HR Delivered

23/11/2025

My girl ❤️

09/08/2024

My amazing team and I will be walking a combined 38k per day for 38 days to raise funds for young people at-risk.

As part of this I am personally committing to doing a full 38k walk one day so Tracy Hall Tracy Garrett can put their feet up that day 😂.

We are aiming to rise £1 for each KM we walk.

Caudwell Youth provide an up to 2 year mentoring program, the young people they support face risks around mental health, care experience, offending behavior, and exploitation.

It would be great if any of my friends could donate even a small amount to help us with our goal.

Help Helen Stocker raise money to support Caudwell Youth

04/04/2024

🌟 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 𝘁𝗼 𝗣𝗮𝘁𝗲𝗿𝗻𝗶𝘁𝘆 𝗟𝗲𝗮𝘃𝗲 🌟

As of April 6th, 2024, updated paternity leave and pay is changing, aiming to enhance support for fathers and promote gender equality in the workplace and home.💼👨‍👦

𝗕𝘂𝘁 𝘄𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗲𝗮𝗻 𝗳𝗼𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀?

Employees will now have the flexibility to choose between one or two weeks of statutory paternity leave. 📅 This leave can be taken in two ways:

👉 Two consecutive weeks
👉 Two separate blocks of one week each

Before the qualifying week, certain information must be provided:

🔹 Informing the employer about the impending arrival of their baby
🔹 Specifying the duration of paternity leave intended to be taken
🔹 Indicating the starting date of the leave

To determine the qualifying week, simply count back 15 weeks from the baby's due date, spanning from Sunday to Saturday. 🗓️

Employees can take their statutory paternity leave anytime within the first 52 weeks after the birth.

𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘀𝗼𝗺𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘁𝗼 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿:

🔍 How will your company support employees in fulfilling their obligations to provide notice of paternity leave dates?

🔍 Do your managers have the necessary training and resources to comprehend and adhere to policies in accordance with the updated paternity leave legislation?

🔍 How does the updated legislation impact your company policies and processes?

🔍 How will your company facilitate effective communication and coordination between employees and management regarding the timing and duration of paternity leave periods?

🔍 What steps will your company take to foster a supportive and inclusive workplace culture that values and encourages the uptake of paternity leave among employees?

If you're seeking guidance on updating your flexible working policies, HR Delivered is here to assist. Reach out to us today to explore our HR consulting services and support options. We're dedicated to helping you navigate these changes seamlessly! 💬🤝

03/04/2024

🌟 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 𝘁𝗼 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗪𝗼𝗿𝗸𝗶𝗻𝗴 𝗥𝗶𝗴𝗵𝘁𝘀 🌟

𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝟲𝘁𝗵 𝗔𝗽𝗿𝗶𝗹, 𝟮𝟶𝟮𝟰, 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗪𝗼𝗿𝗸𝗶𝗻𝗴 𝗥𝗶𝗴𝗵𝘁𝘀 𝗮𝗿𝗲 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴.

Employees will now have the power to request flexible working arrangements from day one of their employment, eliminating the previous 26-week continuous service requirement. This change aims to foster a healthier work-life balance and cater to the diverse needs of the workforce. 🔄💼

𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗲𝗮𝗻 𝗳𝗼𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀? 𝗛𝗲𝗿𝗲'𝘀 𝗮 𝗾𝘂𝗶𝗰𝗸 𝗿𝘂𝗻𝗱𝗼𝘄𝗻:

🔹 Flexible working covers various patterns and hours, including part-time, flexitime, term-
time, compressed hours, and remote work.

🔹 The time frame for considering requests will be shortened from three months to two
months.

🔹 Employees can now make two requests within a 12-month period.

🔹 No more requirement for employees to explain the potential impact of their request on
the employer.

In preparation for these updates, employers must review and update their flexible working policies, provide training to managers, and effectively communicate changes to employees. By doing so, employers can ensure compliance and create a more inclusive work environment. 📝💼

𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘁𝗼 𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿:
1. How will the reduced time frame for considering requests impact your processes?

2. Are your managers prepared to handle an increase in requests?

3. How will you effectively communicate policy changes to employees?

4. Are adjustments needed to accommodate remote work arrangements?

5. How can you monitor the success of your policies?

In conclusion, these changes offer a golden opportunity for employers to embrace flexibility, prioritise employee well-being, and stay ahead of the curve. 💼✨
For assistance in updating your policies, contact HR Delivered today! We're here to support you every step of the way. 🤝

02/04/2024

📢 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 𝗶𝗻 𝗖𝗮𝗿𝗲𝗿𝘀 𝗟𝗲𝗮𝘃𝗲 𝗔𝗹𝗲𝗿𝘁! 📢

🔔 𝗦𝘁𝗮𝗿𝘁𝗶𝗻𝗴 𝗔𝗽𝗿𝗶𝗹 𝟲, 2𝟶24, 𝗖𝗮𝗿𝗲𝗿’s 𝗟𝗲𝗮𝘃𝗲 𝗥𝗲𝗴𝘂𝗹𝗮𝘁𝗶𝗼𝗻𝘀 are changing! 📅Here's what you need to know:

🔍 𝗪𝗵𝗮𝘁'𝘀 𝗡𝗲𝘄 𝗳𝗼𝗿 𝗦𝗠𝗘𝘀? 🔍

1️⃣ 𝗖𝗮𝗿𝗲𝗿’s 𝗟𝗲𝗮𝘃𝗲 𝗘𝗻𝘁𝗶𝘁𝗹𝗲𝗺𝗲𝗻𝘁: Your employees can take up to one week of unpaid carer’s leave within a 12-month period from their first day of employment, supporting those caring for individuals with long-term care needs.

2️⃣ 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗟𝗲𝗮𝘃𝗲 𝗨𝘀𝗮𝗴𝗲: Providing flexibility! The one-week leave can be taken in half-days or full days, and it doesn't have to be consecutive.

3️⃣ 𝗡𝗼𝘁𝗶𝗰𝗲 𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀: Employees need to give written notice before taking carer’s leave. Notice should be twice the leave requested (number of days multiplied by 2) unless the calculation is less than 3 days in which case the minimum requirement is 3 days.

4️⃣ 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿'𝘀 𝗥𝗶𝗴𝗵𝘁 𝘁𝗼 𝗗𝗲𝗹𝗮𝘆 𝗟𝗲𝗮𝘃𝗲: You can delay carer’s leave if it significantly disrupts business operations. Notify employees beforehand with clear reasons provided. Postponement can only be for a maximum of one month.

🤔 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘁𝗼 𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿: 🤔

✅ How will your company ensure employees know about their entitlement to Carer’s Leave?

✅ What strategies will your company use to accommodate flexible leave usage?

✅ How will your company handle notice requirements for Carer’s Leave requests?

✅ What measures will your company take to prevent discrimination or unfair treatment?

✅ How will your company train line managers to understand and implement these new regulations?

✅ What provisions will your company make to monitor and review Carer’s Leave implementation for compliance and effectiveness?

Let's embrace these changes positively! Reach out to 𝗛𝗥 𝗗𝗲𝗹𝗶𝘃𝗲𝗿𝗲𝗱 for expert advice on employment law, EDI, talent acquisition, and more. Together, let's drive positive change! 🚀👥

01/04/2024

📢 𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗦𝗠𝗘 𝗢𝘄𝗻𝗲𝗿𝘀 𝗮𝗻𝗱 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀! 📢

The upcoming changes in the 𝗡𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗠𝗶𝗻𝗶𝗺𝘂𝗺 𝗪𝗮𝗴𝗲 (NMW) and 𝗡𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗟𝗶𝘃𝗶𝗻𝗴 𝗪𝗮𝗴𝗲 (NLW) starting today, may carry significant implications for your business operations. Here's what you need to know:

1️⃣ **𝗖𝗵𝗲𝗰𝗸 𝗮𝗻𝗱 𝗔𝗱𝗷𝘂𝘀𝘁 𝗣𝗮𝘆 𝗥𝗮𝘁𝗲𝘀:** It's crucial to review individual pay rates to ensure compliance with the new statutory minimums. Be prepared to increase rates where necessary to align with legislation [please see table below].

2️⃣ **𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻:** Clear and transparent communication with your employees is key. Make sure they understand that these adjustments are mandated by law, not arbitrary decisions made by the company.

3️⃣ **𝗡𝗼𝘁𝗶𝗳𝘆 𝗣𝗮𝘆𝗿𝗼𝗹𝗹 𝗧𝗲𝗮𝗺𝘀:** Don't forget to inform your payroll team/provider of any employees affected by the changes to ensure accurate payment.

Ready to ensure your business stays compliant and your employees are well taken care of? Reach out to us at [email protected] to discuss how we can help navigate these changes seamlessly! 🚀💼

30/03/2024

28/03/2024

🌟𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗧𝗼𝗽 𝗧𝗶𝗽𝘀🌟

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁 #𝟰

To ensure the success of employee wellbeing initiatives, prioritise top-down support:

1️⃣ **Leadership Endorsement:** Make sure senior leadership actively champions and advocates for employee wellbeing initiatives. When leaders genuinely commit to employee wellbeing, it sends a powerful message throughout the business.

2️⃣ **Training for Leaders:** Equip leaders with the skills and knowledge needed to recognise and address employee wellbeing concerns effectively. With these skills, leaders can effectively support their teams' wellbeing.

Empower your leaders, empower your teams! 💪

Interested in enhancing your leadership's support for employee wellbeing? Reach out to us for tailored training programs and consultancy services! 📩 [email protected]

26/03/2024

Only one week left in March, act now before our Ways to Wellbeing Review offer expires!

𝗘𝘅𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗢𝗳𝗳𝗲𝗿: 𝗪𝗮𝘆𝘀 𝘁𝗼 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗥𝗲𝘃𝗶𝗲𝘄 𝗗𝗶𝘀𝗰𝗼𝘂𝗻𝘁

Enhance your workplace wellness with our Ways to Wellbeing Review. Sign up within the next week to enjoy a discounted rate of £995 + VAT (normally £1995). Don't miss this chance to boost employee engagement and satisfaction.

💼 ** What's Included: **

✨ In-depth assessment of current wellbeing initiatives

✨ Tailored recommendations for improvement

✨ Personalised strategies for engagement

✨ Follow-up consultation for implementation guidance

Ready to enhance your company’s wellbeing goals? Reach out to us at [email protected] with the subject line 'Ways to Wellbeing Review.'

Let's achieve holistic wellness together!

21/03/2024

🌟𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗧𝗼𝗽 𝗧𝗶𝗽𝘀🌟

𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗔𝗻𝗮𝗹𝘆𝘀𝗶𝘀 #𝟯

Empowering your team's wellbeing:

🌟 Prioritise Employee Wellbeing! 🌟

We believe that supporting employees' wellbeing is paramount. Here are two key strategies we implement:

1️⃣ Employee Surveys: 📋 Conduct regular surveys to understand how employees are feeling. Feedback is crucial in shaping initiatives! Establishing a 'Your Voice, Our Action' approach to show how inputs directly influences positive changes.

2️⃣ Data Analysis & Metrics: 📊 By analysing turnover rates, absenteeism, and performance metrics, uncover patterns that guide wellbeing efforts. This data-driven approach helps tailor initiatives to address specific needs.

Your employee wellbeing matters to us, and we're committed to creating a supportive environment for all. 💙 Interested in learning more? don't hesitate to reach out to us at [email protected] to schedule your complimentary consultation.

20/03/2024

🌟 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 𝘁𝗼 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗪𝗼𝗿𝗸𝗶𝗻𝗴 𝗥𝗶𝗴𝗵𝘁𝘀 🌟

𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝟲𝘁𝗵 𝗔𝗽𝗿𝗶𝗹, 𝟮𝟶𝟮𝟰, 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗪𝗼𝗿𝗸𝗶𝗻𝗴 𝗥𝗶𝗴𝗵𝘁𝘀 𝗮𝗿𝗲 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴.

Employees will now have the power to request flexible working arrangements from day one of their employment, eliminating the previous 26-week continuous service requirement. This change aims to foster a healthier work-life balance and cater to the diverse needs of the workforce. 🔄💼

What does this mean for employers? Here's a quick rundown:

🔹 Flexible working covers various patterns and hours, including part-time, flexitime, term-
time, compressed hours, and remote work.

🔹 The time frame for considering requests will be shortened from three months to two
months.

🔹 Employees can now make two requests within a 12-month period.

🔹 No more requirement for employees to explain the potential impact of their request on
the employer.

In preparation for these updates, employers must review and update their flexible working policies, provide training to managers, and effectively communicate changes to employees. By doing so, employers can ensure compliance and create a more inclusive work environment. 📝💼

𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘁𝗼 𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿:
1. How will the reduced time frame for considering requests impact your processes?

2. Are your managers prepared to handle an increase in requests?

3. How will you effectively communicate policy changes to employees?

4. Are adjustments needed to accommodate remote work arrangements?

5. How can you monitor the success of your policies?

In conclusion, these changes offer a golden opportunity for employers to embrace flexibility, prioritise employee well-being, and stay ahead of the curve. 💼✨
For assistance in updating your policies, contact HR Delivered today! We're here to support you every step of the way. 🤝