July 2019

Our Newsletters

Welcome

Image credit: Flickr Commons: Lindsaylouloubella “Holidays” 2009

This month we would like to share with you the latest news within Cluer HR, as well as keeping you up to date with developments in the world of HR and employment law as they occur.

It’s all part of the service. We hope you find it useful. Your comments and suggestions are always welcome.

Leaving the EU

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The prospect of leaving the EU has left many employers concerned about the stability of their workforce and client base. It’s now been three years since the initial EU referendum took place, and we’re still divided as a nation with regard to what the future holds. We have seen debate after debate, watching members of our Government argue over how Brexit should be handled – so it’s no wonder that we’re unsure of the future of our businesses.

Business owners and employers can alleviate some of their anxieties about the future through Gov.uk’s preparation for Brexit tool. Upon visiting the website, employers can begin a personalised questionnaire that will inform them of the actions they may need to take to prepare for Brexit, in addition to the changes in their industry and any relevant regulations they may need to be aware of.

This tool acts as a way of providing some reassurance during a time of great uncertainty. If you’re still unsure about how to adapt to Government changes within your business, don’t hesitate to contact a member of our team.

The issue of covert recordings in the workplace

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This month, we’ve taken a look at Law Barrister Daniel Barnett’s case, which questions the conduct of covertly recording business meetings in the workplace.

A court case between Phoenix House Ltd and a former employee, Mrs Stockman, revealed a covert recording of a business meeting that had been made by her during her time of employment at the firm. Her dismissal followed this act, which she claimed as unfair. The employer, in response, suggested that her compensation for unfair dismissal should be reduced, considering the reasoning behind Mrs Stockman making the recording – which was done so without pressing circumstances. This, the employer believed, was an act of misconduct.

Both the reasoning behind the recording and the content within it can be relevant to the outcome; such as whether it contains highly sensitive information. According to the Employment Appeal Tribunal, though, it is generally misconduct to take a recording without voicing an intention to do so – and it was this that saw Mrs Stockman dismissed.

To read the full case, click here.

We featured in The HR World!

Attrition rates have been closely linked to high employee turnover within the professional services sector over the past couple of years. Many felt the need to leave their jobs due to a lack of opportunities for advancement, whilst others left as they felt they weren’t being rewarded for their contributions.

Special training is required for most occupations in the service sector, so it’s especially important to ensure that, as an employer, you’re attracting and retaining talent to ensure maximum benefits for the business.

There are measures that employers can take to nurture talent. Ensuring that employees feel empowered can be achieved by informing them of opportunities for development, and communicating any leadership roles that may come to the fore.

It’s important to reward and recognise employees when they’ve worked particularly hard. This is particularly the case in the professional services sector, which is predominantly measured by human talent and skill.

Kirsten Cluer, our owner, has spoken to The HR World about the importance of reducing attrition rates in the workplace; click here to read the full article.

Blog of the month

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This month, we’ve taken a look into workplace issues and disputes, and when they may call for an external investigation.

Despite efforts made by employers to create a harmonious workplace, they still have to deal with a whole range of personnel issues – which can range from bullying to discrimination claims. In more serious cases, it may be necessary to hire external investigators.

It can often be difficult to know when is the right time to appoint an external investigator – and with regard to the reputation of the business, it’s not something that business owners usually want to resort to. However, in cases where internal investigators are out of their depth, it is always beneficial to hire an external firm.

Businesses may also find it necessary to hire an external investigator in instances where their reputation is vulnerable as a result of an ongoing case. Gaining support from external sources can help to protect a business from any media interest.

To read the full blog, please click here.

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