Lighter HR

Lighter HR Expert HR consulting and support services to develop the performance you want and address the issues

Join us in giving Samiha a warm welcome as she embarks on this exciting journey with us, as our new HR Executive. We’re ...
23/08/2024

Join us in giving Samiha a warm welcome as she embarks on this exciting journey with us, as our new HR Executive. We’re looking forward to the amazing contributions she will bring to our team!

Welcome aboard, Samiha!

We often think of redundancy as an ending, yet in many cases, businesses of all shapes and sizes opt for redundancy due ...
22/08/2024

We often think of redundancy as an ending, yet in many cases, businesses of all shapes and sizes opt for redundancy due to a need to change direction, or due to changing demands from their customers.

In this context, redundancy can also be an exciting time and can signal the start of a new chapter for your business and your people.

Whilst initially, redundancy can be unsettling, the ability to support your employees through the process will influence their future adaptability and productivity.

If you're considering redundancy, you'll need to lead this change in a way that instills confidence and trust in the future of the business.

Make sure you take the time to think about this element in the planning stages, so that you can be as transparent as possible and provide your people with the reassurance necessary for your business to thrive.

We can help with all aspects of the redundancy process, from advisory to full management.

For more information, give us a call on 0203 146 8770 and we can talk you through the process.

The term for identifying roles potentially impacted by redundancy is “pooling”. This is where you determine which of yo...
20/08/2024

The term for identifying roles potentially impacted by redundancy is “pooling”.

This is where you determine which of your employees would be impacted by the changes you are proposing and therefore should be part of your redundancy process.

In some cases, this will be obvious.

However, there are times when roles aren’t quite as clearly defined and there is a lot of overlap between one role and another.

As an example:

Perhaps you have 1 office manager and 1 facilities manager. You only have budget for one role as you move forward.

The role of office manager could be expanded to include the tasks of the facilities manager and the role of facilities manager could be expanded to include the tasks of the office manager.

In this scenario, your pool will consist of both the office manager and the facilities manager even though they have different titles.

Getting pooling right can be quite challenging and it’s worth making sure that you've given this due attention and documented how you've reached your decision as to who is in the pool.

Need some help?

We've supported many businesses through the redundancy process and are experienced in managing both standard and large-scale redundancies.

Find out more about our redundancy support solution here: 👉https://lighterhr.co.uk/hr-support-services/managing-redundancies/

As a lead HR professional, being tasked with planning and executing a large-scale redundancy process can be one of the m...
19/08/2024

As a lead HR professional, being tasked with planning and executing a large-scale redundancy process can be one of the most challenging projects you’ll need to undertake.

It’s up there with TUPE!

Most HR professionals will be very familiar with managing small redundancy processes but, once you’re looking at making more than 20 people redundant, the process takes on some new levels of complexity.

There are three key differences to the standard redundancy process when you’re considering making more than 20 people redundant in a 90-day period.

It’s important that you’re aware of them:

1️⃣ Advising the authorities: Inform the Redundancy Payment Services and Secretary of State of that you're making more than 20 people redundant. You inform them by completing an HR1 form.

2️⃣ Differing time periods for consultation: In small scale redundancies, there is no set duration for consultation. However, in large-scale redundancies, the law sets out how much time needs to pass between collective consultation starting and the first person leaving your organisation.

3️⃣ Collective as well as individual consultations: You're required to consult with a group of employee representatives, or a trade union (if your business recognises one), as well as with individuals.

For help with your large-scale redundancy process, contact us: 👉https://lighterhr.co.uk/contact-us/

The more information you share during redundancy consultation, the better. When we work with clients, we often put toge...
16/08/2024

The more information you share during redundancy consultation, the better.

When we work with clients, we often put together an open consultation letter that can also act as a script, to ensure that all relevant and important information is covered.

As a guide, you should look to share the following information:

📑 The business case

📑 Why their role specifically is affected.

📑 Explain the consultation process, including how long it will last

📑 Any alternative or vacant roles available

📑 The redundancy terms, including what payment they would get if made redundant, confirmation of their notice period, confirmation of what will happen with their holiday etc.

If you're considering redundancy and want to take the headache out of the process, we can manage as little or as much as you need.

Find out more here: https://lighterhr.co.uk/hr-support-services/managing-redundancies/

Most businesses are born from a passion, talent or strong interest in a subject area.Yet as businesses grow, many busine...
10/06/2024

Most businesses are born from a passion, talent or strong interest in a subject area.

Yet as businesses grow, many business owners find themselves moving from their original passion and purpose, towards dealing with more and more people issues that can be time-consuming and costly.

Energy that would be better spent on business growth and pursuing long-term business objectives, gets redirected towards employee issues.

So here are some best practice tips for handling them, that'll stand you in good stead:

1️⃣ Don't ignore the problem

2️⃣ Communicate openly and honestly

3️⃣ Keep accurate and comprehensive records

4️⃣ Seek appropriate advice and guidance

5️⃣ Review your company culture

If your day is filled with people-politics or you have to resolve employee issues more often, we can help.

We offer a wide range of services including fully outsourced solutions with no long-term contracts. Your support will be tailored to the needs of your business.

Call us today: 0203 146 8770

Why Outsourcing HR for Grievance Management is a Smart Move🔍 Are you considering outsourcing HR functions? Here's why it...
07/06/2024

Why Outsourcing HR for Grievance Management is a Smart Move

🔍 Are you considering outsourcing HR functions? Here's why it might be the best decision for handling employee grievances:

1️⃣ Expertise and knowledge: Outsourced HR consultancies bring specialist knowledge and experience, ensuring professional, effective and swift grievance management.

2️⃣ Impartiality: External HR providers offer objective and unbiased grievance handling, building trust with employees and key stakeholders.

3️⃣ Cost-Effectiveness: Save costs on hiring and training by having access to expert support who can handle grievance issues for you.

4️⃣ Time Efficiency: Focus on core business activities while experts manage time-consuming grievance procedures.

5️⃣ Consistency and Standardisation: Ensure uniform handling of grievances, maintaining fairness and transparency for all parties.

6️⃣ Scalability and flexibility: Outsourcing allows you to adjust your level of HR support as your needs change, so should you find yourself with multiple grievances, you'll be able to them with ease.

📈 For any company experiencing rapid growth, outsourcing HR ensures prompt issue resolution, improved employee morale and compliance with employment laws.

Your internal HR team can then concentrate on driving strategic goals.

❓Considering outsourcing your HR

It could transform your approach to employee relations and enhance your organisational efficiency.

Contact us on 0203 146 8779 or visit our website for more info: https://i.mtr.cool/oxtycqiymu

💡Common mistakes when managing employee grievances 💡🤔 Mistake 4: Taking too long to investigate a grievance One of the m...
06/06/2024

💡Common mistakes when managing employee grievances 💡

🤔 Mistake 4: Taking too long to investigate a grievance

One of the most common mistakes in managing grievances is taking too long to investigate.

You're busy, and a lengthy email from an unhappy employee can easily get pushed to tomorrow... and then tomorrow... and then tomorrow.

Remember, while the grievance may not be top of your priority list, it's the most important thing on your employee’s mind.

Delays only increase their frustration and make it harder to handle the situation constructively.

🚀 Get the grievance investigation going:

1️⃣ Acknowledge the grievance as soon as possible.

2️⃣ Manage expectations about when they’ll hear from you again.

3️⃣ Follow Acas guidelines: aim to hear the grievance within 5 days.

Swift action is crucial for effective grievance management.

Need support handling grievances quickly and effectively? Contact us on 0203 146 8779 or visit our website for more info: https://i.mtr.cool/wbgvcvnwzh

💡Common mistakes when managing employee grievances 💡🤔 Mistake 4: Taking too long to investigate a grievance One of the m...
06/06/2024

💡Common mistakes when managing employee grievances 💡

🤔 Mistake 4: Taking too long to investigate a grievance

One of the most common mistakes in managing grievances is taking too long to investigate.

You're busy, and a lengthy email from an unhappy employee can easily get pushed to tomorrow... and then tomorrow... and then tomorrow.

Remember, while the grievance may not be top of your priority list, it's the most important thing on your employee’s mind.

Delays only increase their frustration and make it harder to handle the situation constructively.

🚀 Get the grievance investigation going:

1️⃣ Acknowledge the grievance as soon as possible.

2️⃣ Manage expectations about when they’ll hear from you again.

3️⃣ Follow Acas guidelines: aim to hear the grievance within 5 days.

Swift action is crucial for effective grievance management.

Need support handling grievances quickly and effectively? Contact us on 0203 146 8779 or visit our website for more info: https://i.mtr.cool/wbgvcvnwzh

💡Common mistakes when managing employee grievances 💡🤔 Mistake 3: Trying to resolve a grievance without investigationIt's...
05/06/2024

💡Common mistakes when managing employee grievances 💡

🤔 Mistake 3: Trying to resolve a grievance without investigation

It's crucial to conduct an investigation during the grievance process. Unlike disciplinary procedures where the investigation comes first, in a grievance, you hold the hearing first and then investigate. This helps clarify issues and determine necessary steps.

🕵🏻‍♀️ How to Ensure a Proper Investigation:

1️⃣ Gather evidence from multiple sources like colleagues, managers, and witnesses.

2️⃣ Undertake a desktop investigation to verify the information.

3️⃣ Remember, listening to the employee is just one side of the story. Always get the other side before resolving the issue.

Taking the time for a thorough investigation ensures you have all the facts, making resolution easier.

If you need support with grievance management, we can help. Contact us on 0203 146 8779 or visit our website for more info.

PS: Don't forget to grab your Managing People guide which offers tangible steps and solutions for some of the most common people challenges.

➡️ You can get it here: https://i.mtr.cool/pztcluiceo

💡Common mistakes when managing employee grievances 💡🤔 Mistake 2: Not recognising a grievance as a grievanceThere are tim...
04/06/2024

💡Common mistakes when managing employee grievances 💡
🤔 Mistake 2: Not recognising a grievance as a grievance

There are times when it is obvious that someone is submitting a grievance as they will mark it as such.
There are other times however, when it is not so clear.

You may receive an email that does not explicitly state “I would like to raise a grievance” but it’s clearly from an unhappy employee.
Knowing what to do in this situation can help you to avoid problems.
Clearly, you don’t want to treat every email you receive where someone says they are unhappy about something as a grievance.
Doing so would mean that you spend all day, every day in grievance hearings.

However, you do need to recognise when following a formal approach is the right thing to do or encourage.

🕵🏻‍♀️🕵🏽‍♂️ How to spot a grievance:

1️⃣ Any email that mentions harassment or discrimination will need to be addressed through a formal process.
2️⃣ Any issue that seems to be escalating or not resolving despite your best efforts.
3️⃣ If you ever receive an email with an employee complaint and you're unsure whether the employee is raising a grievance or not, ask the question.
If you need support with a grievance, we can help. Contact us on 0203 146 8779 or visit our website for more info.

💡Common mistakes when managing employee grievances 💡🤔 Mistake 1: Not seeking clarity on what the grievance is aboutAs an...
03/06/2024

💡Common mistakes when managing employee grievances 💡
🤔 Mistake 1: Not seeking clarity on what the grievance is about

As an employer, grievances can be one of the most complex people issues to navigate.

The process can be long and you are responsible for hearing, investigating and resolving the grievance.

But you can only do that if you fully understand the issues.

This can be due to language barriers, written communication not being great, or oftentimes lots of frustration tumbling out onto the page without a clear structure.

A common mistake when managing grievance is to not seek clarity on what the issues are.

If you're ever uncertain, don't be afraid to seek clarity from the employee. You can do this in writing, or if that's an issue, you can use the hearing as an opportunity to seek clarification.

Grievances can be complicated but you don't have to deal with them alone.

☎️ If you'd like some expert guidance, give us a call: 0203 146 8770 and we'd be happy to help.

📔 PS: If you haven't already, don't forget to claim your free 'Challenges of Managing People' guide.

Access it here: 👉https://i.mtr.cool/qsmtdtvzlz

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