"Think Small First", this is the title of a new report by The Confederation of British Industry (CBI). The report outlines its proposals on employment law to boost small and medium-sized enterprises (SMEs) and is looking to the Government to tackle regulation that prevents these businesses from creating jobs and growing.
The proposals include speeding up the tribunals system, providing clear guidance in the absence of a default retirement age, introducing the right to an annual review of flexible working so that companies can manage competing requests fairly and agreeing a return date with employees going on maternity leave so that firms can plan more easily.
The CBI Director-General, John Cridland, calls smaller firms “job-creation dynamos” but 60% of SMEs say employment regulation are a barrier to job creation as it has a “disproportionate impact” on them. Mr Cridland explained: “Much employment law fails to recognise that private and family-run firms don’t have dedicated human resource teams and tend to manage staff in an informal way. The size and nature of these firms makes them strong advocates of flexible and family-friendly working, and the Government should build on this success.”
I couldn't agree more with Mr Cridland. Many SMEs don't have a dedicated human resources team to help them through the plethora of legislation and they can get themselves into severe difficulties as a result. I count myself lucky to work with many of these private and family-run companies and I empathise with their frustration with legal practices that are constricting for smaller businesses. I agree that legislation is essential to protect both the employer and the employee but it should be proportionate and allow flexibility to enhance growth and development.
Wednesday 30 March 2011
Wednesday 16 March 2011
I love my job
No really, I do!
Today's blog is prompted by a testimonial I received from a client last week. Rachel Owen of Ribble Valley Cleaning is a delight to work with. She is entrepreneurial and her rapidly expanding cleaning company has bridged the gap between the domestic and commercial markets. Before appointing me as her HR Consultant Rachel had spent hours trawling through the internet trying to establish what she should be doing in terms of HR. To Rachel's credit she had done quite a lot for herself and had put in place contracts of employment for her staff, however, they were generic and did not cover her needs. I quickly brought Rachel up-to-date with bespoke documents and made sure she is compliant with employment legislation.
As you will see from the testimonial, Rachel is happy to have delegated her HR requirements and I know she feels this is a pressure removed which will allow her to concentrate on what she does best, running and expanding her thriving business. For my part, I know Rachel is getting expert advice and guidance whenever she needs it and I'm delighted to be a part of her enterprise.
My job brings me into contact with people and companies across a wide spectrum - it is always interesting, often demanding and hugely satisfying.
As I said, I love my job!
Today's blog is prompted by a testimonial I received from a client last week. Rachel Owen of Ribble Valley Cleaning is a delight to work with. She is entrepreneurial and her rapidly expanding cleaning company has bridged the gap between the domestic and commercial markets. Before appointing me as her HR Consultant Rachel had spent hours trawling through the internet trying to establish what she should be doing in terms of HR. To Rachel's credit she had done quite a lot for herself and had put in place contracts of employment for her staff, however, they were generic and did not cover her needs. I quickly brought Rachel up-to-date with bespoke documents and made sure she is compliant with employment legislation.
As you will see from the testimonial, Rachel is happy to have delegated her HR requirements and I know she feels this is a pressure removed which will allow her to concentrate on what she does best, running and expanding her thriving business. For my part, I know Rachel is getting expert advice and guidance whenever she needs it and I'm delighted to be a part of her enterprise.
My job brings me into contact with people and companies across a wide spectrum - it is always interesting, often demanding and hugely satisfying.
As I said, I love my job!
Monday 14 March 2011
My heart goes out to Japan
I watched with horror the news reports showing the destruction in Japan following the earthquake and resulting tsunami that has devastated their land. I cannot begin to comprehend what the people of Japan must be experiencing. Tens of thousands of lives lost in an instant and whole towns washed away. How do you begin to recover from such devastation?
We, the human race, like to think we have control over this planet of ours but, yet again, Mother Nature has proven that she is very much in charge.
My heart goes out to the Japanese.
We, the human race, like to think we have control over this planet of ours but, yet again, Mother Nature has proven that she is very much in charge.
My heart goes out to the Japanese.
Wednesday 9 March 2011
Employment Tribunal system broken!
This is the message from the Chartered Institute of Personnel and Development (CIPD) following their survey of more than 200 senior CIPD members with employee relations interests.
The report found that 61% of those surveyed have experienced an employee claiming unfair dismissal and "tagging on" a discrimination claim (which is uncapped) in the hope of getting more compensation. 55% said they had received a complaint against their organisation on malicious grounds. 52% would like to see the law on unfair dismissal amended to make it easier for employers to dismiss employees.
The CIPD reported that the volume of tribunal claims has increased and employers believe they have no protection against weak or speculative claims. Those surveyed suggested that recent plans outlined by the Government to increase the minimum period from one year to two before an employee can bring a claim for unfair dismissal will have only limited impact on reducing the number of claims. This is because many claims are linked to discrimination, or some form of protected characteristic, which can be brought from commencement of employment.
Any employer who has been involved in a grievance process, or had an employee bring a claim against them, will know how time consuming and costly this can be. HR isn't a 'nice to have', it's essential and a legal requirement. Your people are your biggest asset. To avoid them becoming your biggest liability make sure you have the best processes in place to encourage mutual respect and improve communication with your workforce.
The report found that 61% of those surveyed have experienced an employee claiming unfair dismissal and "tagging on" a discrimination claim (which is uncapped) in the hope of getting more compensation. 55% said they had received a complaint against their organisation on malicious grounds. 52% would like to see the law on unfair dismissal amended to make it easier for employers to dismiss employees.
The CIPD reported that the volume of tribunal claims has increased and employers believe they have no protection against weak or speculative claims. Those surveyed suggested that recent plans outlined by the Government to increase the minimum period from one year to two before an employee can bring a claim for unfair dismissal will have only limited impact on reducing the number of claims. This is because many claims are linked to discrimination, or some form of protected characteristic, which can be brought from commencement of employment.
Any employer who has been involved in a grievance process, or had an employee bring a claim against them, will know how time consuming and costly this can be. HR isn't a 'nice to have', it's essential and a legal requirement. Your people are your biggest asset. To avoid them becoming your biggest liability make sure you have the best processes in place to encourage mutual respect and improve communication with your workforce.
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