Rachael Ward - RWHR

Rachael Ward - RWHR Employee Relations – Do you require support resolving issues with employees? Absence – Do you require processes to address absenteeism?

Small businesses often require HR support, I can offer commercial, objective and unbiased employment advice and recommendations on processes and policies that will ensure your business is legally compliant. Examples of Services I can offer:

Handbooks – Do you require a review or implantation of a Company Handbook

Recruitment – Do you require someone to work with you to understand you hiring nee

ds and guide you through the recruitment process? Administration – Do you require some basic processes implementing to help save time on administration? GDPR –Do you require an audit to check have you addressed key areas: Privacy policies, consent to process data, security and employee file management?

31/10/2021

With effect from 11 November 2021, the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 are amended to require care home employers in England to use only vaccinated staff in care homes, unless they have a medical exemption.

This requirement applies to care homes in England that:
• are registered with the Care Quality Commission (CQC); and
• provide accommodation for residents who require nursing or personal care.

It will apply to all workers employed directly by the care home or care home provider (on a full-time or part-time basis), those employed by an agency and deployed by the care home and volunteers deployed in the care home.

From an employer’s point of view, it is very likely to be unlawful to continue to employ an individual who contravenes the requirement to have had two COVID vaccinations by 11 November.

If an individual agrees to have the vaccination but has not had both jabs by 11 November, the employee will have to stay away from the workplace by, for instance:
• Taking annual or short term unpaid leave; or
• Doing training that can be done from home or away from the workplace for a limited time.

Employers will need to redeploy an employee who would otherwise be working in breach of the vaccine requirement outside the care home. If redeployment is not possible, the employee will need to be dismissed, following a full and fair process.

This is a complicated and new area for employers to deal with, if you feel you would like advise on this please feel free to contact me.
[email protected]

16/09/2021

Is your business too small to need a dedicated HR role, but too big to go without?

It is my experience that a lot of businesses know HR is important but they’re not quite sure of what level of support they need.
It may be as simple as updating employment contracts and handbooks to be in line with current legislation. You may have specific questions around homeworking, absence, and disciplinaries. It could be that you need help recruiting and onboarding your new staff, or an overhaul of your existing policies.

As you can imagine that’s a lot for a small business owner to be doing on top of growing your business. So, that’s where I come in!

I’ll work with your team to deliver the policies, processes and procedures you need to help your small business succeed, and it all starts with a quick chat about your requirements. 🙂

Send me a message for more info. Or contact me on 07931 946182 or email me at [email protected]

01/09/2021

For over a year now, employees all over the country have been working from home. Even though the official advice to work from home no longer applies, many employers have not required a full return to the workplace from their employees. Instead, a working pattern has evolved that has come to be known as hybrid working. Hybrid working involves a combination of working from home and working in the office and offers a natural solution to social distancing concerns.

However, the success of hybrid working depends largely on the employer and the value the employer can extract from it. There are three key benefits of hybrid working for employers:
1. Employees want it and so by giving employees what they want, employers are creating a positive professional image.
2. Happy employees are likely to be more productive, so if hybrid working makes employees happier then employers will benefit.
3. Hybrid working reduces the amount of office space required which can help to reduce costs on office space and bills.

To put into context before the pandemic, 65% of employers offered no form of hybrid working to employees; after the pandemic this is expected to fall to 37%. Hybrid working is here to stay.

If you have a business this applies to and feel you need some advice on successful implementation and updates to your policies, please call me for some advice.

Rachael Ward
07931946182

23/07/2021

As a HR Consultant worry about is how much free information is available these days. A lot of it is out of date, terrible advice or just plain wrong.

Then there's the whole question of how people interpret the information, understanding what is mandatory and what is discretionary, understanding how it applies to your sector, as well as keeping up to date with any changes - and there are no shortage of those these days!

If you value your time and know that it is better spent elsewhere, want to get things right -for your business, for your employees, and for your customers then contact me.

I am happy to talk you through and questions you may have and outline what I can offer and how this will benefit your business both now and in the future.

Rachael Ward
Email: [email protected]
Mobile: 07931946182

04/06/2021

Recently I received a recommendation from someone I have known for over 15 years. I really appreciate her taking the time to do this and supporting me with my own business by recommending me to her Clients!
It was a tough choice to go self employed and I am really proud of myself for taking the leap and seeing the difference I am making for my clients

'I’ve known and worked with Rachael since 2005 when she steered Pyramid Posters through their initial Investors in People assessment and many re-accreditations with determination, sensitivity, common sense, patience and resilience. It’s always a pleasure to work with Rachael. She is conscientious, committed to delivering outcomes, pragmatic and positive in her approach. Extremely personable, professional and people focused I would recommend her HR services without hesitation and have done so already. Wishing her every success on her new venture (which is a brave and courageous move to follow her personal ambition) and hope people don't hesitate to engage with her.'

Lynn Galletly
Leadership Coach, Facilitator and Trainer at D L Galletly

07/05/2021

Are you employing any new staff in the next few weeks ? If so you need to be aware of the up coming changes to checking their right to work documents.

Home Office guidance has recently been updated in respect of employers’ right-to-work checks and, with effect from 17 May 2021, employers will have to check applicants’ original right-to-work documents where possible. During the coronavirus pandemic, employers have been able to carry out virtual checks on an individual’s right to work in the UK, but this will not be possible from 17 May.

There is no need for employers to carry out retrospective checks on anyone who had a right-to-work check under the temporary arrangements in place between 30 March 2020 and 16 May 2021.

If you require any further advice on this matter or any other HR issues please contact me on either on 07931 946182 or by email [email protected]

Are you tired of trying to juggle too many jobs ?Have you thought about reaching out to a HR Consultant for support and ...
30/04/2021

Are you tired of trying to juggle too many jobs ?

Have you thought about reaching out to a HR Consultant for support and advice ?

If so give me a call on 07931 946182 and I will take care of your HR requirements.

By outsourcing your HR needs, you can take the pressure of yourself and your staff, and direct your attention and resources to more relevant tasks.

One of the most expensive mistakes – in both time and money – is when key documents are missing. Documents like; Contrac...
16/04/2021

One of the most expensive mistakes – in both time and money – is when key documents are missing. Documents like; Contracts, proof of right to work in the UK, policies and procedures, disciplinary warnings and reviews. Such documents cover the legalities and regulations that comes with employing people.
To ensure you are legally compliant I am offering to audit your people records, processes and related documents including employment contracts to ensure you have the essentials in place.
I will identify any gaps that leave you open to risk and make suggestions for additional policies and procedures for you to consider. There is no obligation for you to implement any of my recommendations. However, I am happy to provide you with a quote if you wish.
If this is something you are interested in please contact me to discuss further
consultant

" Contracts ? No, I only employ a couple of people.""HR Policies? No."I get it you don't like admin or have the time to ...
23/03/2021

" Contracts ? No, I only employ a couple of people."

"HR Policies? No."

I get it you don't like admin or have the time to do it, or maybe you think legal documents do not apply to you as you are a small business. Well, I am afraid they do! Do not fall into the trap of thinking they don't.

Act now, contact me to see how I can help you and prevent you from making mistakes that could be costly to your business.

19/03/2021

I took the plunge in January and launched my own business RWHR which offers independent HR support to small and medium sized businesses.
CIPD qualified and an Associate Member with the resources to work both remotely and onsite.
From administrative tasks to employment law advice and HR audits, RWHR offers a flexible approach to meet clients needs. Whether you have a one off project or require regular assistance, I can assist you.
Give me a call to see how I can help you on 07931946182

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Leicester
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