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Can I suspend an employee during a workplace investigation?

Posted on by Melanie

Can I suspend an employee during a workplace investigation?

When something serious happens at work, it can be hard to know what to do next.

You want to protect your team and your business, but you also want to be fair.

Suspending someone might feel like the simplest option, but it should only be used when there’s no other way to keep things safe and impartial.

Think about alternatives first

Before jumping to suspension, look for practical ways to keep things running:

  • Could they work different hours or in another area?
  • Could someone else oversee their work for a while?
  • Could you limit access to systems, vehicles or customers?

If those options let you investigate properly, use them instead.

If you really do need to suspend

Sometimes it’s unavoidable, especially if there are safety concerns, confidentiality issues or a risk they could influence others involved.

If that’s the case:

  • Be clear on why: Suspension should never be a punishment. It’s simply to protect the process.
  • Confirm it in writing: Explain what it means day to day, how long it’s likely to last and who they can speak to.
  • Keep it private: Only share it with people who genuinely need to know.
  • Keep pay and benefits going: It’s a neutral step, not disciplinary action.
  • Check in regularly: Don’t leave someone in limbo. Review it as things move forward.

Stay in touch

Being suspended can feel like being shut out.

Keep communication open, make sure that they have a point of contact and let them know what happens next.

Handled with care, it helps to protect morale and trust across your team.

Don’t delay the investigation

Once someone is suspended, get on with the investigation quickly.

The longer it drags on, the harder it is for everyone involved.

Get the right advice

If the issue is sensitive or complex, speak to an HR consultant or employment lawyer early.

A quick chat could save you time, stress and potential claims later on.

In short

Yes, you can suspend an employee during an investigation, but only when it’s fair, reasonable and truly necessary.

Do it right, and you’ll protect both your people and your business while you get to the truth.

If you’d like to make sure your disciplinary and investigation processes are set up properly, get in touch for a quick review.

If you have any questions on the topic or have any other HR issues you would like help with, please get in touch.

Contact us

Employment Rights Bill 2025: what employers need to know and how to prepare

Posted on by Blue Tree HR Solutions

The Employment Rights Bill 2025 represents one of the most significant overhauls of UK employment law in a generation. Following months of parliamentary debate and “ping-pong” between the House of Commons and the House of Lords, the Bill has now been formally approved by the Lords and is approaching its final stage.

The only step remaining before the Employment Rights Bill 2025 becomes law is Royal Assent, which is expected before Christmas, although the exact date has not yet been formally confirmed. Once Royal Assent is granted, the Bill will become an Act of Parliament, but crucially, this does not mean all changes will take effect immediately.

For employers, this period is not one to wait and see, but an opportunity to prepare.

What happens next with the Employment Rights Bill 2025?

Once Royal Assent is confirmed and the final Act is published, we will gain clarity on:

  • Which provisions of the Employment Rights Bill 2025 take effect immediately
  • Which changes have fixed future implementation dates
  • Which will be introduced later through commencement regulations

This staggered approach means businesses will need to stay informed and flexible, as new obligations may apply at different times rather than all at once.

Key changes introduced by the Employment Rights Bill 2025

While full details and timelines are still being finalised, the Employment Rights Bill 2025 introduces a number of headline reforms that will significantly increase compliance obligations for employers.

Changes to unfair dismissal rights

One of the most impactful aspects of the Employment Rights Bill 2025 is the proposed reduction in the qualifying period for unfair dismissal claims. This would allow more employees to bring claims earlier in their employment, placing greater importance on fair recruitment decisions, structured probation processes and well-documented performance management from day one.

Zero-hours contracts and predictable working patterns

The Employment Rights Bill 2025 introduces new rights aimed at providing workers with more predictable working hours. While the precise scope and application of these measures will be confirmed through later regulations, employers who rely on variable or flexible staffing models should begin reviewing how working hours are offered and managed.

Fire and rehire: stronger safeguards

Dismissal and re-engagement practices are also being tightened under the Employment Rights Bill 2025. Employers will be expected to demonstrate genuine consultation, explore alternatives and follow strengthened procedural safeguards before considering fire-and-rehire strategies. Poor handling in this area could expose businesses to both legal and reputational risk.

Expanded harassment prevention duties

Another key feature of the Employment Rights Bill 2025 is the expansion of employer duties to prevent harassment. This includes clearer expectations around proactive prevention and protection from third-party harassment, such as from customers or clients. Policies alone will no longer be enough; employers will need to show meaningful action through training, reporting mechanisms and workplace culture.

Sick pay, family leave and day-one rights

The Employment Rights Bill 2025 also widens access to statutory sick pay and family-related leave, with more day-one rights for employees. While implementation dates are still to be confirmed, employers should anticipate updates to policies, payroll systems and manager guidance once the timetable is published.

A new Fair Work Agency

To support enforcement, the Employment Rights Bill 2025 creates a new Fair Work Agency. This body will have powers to enforce employment rights proactively, signalling a move towards increased oversight rather than relying solely on individual employee claims.

What should employers be doing now?

Although not all provisions of the Employment Rights Bill 2025 are in force yet, there are practical steps businesses can take now to reduce risk and avoid rushed changes later:

  • Review contracts, policies and procedures
  • Train managers on fair process, consultation and documentation
  • Identify higher-risk areas such as dismissals, working hours and harassment
  • Budget for potential cost increases linked to compliance

For many organisations, especially smaller employers, navigating these changes alone can be challenging.

How our HR support can help your business prepare

Access to the right HR support can make a significant difference when dealing with major legislative change. Whether through ad hoc HR support for specific issues or retained HR services for ongoing compliance, professional guidance can help ensure changes are implemented correctly and proportionately.

Working with an experienced HR consultant allows employers to understand what the Employment Rights Bill 2025 means in practice for their specific business, rather than relying on generic advice. This is particularly valuable for companies seeking practical, proportionate HR advice for small businesses, where resources and internal expertise may be limited.

How Blue Tree HR Solutions can support you

Once Royal Assent is confirmed and the full implementation timetable for the Employment Rights Bill 2025 is published, Blue Tree HR Solutions will review exactly:

  • What applies to your business
  • When it applies
  • What practical steps you need to take

Whether you need one-off guidance or ongoing support, our retained HR and ad hoc HR services are designed to help businesses remain compliant, confident and prepared as employment law continues to evolve.

If you would like tailored advice on how the Employment Rights Bill 2025 may affect your organisation, please get in touch with Blue Tree HR Solutions for expert support.

Right To Work Checks – Employers Guide

Posted on by Melanie

How to Conduct Lawful Right To Work Checks

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

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

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

The 3 ways to check right to work

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

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

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

  1. Manual document check

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

You need to:

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

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

But here’s what to know:

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

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

  1. Home Office online check

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

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

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

When to use the Employer Checking Service (ECS)

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

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

Understanding document lists

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

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

List A: Permanent right to work

These documents mean no follow-up checks are needed.

Examples include:

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

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

List B: Time-limited right to work

These documents have an expiry date.

Examples include:

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

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

Compliance and common mistakes

Most business owners need to watch out for:

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

Your essential compliance checklist:

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

The risks of getting it wrong

Miss these checks and you could face:

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

Discrimination matters

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

No assumptions based on:

  • Name
  • Accent
  • Appearance

Let’s make this simple

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

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

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

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

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

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

Posted on by Melanie

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

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

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

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

What probation actually means

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

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

How to manage probation properly

Set clear expectations from the start

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

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

Get the basics right

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

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

Review regularly and keep notes

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

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

Give them a chance to improve

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

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

When things still aren’t working

Consider extending probation

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

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

If you need to dismiss

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

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

Consider upcoming changes

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

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

Making probation work for you

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

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

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

Managing Employee Burnout: How to Protect Your Team and Boost Workplace Wellbeing

Posted on by Blue Tree HR Solutions

Properly managing employee burnout can seem a daunting task; however, it is imperative when supporting workplace wellbeing. Burnout has been on the rise every year, with as many as 9 in 10 people experiencing high/extreme stress in the last year. Managing employee burnout and learning the common causes and signs is more critical than ever when developing a healthy work environment.

What is Employee Burnout? 

Employee burnout is a state of physical, emotional, and mental exhaustion that is caused by prolonged, unmanaged workplace stress. It goes further than regular fatigue and bleeds into workplace attitudes, causing a whole host of workplace issues..

 

Effectively managing employee burnout can be critical to the overall success of your business, as without it, you may see higher staff turnover, lower productivity, and lower energy. In some cases, it can also cause further medical issues for the employees if not taken seriously.  

The Common Causes and Symptoms of Burnout 

A great start in learning how to manage employee burnout is by understanding the common causes and symptoms that follow. It is important to further recognise that employee burnout isn’t always caused within the workplace. 

Causes of burnout include an excessive workload as well as unrealistic deadlines; these issues can lead to a lack of work-life balance and cause deep stress for the employee. Ensuring employees have the opportunity to engage in a rich work-life balance is important in managing employee burnout. It allows for recharge and rest between shifts and improves production and engagement.

Further causes include unclear job expectations and a lack of support/recognition. Experienced HR services, like those offered by Blue Tree HR Solutions, can help in managing employee burnout by ensuring employees are confident in their position and have the necessary tools in place to gain support. 

Symptoms of burnout include chronic fatigue and irritability; these can impact the workplace and lead to a trend of absenteeism and clashes between employees. Employee burnout creates a cynicism towards the workplace that not only affects the employee but, with decreased production, can affect the company. 

Managing Employee Burnout with HR Services 

Professional HR services can be advantageous in managing employee burnout, giving employees the tools to reach out for support and avoid the effects of burnout. 

Having visible and accessible HR services integrated into your company, whether you decide ad hoc HR or retained HR is best for your business model, can be beneficial in managing employee burnout, as it offers clear channels of support. At Blue Tree HR Solutions, we offer an employee assistance programme, with Health Assured, which offers counselling and mental health support to those struggling. 

Other ways of preventing and managing employee burnout include having consistent 1-1 meetings with team members and addressing any concerns or confusion they may have surrounding their job role and expectations that follow.   

Furthermore, training managers on the warning signs and effects of burnout is an underrated tool in managing workplace wellbeing. This allows HR personnel to check in with any employee who may be struggling, reinforcing a strong burnout-resistant workplace. 

Further ways to improve workplace wellbeing are ensuring that after-work hours are respected and employees are not expected to answer any calls or messages during their time off, while also ensuring that work schedules follow employee regulations and support a nourishing work-life balance. 

Join Us Today to Support Your Employees 

Having expert HR services on hand, whether ad hoc HR or retained HR, is critical for a healthy workplace and can have a range of benefits, including increased production and a healthier environment. 

For more information on our HR services or for more advice on general HR or how to manage employee burnout, do not hesitate to contact us today. The prevention of employee burnout is a shared responsibility, so let us help! 

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.

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