KT People - HR Consultancy

23/04/2025

Following last weeks Supreme Court ruling clarifying the definition of "s*x", the CIPD have issued some guidance to employers on what actions need to be taken:

1️⃣ Policy and procedures review and impact assessment
Audit all HR and EDI policies, especially those related to recruitment, facilities, dress codes, parental leave, and single-s*x provisions.
Ensure language reflects the legal definition of s*x.
Track employee feedback, complaints, or HR casework to identify where policy or practice may need adjustment.

2️⃣ Staff and management training
Update training content to explain the clarified legal definitions of “s*x” and “gender reassignment” under the Equality Act.
Equip managers to handle sensitive conversations with empathy, and provide practical case studies on lawful, respectful inclusion.

3️⃣ Strengthen employee support systems
Reinforce confidential support mechanisms for all employees (eg dedicated contacts in HR, EAP access, or peer support networks).

4️⃣ Internal communication and culture
Compose clear, inclusive messages to all staff explaining the ruling, its impact, and the organisation’s ongoing commitment to inclusion and respect for all identities, beliefs and views.
Promote a workplace culture that ensures that debate does not become discrimination.

5️⃣ Legal consultation
Engage with employment lawyers to ensure compliance with the ruling, especially when navigating any complex occupational requirements or single-s*x provision.
Evidence and document decision-making processes clearly and objectively when exclusions or distinctions are made.

Transgender employees remain protected from discrimination under gender reassignment provisions and their needs must also be taken into account.

✅ Yes, its a minefield.
❎ No, I do not want to give my personal opinion on this.
✅ Yes, I can foresee employment tribunal cases shooting through the roof.
❎ No, I do now have all the answers (does anybody?)

But if your business needs some assistance implementing any of the above please email [email protected]

Good luck 🤞

24/03/2025

https://www.linkedin.com/posts/kt-people_march-newsletter-now-available-activity-7309984877502746624-O26F?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAnL9tEBQJYZV7cZzQVJHNgehoMBgPT8g1A

March newsletter now available!

March Newsletter now available.

20/03/2025

If you are looking for some HR support for your business, you can book an initial 30 minute free Teams chat with me to discuss your needs. Please use the following link to book a call.

19/03/2025

The DWP's new rules, which will likely remove the 3-day waiting period for Statutory Sick Pay (SSP) starting next year, will require line managers to be clear on how to manage both short-term and long-term sickness within their teams.

To address this, I have created a training for managers, focusing on ensuring they follow the correct legal steps while also being empathetic. The training covers managing sickness absences effectively, supporting employees in returning to work, considering reasonable adjustments, exploring redeployment options, or, in unavoidable cases, making dismissals on the grounds of capability.

The training can be delivered online for up to 12 Line Managers per session. If you would like to know more, please email [email protected]

13/03/2025

I met somebody this morning at a networking event who told me his wife does the HR for his business as she has a Level 2 in Accountancy.

This is like me saying my son does our plumbing because he knows how to flush the chain.

So many business owners do not understand what HR involves and the value professional expertise can offer its frightening. Grrrrrr!!!!

If you would like some HR guidance and potential save your company £££££ then please email me at [email protected]

Discover & share this Frustrated F**k My Life GIF with everyone you know. GIPHY is how you search, share, discover, and create GIFs.

03/03/2025

✏️ Staff Appraisals, Employee 121's, Performance Reviews..... Call them what you will.

🙈 🙉 🙊 The season is upon us when many organisations ask their Line Managers to sit down with their direct reports to talk through the past 12 months performance, set objectives and understand their development needs.

Lots of organisations now give ongoing feedback throughout the year. But for many this is still an annual event...... And for a few, it barely happens at all 😬.

Appraisals/Performance reviews should be a positive experience for an employee. After all, if there were any issues they would have been raised before now. Surely???

Things managers will need to remember when setting objectives and evaluating their team:

💠 Do the objectives reflect the business goals?
💠 Are the objectives SMART?
💠 Have your team members expressed an interest in progression?
💠 Have you identified any development needs?
💠 Are you giving your employee time to raise any concerns?

AND MOST IMPORTANTLY........

💠 What are you and your direct report going to do with all this information following the meeting?

If you would like to book a one hour's consultation with me to discuss performance reviews or any other employee relations concerns. I have availability on Wednesday and Thursday this week.

Please follow this link to book an appointment or if you would like to know more about services and fees, email me at [email protected].

[email protected]/meetingtype/yHrqAqrPwE6cx0oBdIzlpA2?anonymous" rel="ugc" target="_blank">https://outlook.office.com/bookwithme/user/[email protected]/meetingtype/yHrqAqrPwE6cx0oBdIzlpA2?anonymous

19/02/2025

Hi All, I've just written my first newsletter on LinkedIn, please follow this link for employment law and guidance updates.
Thanks Karen

Issue One Hi Everyone, welcome to my new newsletter. This is a first for me, I've never written one before or been a blogger.

13/02/2025

🖥️ Website Update!!!! 🖥️

www.ktpeople.co.uk

I had a call with a perspective client yesterday who asked if I had a website. Well yes, I do but I was really embarrassed to say that it might be a little dated now.

I originally set up the website last summer when I first set myself up as a self employed HR Consultant and didn't really have any idea what services I was going to offer. At the time, I just wanted clients and was prepared to turn my hand to anything.

Over the last few months I've had a chance to reflect on my strengths and weaknesses and my likes and dislikes and have refined my services accordingly. (I will still consider work outside the remit though).

So please feel free to revisit my freshened up website, in which you can now book a 30 minute initial online consultation with me. Not actually sure if the function works so give me a shout if you have any issues.

If you know of any small to medium sized businesses who could benefit from a bit of HR love, please share this post or recommend me.

Thanks All 😍

If you are looking for an HR Consultant with excellent knowledge of Employee Relations, Employee Engagement and HR Transformation Projects, who can bring value to your orgaisation and improve employee retention. then you might have landed on the right page.I’m Karen (don’t let the name put you o...

30/01/2025

🔤 To create a Strategic Plan for your people initiatives, collaboration among key stakeholders is essential. The Project Manager, often the HR Business Partner, plays a pivotal role in gathering insights from senior leaders to align the people plan with the business objectives.

Key Components to Include:

1️⃣ **Recruitment:** Focus on attraction strategies, workforce planning, refining interview processes, crafting job descriptions, and early career planning.

2️⃣ **Induction:** Day one engagement, organisational familiarisation, introductions, facility tours, IT setup, and security protocols.

3️⃣ **Learning & Development:** Outline career pathways, mentorship programs, annual training schedules, and mandatory training modules.

4️⃣ **Performance & Talent Planning:** Implement structured appraisals, regular feedback mechanisms, personalised training programs, career progression frameworks, and succession planning.

5️⃣ **Employee Engagement:** Create a positive work culture, promote diversity and inclusion, enhance communication channels, support flexible working arrangements, prioritise a conducive workplace environment, and address health and well-being concerns.

6️⃣ **Reward & Recognition:** Conduct salary benchmarking exercises, offer competitive benefits packages, and recognize employee contributions through celebratory initiatives.

7️⃣ **Separation:** Monitor exit interview trends, conduct thorough employee reviews, and maintain post-employment communication to uphold relationships.

Incorporating these comprehensive objectives into your plan may seem daunting, but doing so will undoubtedly contribute to achieving your overarching business objectives.

21/01/2025

Reposting my retainer services to update my newer connections. For small businesses needing HR support on an ad-hoc basis, I offer tailored solutions.

As an independent consultant, expect a more personalised service, not the generic call center approach of larger HR Consultancies.

Retainer prices can vary depending on size of headcount. Please message me for further details.