Centric HR

Centric HR Outsourced HR Services | HR Consultancy | HR Software Confident HR Consultant with 20+ years experience in operational and strategic HR.

Working for small to corporate businesses across Private and Public sectors. Providing a wide range of services across the employee journey from attraction and recruitment to performance management and exit. Strategic interventions assisting companies to save money and increase efficiencies and the bottom line. Effective employee engagement and performance incentives connecting the employee to the customer.

An Indian citizen who moved to the UK on a skilled worker visa has been awarded almost £30,000 after his employer failed...
23/06/2026

An Indian citizen who moved to the UK on a skilled worker visa has been awarded almost £30,000 after his employer failed to give him any work.
The Birmingham tribunal heard that Shabin Shaji was employed as a full-time care worker by Swan Care Solutions for a year, but was not given any shifts or paid a salary.
As a result, Shaji was left without any income, despite having moved to the UK for the role and receiving visa sponsorship from the company. He was unable to secure any other employment because of visa restrictions.
Employment judge Kate Edmonds ruled that Swan Care Solutions should award Shaji £28,843.53 in compensation for unauthorised deduction from wages and holiday pay, as well as failure to provide him with a written contract and non-compliance with the Acas code of practice on disciplinary and grievance procedures.
Shaji’s claims against Elizabeth Chengeta, the company’s managing director, and in relation to alleged payments to Swan Care Solutions were dismissed on withdrawal.
The tribunal also ordered Swan Care Solutions to pay an additional £8,700 in costs.
Swan Care Solutions sought to argue that Shaji’s employment had never commenced. However, employment judge Edmonds found that the only pre-conditions of employment were that the claimant was in the UK, had a valid visa and was a commutable distance from the workplace.
She said his employment began on 15 April 2023, the day after he told his employer these conditions had been met, and ended on 21 April 2024.
“During that period, the claimant was ready, willing and able to perform his duties, and the only reason he did not do so was because the respondent did not provide him with work,” Edmonds added. “The respondent withheld work from him, which was an external and involuntary factor preventing him from completing his duties.”
Swan Care Solutions claimed that it “genuinely, albeit mistakenly” thought the claimant was unable to start work and had not issued a contract of employment as a result.
However, Edmonds concluded that this was not the case, saying: “I do not accept the respondent’s argument that it genuinely did not realise that it was employing the claimant in those circumstances.
“The respondent, while not a large employer, had some access to HR support or could have obtained it.”
If you need HR support, call us on 03333 660 567 or visit www.centrichr.co.uk

Performance reviews could be backfiring, with research suggesting that many employees are left feeling less motivated af...
22/06/2026

Performance reviews could be backfiring, with research suggesting that many employees are left feeling less motivated after undergoing an appraisal.
35% of professionals felt less optimistic about their role after their most recent appraisal, while only 16% felt more positive about the future, according to a survey of 2,000 UK white collar professionals.
Reflecting this dissatisfaction, another recent poll also found that 25 per cent of 361 people felt unmotivated after their most recent review.
The problem may be less about appraisals themselves and more about the people conducting them, experts suggest.
According to research from the CMI, 82% of managers enter management roles without any formal management or leadership training. “Many are expected to provide feedback, manage performance and support employee development without being taught how to do so effectively.
Technology may also be playing a growing role. As previous reporting shows, as many as 59% of UK managers use generative artificial intelligence to help write reviews and feedback. Whilst this can help identify patterns and gather evidence, it should never replace human judgement
John Palmer, senior adviser at Acas, said appraisals were more likely to be fair and legally sound when based on SMART objectives – specific, measurable, achievable, relevant and time-bound – and applied consistently.
Scoring should be consistent, he added, especially when linked to pay, bonuses or promotions, and regularly reviewed to ensure it remained fair and relevant.
Charles Cotton, senior reward and performance adviser at the CIPD, said HR should lead in building a shared understanding of what good performance management looks like.
“Rather than treating it as an annual or quarterly event, organisations should view performance improvement as continuous,” he said. “This means more regular, meaningful conversations, not just formal reviews.
“While technology can help streamline processes, equal emphasis should be placed on equipping managers and employees with the skills and support they need so they can perform at their best in a fast-changing workplace.”
If you need HR support, call us on 03333 660 567 or visit www.centrichr.co.uk

Employment tribunal claims continued to climb in the first three months of 2026, with a growing backlog of cases and sha...
19/06/2026

Employment tribunal claims continued to climb in the first three months of 2026, with a growing backlog of cases and sharp increases in claims involving unfair dismissal, disability discrimination and whistleblowing.
New Ministry of Justice statistics show there were 52,400 new employment tribunal claims lodged between January and March 2026, while the number of open claims reached 531,000 by the end of the quarter.
The figures highlight the mounting pressure facing the tribunal system, with receipts continuing to outpace disposals and waiting times increasing across a number of jurisdictions. According to the quarterly tribunal statistics, employment tribunals received 22,000 claims during the quarter, while disposing of just 11,000.
The data shows unfair dismissal remains the most common tribunal subject. 51% of all new claims included an unfair dismissal complaint, while unfair dismissal accounted for 23% of all jurisdictional complaints received during the quarter.
Disability discrimination claims also continued to increase, by 79% year-on-year and accounting for 16% of all tribunal complaints. Unauthorised deductions from wages represented 13% of all complaints received.
Among the fastest-growing claim types were TUPE-related complaints, which rose by 227% compared with the previous year. National minimum wage claims increased by 122%, while whistleblowing claims were up by 112%.
The Ministry of Justice noted that unfair dismissal, disability discrimination and unauthorised deductions together made up around 52% of all jurisdictional complaints received during the quarter.
The sharp rise in whistleblowing claims was another area identified as one to watch, particularly as the Supreme Court prepares to rule in a significant case concerning worker protections.
If you need HR advice, call us on 03333 660 567 or visit www.centrichr.co.uk

A programme co-ordinator whose boss asked her if she was going through menopause has been awarded more than £22k for vic...
18/06/2026

A programme co-ordinator whose boss asked her if she was going through menopause has been awarded more than £22k for victimisation.
Lucie Waller, who worked at Swann Engineering Group, brought claims of s*xual harassment, victimisation and constructive dismissal after her line manager, Andrew Gregory, made two menopause-related remarks when she lost her train of thought.
Gregory asked: “Is someone going through the change?” He later added: “You’re just acting that way because you’re going through the change.”
The East London tribunal ruled that, in the context of a workplace where menopause was openly discussed, the comments did not meet the legal threshold of harassment under the Equality Act 2010.
While the tribunal described the remarks as “insensitive”, it concluded they were not intended to demean her and were not enough to violate her dignity or create a hostile work environment.
Waller resigned on 22 July 2024, stating she felt had no choice. Her employment ended later the following month.
She succeeded in her claim for constructive dismissal and partially succeeded in victimisation claims. Her claim of harassment was dismissed.
In a remedy hearing, Waller was awarded £22,253, including £12,500 for injury to feelings, £6,598 loss of earnings, £645 loss of employer’s pension contributions, £1,833 interest on injury to feelings, £676 interest on financial losses and £1,346 for constructive unfair dismissal.
Employment judge Bruce Gardiner and the panel said it was “not reasonable” for Waller to claim Gregory's comments “violated her dignity”, finding she was “unduly sensitive” at the time because of personal matters.
“Most pertinently, we note that staff in the office had spoken about menopause in the past, prompted by the symptoms that Parnham had herself been experiencing and by Parnham's desire to foster a culture where menopause symptoms were spoken about more openly,” said Gardiner.
“The comment itself was not inherently offensive, nor was it made to demean Waller or in an attempt to get others to laugh at her.”
If you need HR support, call us on 03333 660 567 or visit www.centrichr.co.uk

The head of the new Fair Work Agency (FWA) has urged workers and members of the public to report suspected labour abuses...
17/06/2026

The head of the new Fair Work Agency (FWA) has urged workers and members of the public to report suspected labour abuses, as the government seeks to strengthen enforcement of employment rights across the UK.
Speaking to The Telegraph Matthew Taylor said the agency had already seen a rise in reports since its launch in April and pledged that it would “respond to every single call” made through its reporting channels.
The comments come as the FWA begins assuming responsibility for enforcing a range of workplace rights under the Employment Rights Act. The agency was formally launched on 7 April 2026 and combines several existing labour market enforcement bodies, including HMRC’s National Minimum Wage Unit, the Gangmasters and Labour Abuse Authority (GLAA), and the Employment Agency Standards Inspectorate (EAS).
The agency has a mandate covering areas such as the national minimum wage, holiday pay, sick pay, modern slavery and employment agency regulation, as well as new rights introduced through the Employment Rights Act.
Business Secretary Peter Kyle previously described the agency as a “game-changer” for employment rights enforcement, arguing that the existing system “doesn’t deliver for businesses or working people”.
Taylor sought to reassure employers that the agency's approach would not centre on high-profile enforcement activity and suggested the agency could help address some employment disputes before they reach the tribunal system.
The agency's expanded powers have prompted concerns from some employer groups. Earlier this year, the Institute of Directors warned that the FWA would have significantly broader powers than the bodies it replaces, while the Federation of Small Businesses and the CIPD called for clear guidance and compliance support for employers adapting to the new regime.
A government spokesperson previously defended the agency's remit, arguing that it is intended to target employers who deliberately flout the law while creating “a level-playing field for businesses” that comply with employment regulations.
If you need HR support, call us on 03333 660 567 or visit www.centrichr.co.uk

The World Cup kicks off tomorrow, with 48 teams fighting for the big prize. While the tournament is a celebration for fa...
10/06/2026

The World Cup kicks off tomorrow, with 48 teams fighting for the big prize. While the tournament is a celebration for fans, for employers it can create workplace issues. However, with a bit of planning, businesses should be able to navigate the five week-long event.
Major sporting events can be a great opportunity to bring a workforce together. They give people something in common to talk about and help strengthen cross-team relationships. Handled well, sporting events can be a real win-win for employers and employees alike.
The UK’s diverse workforce means employers should not assume employees only want to watch home nation matches; consideration should be given to employees of other nationalities, supporting their country’s team.
The World Cup can however lead to problems, particularly as the tournament progresses. So what should employers be aware of?
They may experience increased and competing short-notice requests for annual leave and requests to work flexibly including reduced hours, alternative hours or working from home.
Employees could also call in sick, or not turn up to work. They may state tiredness, a hangover or a fictitious reason for absence, particularly if unable to book leave.
Workers may arrive late, leave early or not be contactable during normal working hours. Employees may also try to use work time and equipment to livestream events.
Not all employees will be interested, which may lead to frustration among those who cannot take time off because others have taken annual leave to watch matches.
Employers’ plans for the event should be communicated clearly.
A good strategy is to embrace some flexibility. Consider allowing temporary flexible working arrangements or allowing employees to make up lost time if an important game is occurring during working hours.
Manage expectations by letting employees know in advance if there are any periods when they cannot take leave and manage competing annual leave requests fairly.
Remind staff of relevant policies on anti-harassment and bullying, internet use, drugs and alcohol and sickness absence. Be explicit about what conduct is unacceptable.
Ensure managers know what to do if conduct is unacceptable; investigate promptly and take disciplinary action where appropriate.
If you plan to allow viewing at work, set aside designated spaces for watching or streaming events, communicate clear guidelines on no alcohol and ensure there is sufficient cover to answer calls and/or respond to emails. Discuss team availability and capacity ahead of time to ensure business needs can be met.
Whatever the size of your business, planning ahead is key. It is also imperative that you emphasise any changes are temporary – be specific about timeframes and tell the entire workforce.
Written by Vicky Schollar - partner and head of employment at Gardner Leader.
If you need HR support to deal with any of these issues, call us on 03333 660 567 or visit www.centrichr.co.uk

Subcon 2026
04/06/2026

Subcon 2026

We're here and ready for Subcon 2026!
04/06/2026

We're here and ready for Subcon 2026!

A planning enforcement officer who was paid less than her male predecessor despite doing the same job has partly won an ...
04/06/2026

A planning enforcement officer who was paid less than her male predecessor despite doing the same job has partly won an equal pay claim after a tribunal found that Kent County Council breached a s*x equality clause.
J Hamid, who was awarded more than £37,000, raised concerns after being placed on a lower pay band than her predecessor, Mr G, despite taking on the same responsibilities within the council’s two-person planning enforcement team.
An Ashford tribunal found the council failed to recognise the value of Hamid's “more modern way of working” and her key strengths, such as emotional intelligence, people skills and team building, compared to the traditional “police-style” skills of her male comparator.
Hamid’s equal pay claim succeeded against her primary comparator, Mr G, after the tribunal found that the council had breached the s*x equality clause and that its assessment of her role had been influenced by s*x.
In a remedy hearing, Hamid was awarded £37,098, including £25,940 in pay arrears, £5,308 in interest, and £5,849 for pension losses.
However, it dismissed her claim relating to a second comparator, Mr W Dixon, finding that the differences in his role as an agency worker meant the two were not engaged in like work.
Employment judge Corrigan found that differences between Hamid’s role and that of her male predecessor could justify a pay disparity for a period after she qualified in 2018 because she was still developing experience.
However, the tribunal concluded that by April 2021 Hamid had acquired equivalent experience to Mr G when he was promoted to KR10, and was working at a level comparable to the senior role.
The tribunal rejected the council’s defence that demands on the role had reduced since Mr G's tenure, accepting evidence that the workload was in fact greater and more complex. It also rejected the claim that there was no business need for a post above KR8.
If you need HR support, call us on 03333 660 567 or visit www.centrichr.co.uk

Get ready for Subcon - download the show magazine! Subcon kicks off next week (3-4 June | NEC, Birmingham) and we can't ...
03/06/2026

Get ready for Subcon - download the show magazine!
Subcon kicks off next week (3-4 June | NEC, Birmingham) and we can't wait to see you there!
Sneak peek: download the official Subcon magazine now! Inside, you’ll get a taste of what you can expect from this year's conference programme. Find articles on UK manufacturing's next chapter, including defense drones, point of care healthcare, aerospace supply chains and EV battery.
Dive straight in and preview what Subcon has to offer! See link below
https://subcon.mydigitalpublication.co.uk/2026

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