Cliff's cHatteR #1: Newsletter launch ????

Hello and welcome to the very first edition of Cliff's cHatteR! I’m thrilled, and honestly, a bit nervous to share this journey with you as I venture into the realm of self-employment. Starting out on this path has been both exciting and daunting, especially when it comes to sharing my thoughts through this newsletter. I'm not entirely sure why the idea of putting out content feels so intimidating, but I’m eager to grow through this experience and I’m grateful for the positive engagement I've had from everyone so far on my journey. In each issue, I hope to bring you useful and engaging HR insights that help your business flourish. Thanks for joining me, and let’s explore the ever-evolving world of HR together!

In this edition....

?What's been happening?

?? Why it may be possible to discriminate against employees experiencing menopause symptoms

??Strategies to avoid ‘corporate rainbow washing’ during Pride month

?? Businesses are increasingly relying on contractors to guide them through the uncertainty of the current economic landscape

?? Answers to those burning HR questions around lateness, demotion and the new Carer's Leave Regulations 2024

What's been happening?

Since leaving the corporate world of HR at the end of March 2024, I've experienced a whirlwind of events that have given me new insights and a renewed appreciation for health and well-being, both personally and professionally. Here's a recap of what’s been happening:

Gratitude in the Face of Adversity: My Recent Encounter with the NHS

After a serious accident early in May that led me to the A&E department at University Hospital in Leicester, I underwent surgery and experienced first hand (pardon the pun for those that know what happened!) the incredible dedication and skill of the NHS staff.

This event highlighted not only the importance of health but also the gaps in benefits I now face as a self-employed professional. I expressed my deep gratitude for the care I received and began to ponder how we, as small business owners and self-employed individuals, can bridge these gaps.

Supporting Our Teams: Practical and Emotional Support for Small Businesses

Building on my personal experience, I explored how small businesses can support their employees through practical benefits and emotional support. From health related benefits to creating a compassionate work environment, there are numerous ways to ensure our teams feel valued and cared for. I also touched on the challenges faced by self-employed professionals, emphasising the importance of building a support network and considering options like income protection insurance.

Effective Management of Employee Absences: A Guide for Business Owners

In my latest reflection, I discussed strategies for managing employee absences effectively. Clear policies, flexible working arrangements, and robust employee benefits are key to balancing operational efficiency with genuine care. By fostering a supportive workplace culture, we can enhance business resilience and employee loyalty, showing that we truly value our teams' well-being.

Through these experiences and insights, I aim to help fellow business owners navigate the complexities of employee support and absence management, leveraging my expertise to create healthier, more resilient workplaces. Stay tuned for more updates and tips on how to prioritise wellbeing in your business.

Everything you need to know about menopause in the workplace

Experiencing menopause at work can be challenging for a number of reasons, and the physiological and psychological symptoms of menopause can vary greatly from person to person.

While menopause isn’t explicitly a protected characteristic under the Equality Act 2020, a recent landmark employment tribunal case (Mrs M Lynskey v Direct Line Insurance) found that menopause symptoms can, in fact, be considered a disability if they have a long-term and substantial impact on a woman’s ability to carry out normal day-to-day activities.

A key takeaway from the case is that it may be possible to discriminate against employees experiencing menopause symptoms, by refusing to make reasonable adjustments and by penalising them for poor performance.

The ET ruled that the employer failed to make reasonable adjustments for Mrs Lynskey’s menopausal symptoms – namely: low mood, anxiety, mood swings, poor self-esteem and impact on memory and concentration - and that these symptoms were legally classed as a disability. This led to unfavourable treatment and her resignation.

Menopause Policy

Therefore, it is crucial to build an inclusive culture that encourages open discussion about the menopause, along with a supportive environment both in the office and when working at home. Having a menopause policy that educates, informs and helps people show understanding to their colleagues, without awkwardness or embarrassment, is a great place to start.

Our latest guide covers everything you need to know about these changes.

A pain in the neck (and back) for UK Workers

As highlighted in a recent report by health and safety experts, Blue Trolley, back problems are causing rising economic inactivity across the UK due to long-term sickness. Worryingly, lower-paid employees are particularly vulnerable as they are taking longer periods of sick leave for back issues.

This raises serious concerns about the impact on both individuals and the economy, and shines a light on the need for employers to take preventative and urgent action.

Blue Trolley has provided some valuable guidance for employees and employers to prevent long-term back issues. This includes highlighting the risks associated with work through health and safety training and risk assessments, maintaining good posture and using the right equipment to safely handle heavy goods, taking regular breaks and having a healthy lifestyle. Early intervention and a proactive approach to workplace safety is crucial in mitigating the long-term consequences of back problems in the workforce.

Businesses are increasingly relying on contractors to guide them through the uncertainty of the current economic landscape. Recent findings from specialist recruiters, Robert Walters, reveal that 32% of employers intend to ramp up their hiring of contractors in 2024, attracted by the benefits of flexibility, specialist expertise and cost savings.

Although some challenges persist, the shift towards contracting shows that employers are taking a pragmatic approach to remain competitive and resilient in the face of rapid change.

Observed during the month of June, Pride Month is an annual celebration across the globe that celebrates the resilience, diversity and contributions shown by LGBTQ+ communities every day of the year. For employers, it’s an important event and sends a clear message that your organisation is an inclusive place to work where everyone feels valued and respected.

While Pride is notably marked with colourful outdoor parades and marches, displaying a rainbow flag or simply changing your logo could lead to accusations of “rainbow washing”.

This is a term to describe making superficial gestures without authentically showing commitment to LGBTQ+ rights and equality in practice. It can be seen as piggybacking an awareness month, which could lead to anger and disengagement, and it’s also harmful as it detracts from the true meaning of Pride - a protest against discrimination.

Here’s some suggestions for how to meaningfully celebrate Pride Month, avoid backlash and ensure that your efforts during this month can make a positive and lasting impact for your LGBTQ+ colleagues.

If you feel you’ve fallen short, don’t worry! Use Pride Month as an opportunity to pledge your commitment to being a more inclusive workplace.

Adopting these strategies will demonstrate to your organisation that LGBTQ+ inclusion takes place not just during Pride month, but every day of the year.

Can I request evidence from an employee requesting statutory carer’s leave?

Put simply, no! The Carer's Leave Regulations 2024 prohibit employers from requiring an employee to provide evidence to support their request for carer's leave. Employees do not need to provide proof of their dependents' care requirements.

If an employee clocks in 10 minutes late, can I make a deduction from their pay?

If it is specifically agreed in the employment contract, you may be able to deduct pay for lateness. However, before any action is considered it’s important to be fair and reasonable; explore the reasons for the lateness with the individual first (i.e. a family emergency) and always follow your own policies.

Can I demote an employee as a result of a disciplinary?

Depending on the reason, a demotion could be an outcome and a reasonable alternative to dismissal, if a contract clause permits this. However, it’s crucial to follow both a fair disciplinary procedure and your company policies to the letter. Always consult with the individual, obtain their agreement and only consider demotion if it’s proportionate to the findings of a full investigation. If justified, a performance improvement may be a suitable option. If you’re unsure, talk to you HR contact.

Do you have a question that you'd like an answer to? Submit your question here ??????????

Let's talk! ??

Here are two questions for you:

• Do you currently have an HR consultant?

• On a scale of 1 to 10, how happy are you with them?

If the answer isn’t “I’m so delighted I could print 1,000 flyers to spread the word about them”, let’s jump on a video call.

You know just how important it is to get proactive, responsive HR support. That’s what we do. And we’re taking on new clients.

Set up a 30 minute exploratory chat over a coffee with Cliff Rendell at:

Zoom - https://calendly.com/cliff-nextgenhr/30min

Teams - https://calendly.com/cliff-nextgenhr/teams

And finally......

A quick note from me to say.....

thanks so much for everyone's support on my self employment journey.

Comment below if there is a topic you would like me to cover, or if you have any questions about the topics I have covered in this edition.

Many thanks

Cliff

About the author

Cliff Rendell has been a dedicated professional in the HR field since the age of 17. Originally drawn to technology, a field burgeoning at the time, Cliff's career trajectory shifted unexpectedly when a youth training scheme placement introduced him to what was then known as "Personnel." This serendipitous turn sparked a lifelong passion and a rewarding career in HR.

Over the past 25 years, Cliff has honed his expertise in traditional HR practices while specialising in areas such as Reward and HR Technology. His deep-seated knowledge and experience have been instrumental in shaping his approach to human resources, balancing innovative solutions with foundational HR principles.

Recently, Cliff established his own consultancy business, Next Gen HR , focusing on providing comprehensive HR services and solutions tailored to support business owners with their people management needs. His consultancy aims to simplify and enhance the HR functions for businesses, allowing them to focus more on their core operations.

Residing in South Warwickshire with his partner of 15 years and their two Miniature Pinschers, Cliff enjoys the quiet countryside life. His leisure time is often spent traveling to the south of France, where he relishes the scenic landscapes and tranquil environment, and the cheese and wine obviously!

As a new contributor to the CIPD Coventry & Warwickshire branch, Cliff is eager to share his insights and learn from fellow members. His commitment to advancing the HR profession and fostering a collaborative community is evident in his enthusiasm for supporting and learning from his peers.

Connect with Cliff on LinkedIn, if you aren't already!