we can truly understand the culture of your company, and offer strategic guidance and advice where needed. Our retained HR will help you implement a proactive HR approach.

Both our ad-hoc HR and retained HR packages help by offering expert HR support for small businesses.

Our specialised team is equipped with extensive knowledge and experience, meaning we can offer advice, guidance and HR support for small businesses, through processes that could otherwise prove challenging and stressful. We understand the complexities involved in addressing workplace complaints and aim to help you find a resolution, protect employee rights, and create a positive work environment.

For HR support for small businesses, choose expert HR solutions company Blue Tree HR Solutions and together, we can create a thriving workplace where success and employee well-being go hand in hand.