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Archive

December, 2020

Supporting mental fitness – series roundup so far

Posted on: December 15th, 2020 by Ginny Hallam

Over the last few months we’ve shared positive, proactive, and practical insights to support mental fitness at work. From introducing mental health champions in your business to supporting your team with mental health challenges presented by the festive period.

If you’ve missed any of our mental fitness updates, you can revisit all the detail here. Or, if you’d like an even deeper dive into supporting mental fitness at work, you can catch-up on our recent webinar here.

Toolkit – supporting mental fitness

Promoting employee well-being and mental health creates a more engaged workforce, reduces sickness absence and drives performance. We’ve created a user-friendly toolkit providing you and your managers with the knowledge, skills and tools to support your team’s mental health needs within the wider employment law context. Here’s the full contents, or get in touch to find out more.

People planning and policy

Posted on: December 11th, 2020 by Ginny Hallam

As part of keeping you in our focus, our people planning update ensures you’re on top of the latest changes in legislation, case law and people trends.

ACAS Early Conciliation

New rules came into force on 1 December meaning the default conciliation period is now six weeks (rather than four) with no possibility of further extension. The change will only take effect for early conciliations entered into after 1 December 2020, and means that employees will effectively have an extra two weeks to lodge an employment tribunal claim.

Public consultation on restrictive covenants

The Department for Business, Energy and Industrial Strategy are consulting on measures to reform post-termination restrictive covenants. They are considering whether to allow restrictive covenants only where the employer continues paying remuneration during the restricted period, or to ban them entirely. The consultation closes on 26 February 2021 – you can have your say here.

Gender reassignment discrimination

A recent case has held that a person does not need to undergo or intend to undergo any medical treatment in order to be protected from discrimination under the definition of gender reassignment in the Equality Act 2010. The claimant was subject to repeated harassment and mistreatment at work for identifying as “non-binary” or “gender fluid”. The tribunal determined that irrespective of how the claimant described themselves, the claimant was on a “journey” of transition which didn’t require any medical process.

People dates for your diary

1 February – LGBT History Month

4 February – Time to Talk Day

8 February – National Apprenticeship Week

Get in touch if you’d like to speak to one of our expert employment lawyers regarding anything we’ve covered above.

 

This update is accurate on the date it was sent (11 December 2020), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

“Employment Brexit briefing” – webinar 20.01.2021 @ 10am

Posted on: December 10th, 2020 by Ginny Hallam

With a year like 2020, you’d be forgiven if Brexit has slipped off your agenda. But 2021 is just around the corner and so are the practical implications of Brexit for employment law and your people processes.

To support you with a fast-start to the new year, our free 40-minute webinar will tackle some of the key employment law and people questions raised by the UKs departure from the EU, including:

  1. UK employment law – what’s going to change?
  2. GDPR – what’s the impact?
  3. Right to work – what checks need to be carried out and what are the risks if they’re not done correctly?
  4. Continuing to employ EU workers – how does the settled status scheme work and what happens if an employee’s application is turned down?
  5. Supporting employees – what can you do to help and to what extent are you required to do so?

When: Wednesday 20 January 2021 / 10am start

Where: Zoom – you’ll receive sign-in details the day before the webinar (19 January 2021)

Click here to register

If you know someone who would also like to attend, just forward this link to them as they’ll need to register separately with their unique details.

 

This update is accurate on the date it was sent (10 December 2020), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

Supporting mental fitness #8 – is it the season to be jolly?

Posted on: December 8th, 2020 by Ginny Hallam

With Christmas parties cancelled, tier restrictions remaining in place, individuals self-isolating and many just feeling like they can’t go home during the Christmas break (despite the government’s permission to do so) – colleagues may find themselves alone over the holiday period and struggling with their mental fitness.

We explore the practical steps you can take to best support colleagues during the holiday period.

Mental fitness calendar – being alone and without the usual work routine can make taking time off from work feel unsettling and create imbalance leading to challenges on mental fitness. Think about pulling together a suggested calendar of events and actions to invest in so that the holiday period feels less daunting and supports with a sense of achievement each day.

You could include remote get-togethers, a reading or podcast list that you might be able put to use post-Christmas, charitable activities and creating a team social plan for the year ahead.

Making time – whilst it might not be possible to have the usual Christmas get-together this year, it’s still important to make time to connect and catch up with colleagues – especially those who might be alone for most of the Christmas break.

Whether it’s arranging a virtual Christmas party, sending care packages or keeping a team social group going over the holidays, there are lots of ways to care personally and keep the festive spirit. Encourage managers to have a video call or chat with colleagues you know may be struggling over the Christmas break. Diary ahead to ensure an intrusive approach is avoided.

Tool up managers – knowing how to identify mental health challenges and how to approach discussions about mental wellbeing can sometimes feel difficult with many worried about saying the wrong thing. Give managers the tools to spot the early warning signs when a colleague is struggling and practical guidance of how to create the right setting and agenda scripts to help with conversations. To access our toolkit of practical mental health documents, click here.

Signpost support – it’s important to promote and signpost support options available to colleagues and how to access them during the Christmas break. This could be internal mental health first aiders and mental health champions who have volunteered to be available during the festive period, employee assistance programmes or even signposting to charitable organisations.

Mental health webinar

For further suggestions and information about how you can best support mental fitness at work, click here to access our free mental health webinar recording.

Mental health toolkit

Promoting employee well-being and mental health creates a more engaged workforce, reduces sickness absence and drives performance. We’ve created a user-friendly toolkit providing you and your managers with the knowledge, skills and tools to support your team’s mental health needs within the wider employment law context. Click here to find out more.

 

This update is accurate on the date it was sent (8 December 2020), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

Supporting you through Brexit

Posted on: December 3rd, 2020 by Ginny Hallam

As if we didn’t all have enough to deal with…Brexit is looming.

As part of keeping you in our focus with straight-talking and proactive solutions, here’s the support we’ll be offering:

  1. Brexit update series – commencing next week we’ll guide you through the opportunities and challenges of the new employment landscape.
  2. New Intelligent Employment documents – we’ll be adding Brexit FAQs along with new templates supporting you to understand the settled status process, what to communicate to employees, and a Brexit employment checklist.
  3. Training – to support in managing tricky diversity issues.
  4. January webinar – covering the employment issues you need to be aware of.

Click here to find out more about Intelligent Employment.