Symfony Profiler

[
  "article" => App\Entity\News {#3020
    +imageUpload: null
    -id: 10
    -excerpt: "<p>If you are a business owner in the current climate, it really is worth reflecting on what you would do if an Employment Tribunal claim was brought against you.</p>"
    -publishDate: DateTime @1724838120 {#3024
      date: 2024-08-28 10:42:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
    -cta_link: null
    -featuredOnNewsPage: true
    -featuredInWisdomComponent: true
    -slug: "employment-law-protection-for-your-company"
    -title: "Employment Law Protection for your Company"
    -content: """
      <h2>Is your business prepared?</h2>\r\n
      <p><strong>If you are a business owner in the current climate, it really is worth reflecting on what you would do if an Employment Tribunal claim were brought against you.&nbsp;</strong></p>\r\n
      <p>Are you protected and what might your legal bills look like?</p>\r\n
      <h3>A ‘Perfect Storm’:</h3>\r\n
      <p>It may sound like something that will never happen to you and your business but there is quite a ‘perfect storm’ brewing at the moment. </p>\r\n
      <p>For example, the new government is looking to make it a ‘day one’ right for an employee to make an Employment Tribunal claim; this is likely to increase the chance of a claim being brought against many businesses.</p>\r\n
      <p>In addition, we are seeing a rise in businesses requiring staff to return to the office and this is causing some friction, resulting in an uptick in claims being instigated.</p>\r\n
      <p>It is currently free for an employee to bring an Employment Tribunal claim against you, even if you have done everything correctly, your defence might be robust enough to win your case but you still need to pay to defend any such claims, which can leave you with legal bills costing thousands just to demonstrate you were correct in the first place.</p>\r\n
      <p>This is very unsatisfying, and quite rightly so, for business owners.</p>\r\n
      <h3>The cost:</h3>\r\n
      <p>A claim could mean you face thousands of pounds in legal costs with a protracted, expensive case to defend. As of Apr 2024, the maximum tribunal award for an unfair dismissal is 12 months’ wages with a cap of £115,115 (increased recently from £105,707).</p>\r\n
      <p>Did you know that the national average cost of defending an Employment Tribunal is approximately £8,500?</p>\r\n
      <p>It’s a costly affair that you can mitigate.</p>\r\n
      <h3>Safeguard your business:</h3>\r\n
      <p>Luckily, there are ways you can insulate yourself from damage.</p>\r\n
      <p>One way you can secure your business is by obtaining <strong>Employment Disputes Insurance cover</strong> from Albion Legal.</p>\r\n
      <p>This is an insurance policy specifically designed for businesses to protect themselves from damaging claims.</p>\r\n
      <p>We have recently been approved on the panel of Albion Legal to provide legal services in defending claims for insured clients. </p>\r\n
      <p>This means that our team who have supported you with the case before it reached a claim, are now able to support you in defending any claims without you having to instruct a costly solicitor by the hour; out of your own pocket.</p>\r\n
      <p><strong>Employment Disputes Insurance policy </strong>provides:</p>\r\n
      <table> <tbody> <tr> <td> <p>Insurance cover against tribunal claims, fees, awards or settlements.</p> </td> <td> <p>Flexible employment risk management with a budgeted annual cost.</p> </td> <td> <p>Cover to minimise your exposure to unexpected financial loss.</p> </td> </tr> </tbody> </table>\r\n
      <p><strong>Key benefits:</strong></p>\r\n
      <ul> <li>Includes cover for legal fees, awards and settlements</li> <li>Policy triggers at ACAS Conciliation stage and provides cover for the duration of the claim</li> <li>Bespoke cover structured to the specific needs of your business.</li> <li>Your advisor is fully authorised to handle your claims through a special arrangement with the Insurers</li> <li>Premium and fee instalment facilities are available.</li> </ul>\r\n
      <p><strong>With cover in place, you need not worry about a potential tribunal and the headache, expense and challenges of defending it.</strong></p>\r\n
      <p><strong>If you would like to find out more, please contact the Taurus HR Solutions team on 0330 043 0897.</strong></p>
      """
    -subtitle: null
    -metaTitle: "Employment Law Protection for your Company"
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    -image: "employment-law-protection.jpg"
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      date: 2024-08-28 10:42:37.0 Europe/London (+01:00)
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      date: 2025-09-17 15:06:26.0 Europe/London (+01:00)
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]

App\Twig\Components\FeaturedNewsArticle {#3276
  +article: App\Entity\News {#3020
    +imageUpload: null
    -id: 10
    -excerpt: "<p>If you are a business owner in the current climate, it really is worth reflecting on what you would do if an Employment Tribunal claim was brought against you.</p>"
    -publishDate: DateTime @1724838120 {#3024
      date: 2024-08-28 10:42:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
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    -featuredOnNewsPage: true
    -featuredInWisdomComponent: true
    -slug: "employment-law-protection-for-your-company"
    -title: "Employment Law Protection for your Company"
    -content: """
      <h2>Is your business prepared?</h2>\r\n
      <p><strong>If you are a business owner in the current climate, it really is worth reflecting on what you would do if an Employment Tribunal claim were brought against you.&nbsp;</strong></p>\r\n
      <p>Are you protected and what might your legal bills look like?</p>\r\n
      <h3>A ‘Perfect Storm’:</h3>\r\n
      <p>It may sound like something that will never happen to you and your business but there is quite a ‘perfect storm’ brewing at the moment. </p>\r\n
      <p>For example, the new government is looking to make it a ‘day one’ right for an employee to make an Employment Tribunal claim; this is likely to increase the chance of a claim being brought against many businesses.</p>\r\n
      <p>In addition, we are seeing a rise in businesses requiring staff to return to the office and this is causing some friction, resulting in an uptick in claims being instigated.</p>\r\n
      <p>It is currently free for an employee to bring an Employment Tribunal claim against you, even if you have done everything correctly, your defence might be robust enough to win your case but you still need to pay to defend any such claims, which can leave you with legal bills costing thousands just to demonstrate you were correct in the first place.</p>\r\n
      <p>This is very unsatisfying, and quite rightly so, for business owners.</p>\r\n
      <h3>The cost:</h3>\r\n
      <p>A claim could mean you face thousands of pounds in legal costs with a protracted, expensive case to defend. As of Apr 2024, the maximum tribunal award for an unfair dismissal is 12 months’ wages with a cap of £115,115 (increased recently from £105,707).</p>\r\n
      <p>Did you know that the national average cost of defending an Employment Tribunal is approximately £8,500?</p>\r\n
      <p>It’s a costly affair that you can mitigate.</p>\r\n
      <h3>Safeguard your business:</h3>\r\n
      <p>Luckily, there are ways you can insulate yourself from damage.</p>\r\n
      <p>One way you can secure your business is by obtaining <strong>Employment Disputes Insurance cover</strong> from Albion Legal.</p>\r\n
      <p>This is an insurance policy specifically designed for businesses to protect themselves from damaging claims.</p>\r\n
      <p>We have recently been approved on the panel of Albion Legal to provide legal services in defending claims for insured clients. </p>\r\n
      <p>This means that our team who have supported you with the case before it reached a claim, are now able to support you in defending any claims without you having to instruct a costly solicitor by the hour; out of your own pocket.</p>\r\n
      <p><strong>Employment Disputes Insurance policy </strong>provides:</p>\r\n
      <table> <tbody> <tr> <td> <p>Insurance cover against tribunal claims, fees, awards or settlements.</p> </td> <td> <p>Flexible employment risk management with a budgeted annual cost.</p> </td> <td> <p>Cover to minimise your exposure to unexpected financial loss.</p> </td> </tr> </tbody> </table>\r\n
      <p><strong>Key benefits:</strong></p>\r\n
      <ul> <li>Includes cover for legal fees, awards and settlements</li> <li>Policy triggers at ACAS Conciliation stage and provides cover for the duration of the claim</li> <li>Bespoke cover structured to the specific needs of your business.</li> <li>Your advisor is fully authorised to handle your claims through a special arrangement with the Insurers</li> <li>Premium and fee instalment facilities are available.</li> </ul>\r\n
      <p><strong>With cover in place, you need not worry about a potential tribunal and the headache, expense and challenges of defending it.</strong></p>\r\n
      <p><strong>If you would like to find out more, please contact the Taurus HR Solutions team on 0330 043 0897.</strong></p>
      """
    -subtitle: null
    -metaTitle: "Employment Law Protection for your Company"
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    -image: "employment-law-protection.jpg"
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      date: 2025-09-17 15:06:26.0 Europe/London (+01:00)
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}

[
  "article" => App\Entity\News {#3244
    +imageUpload: null
    -id: 19
    -excerpt: "<p>It’s now been almost a week since a new Labour government won a huge majority in the UK. The new government are looking to make a lot of changes to the working world and employment.</p>"
    -publishDate: DateTime @1720628880 {#3198
      date: 2024-07-10 17:28:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
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    -cta_text: null
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    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "new-government-new-change-coming"
    -title: "New government, new change coming"
    -content: """
      <h2>It’s now been almost a week since a new Labour government won a huge majority in the UK.</h2>\r\n
      <p><strong>Before coming to power, the Labour Party published a plan named <a href="https://labour.org.uk/updates/stories/a-new-deal-for-working-people/">‘Delivering a New Deal for Working People’</a>.</strong></p>\r\n
      <p>Within it they promise to introduce legislation in Parliament within 100 days of entering government.\r\n
      </p>\r\n
      <p>The new government are looking to make a lot of changes to the working world and employment.</p>\r\n
      <p>These are the key areas that they are looking to alter:</p>\r\n
      <ul> <li>Remove the age bands on the minimum wage to ensure every adult worker benefits.</li> <li>Make flexible working the default from day one for all workers except for where it is not reasonably practicable.</li> <li>Strengthen trade union rights.</li> <li>End zero-hour contracts.</li> <li>End ‘fire and rehire’ (the practice of an employer making an employee redundant and then re-engaging them on reduced terms and conditions).</li> <li>Move towards a single status of worker.</li> <li>Strengthen protection of whistleblowers.</li> <li>Strengthen redundancy rights and protections.</li> <li>Ensure parental leave is a day one right.</li> <li>Bring in the ‘right to switch off’ to unblur the lines between work and home life.</li> <li>Unpaid internships will be banned apart from when they are part of an education or training course.</li> <li>Remove the lower earnings limit on statutory sick pay to make it available to all workers and remove the waiting period.</li> <li>Gender pay gap reporting will need to include outsourced workers.</li> <li>The publication of ethnicity and disability pay gaps will also be made mandatory for employers with more than 250 staff, mirroring that of gender pay gap reporting.</li> <li>Large employers with more than 250 employees will need to produce Menopause Action Plans outlining how they will support employees through the menopause.</li> <li>Workers to be able to collectively raise a grievance via ACAS.</li> </ul>\r\n
      <p>If you would like to discuss any of the forthcoming changes and/or any concerns you may have for you and your business, please do drop us an email at <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a><br> or call us on <a href="tel:+443300430897">0330 043 0897</a> for a friendly chat.</p>
      """
    -subtitle: null
    -metaTitle: "New government, new change coming"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "changes-ahead.jpg"
    #createdAt: DateTime @1720628881 {#3243
      date: 2024-07-10 17:28:01.0 Europe/London (+01:00)
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      date: 2025-09-17 15:10:28.0 Europe/London (+01:00)
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]

App\Twig\Components\NewsThumbnail {#3643
  +article: App\Entity\News {#3244
    +imageUpload: null
    -id: 19
    -excerpt: "<p>It’s now been almost a week since a new Labour government won a huge majority in the UK. The new government are looking to make a lot of changes to the working world and employment.</p>"
    -publishDate: DateTime @1720628880 {#3198
      date: 2024-07-10 17:28:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
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    -cta_text: null
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    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "new-government-new-change-coming"
    -title: "New government, new change coming"
    -content: """
      <h2>It’s now been almost a week since a new Labour government won a huge majority in the UK.</h2>\r\n
      <p><strong>Before coming to power, the Labour Party published a plan named <a href="https://labour.org.uk/updates/stories/a-new-deal-for-working-people/">‘Delivering a New Deal for Working People’</a>.</strong></p>\r\n
      <p>Within it they promise to introduce legislation in Parliament within 100 days of entering government.\r\n
      </p>\r\n
      <p>The new government are looking to make a lot of changes to the working world and employment.</p>\r\n
      <p>These are the key areas that they are looking to alter:</p>\r\n
      <ul> <li>Remove the age bands on the minimum wage to ensure every adult worker benefits.</li> <li>Make flexible working the default from day one for all workers except for where it is not reasonably practicable.</li> <li>Strengthen trade union rights.</li> <li>End zero-hour contracts.</li> <li>End ‘fire and rehire’ (the practice of an employer making an employee redundant and then re-engaging them on reduced terms and conditions).</li> <li>Move towards a single status of worker.</li> <li>Strengthen protection of whistleblowers.</li> <li>Strengthen redundancy rights and protections.</li> <li>Ensure parental leave is a day one right.</li> <li>Bring in the ‘right to switch off’ to unblur the lines between work and home life.</li> <li>Unpaid internships will be banned apart from when they are part of an education or training course.</li> <li>Remove the lower earnings limit on statutory sick pay to make it available to all workers and remove the waiting period.</li> <li>Gender pay gap reporting will need to include outsourced workers.</li> <li>The publication of ethnicity and disability pay gaps will also be made mandatory for employers with more than 250 staff, mirroring that of gender pay gap reporting.</li> <li>Large employers with more than 250 employees will need to produce Menopause Action Plans outlining how they will support employees through the menopause.</li> <li>Workers to be able to collectively raise a grievance via ACAS.</li> </ul>\r\n
      <p>If you would like to discuss any of the forthcoming changes and/or any concerns you may have for you and your business, please do drop us an email at <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a><br> or call us on <a href="tel:+443300430897">0330 043 0897</a> for a friendly chat.</p>
      """
    -subtitle: null
    -metaTitle: "New government, new change coming"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "changes-ahead.jpg"
    #createdAt: DateTime @1720628881 {#3243
      date: 2024-07-10 17:28:01.0 Europe/London (+01:00)
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      date: 2025-09-17 15:10:28.0 Europe/London (+01:00)
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}

[
  "article" => App\Entity\News {#3246
    +imageUpload: null
    -id: 9
    -excerpt: "<p>In the new year, the government are proposing a series of new employment law changes. Here’s what you need to know and start planning for.</p>"
    -publishDate: DateTime @1702372980 {#3229
      date: 2023-12-12 09:23:00.0 Europe/London (+00:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
    -cta_link: null
    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "employment-law-changes-1st-jan-2024"
    -title: "Employment Law changes 1st Jan 2024"
    -content: """
      <h2>In the new year, the government are proposing a series of new employment law changes.&nbsp;</h2>\r\n
      <p><strong>Here’s what you need to know and start planning for.</strong></p>\r\n
      <p>We are likely to see the following changes come into force on 1 January 2024 for England and Wales:</p>\r\n
      <h3>Holiday Pay and Entitlement</h3>\r\n
      <p>Holiday pay calculations are to be streamlined by the introduction of an accrual method to calculate annual leave entitlement at 12.07% of hours worked in a pay period for irregular hours workers and part-year workers (which may include some agency workers) in the first year of employment and beyond.</p>\r\n
      <p>All statutory leave is to be allowed to be carried over to the following year when a worker is unable to take their holiday leave in that year due to being on family-related leave or sick leave.</p>\r\n
      <p>Clarity is to be provided on the definition of ‘normal remuneration’ for holiday pay purposes. This would include commission payments, bonuses, and other payments such as regular overtime.</p>\r\n
      <h3>Transfer of Undertakings Protection of Employment rights (TUPE)</h3>\r\n
      <p>The consultation obligations that apply when a TUPE transfer takes place are to be changed to allow all small businesses (those with fewer than 50 employees) to conduct a transfer of any size.</p>\r\n
      <p>Businesses of any size where fewer than 10 employees are transferring to inform and consult about the transfer directly with affected employees if there are no existing employee representatives in place.</p>\r\n
      <h3>Working time</h3>\r\n
      <p>It is to be made clear that businesses do not have to keep a record of workers’ daily working hours (as required by the CJEU’s ruling in CCOO v Deutsche Bank). Instead, businesses simply need to ensure adequate proportionate records in the context of their workplace and particular working patterns, provided they can demonstrate compliance with weekly working limits.</p>\r\n
      <p><strong>It’s worth checking your policies and procedures now to ensure these changes are mirrored and ensure that your business is protected.</strong></p>\r\n
      <p>If you need advice regarding this or any other HR matter, please do drop us a line at <a href="mailto:hello@taurushr.co.uk">hr@taurushr.co.uk</a> or call us on <a href="tel:+443300430897">0330 043 0897</a>.</p>
      """
    -subtitle: "Are you ready?"
    -metaTitle: "Employment Law changes 1st Jan 2024. Are you ready?"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: null
    #createdAt: DateTime @1702372986 {#3247
      date: 2023-12-12 09:23:06.0 Europe/London (+00:00)
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      date: 2025-09-17 15:13:43.0 Europe/London (+01:00)
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]

App\Twig\Components\NewsThumbnail {#3617
  +article: App\Entity\News {#3246
    +imageUpload: null
    -id: 9
    -excerpt: "<p>In the new year, the government are proposing a series of new employment law changes. Here’s what you need to know and start planning for.</p>"
    -publishDate: DateTime @1702372980 {#3229
      date: 2023-12-12 09:23:00.0 Europe/London (+00:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
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    -featuredInWisdomComponent: false
    -slug: "employment-law-changes-1st-jan-2024"
    -title: "Employment Law changes 1st Jan 2024"
    -content: """
      <h2>In the new year, the government are proposing a series of new employment law changes.&nbsp;</h2>\r\n
      <p><strong>Here’s what you need to know and start planning for.</strong></p>\r\n
      <p>We are likely to see the following changes come into force on 1 January 2024 for England and Wales:</p>\r\n
      <h3>Holiday Pay and Entitlement</h3>\r\n
      <p>Holiday pay calculations are to be streamlined by the introduction of an accrual method to calculate annual leave entitlement at 12.07% of hours worked in a pay period for irregular hours workers and part-year workers (which may include some agency workers) in the first year of employment and beyond.</p>\r\n
      <p>All statutory leave is to be allowed to be carried over to the following year when a worker is unable to take their holiday leave in that year due to being on family-related leave or sick leave.</p>\r\n
      <p>Clarity is to be provided on the definition of ‘normal remuneration’ for holiday pay purposes. This would include commission payments, bonuses, and other payments such as regular overtime.</p>\r\n
      <h3>Transfer of Undertakings Protection of Employment rights (TUPE)</h3>\r\n
      <p>The consultation obligations that apply when a TUPE transfer takes place are to be changed to allow all small businesses (those with fewer than 50 employees) to conduct a transfer of any size.</p>\r\n
      <p>Businesses of any size where fewer than 10 employees are transferring to inform and consult about the transfer directly with affected employees if there are no existing employee representatives in place.</p>\r\n
      <h3>Working time</h3>\r\n
      <p>It is to be made clear that businesses do not have to keep a record of workers’ daily working hours (as required by the CJEU’s ruling in CCOO v Deutsche Bank). Instead, businesses simply need to ensure adequate proportionate records in the context of their workplace and particular working patterns, provided they can demonstrate compliance with weekly working limits.</p>\r\n
      <p><strong>It’s worth checking your policies and procedures now to ensure these changes are mirrored and ensure that your business is protected.</strong></p>\r\n
      <p>If you need advice regarding this or any other HR matter, please do drop us a line at <a href="mailto:hello@taurushr.co.uk">hr@taurushr.co.uk</a> or call us on <a href="tel:+443300430897">0330 043 0897</a>.</p>
      """
    -subtitle: "Are you ready?"
    -metaTitle: "Employment Law changes 1st Jan 2024. Are you ready?"
    -metaDescription: null
    #active: true
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    #createdAt: DateTime @1702372986 {#3247
      date: 2023-12-12 09:23:06.0 Europe/London (+00:00)
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      date: 2025-09-17 15:13:43.0 Europe/London (+01:00)
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}

[
  "article" => App\Entity\News {#3258
    +imageUpload: null
    -id: 25
    -excerpt: "<p>Tis the season to be jolly... and a Christmas party can truly be a fantastic opportunity to thank your team for all their hard work throughout the year.</p>"
    -publishDate: DateTime @1700490720 {#3128
      date: 2023-11-20 14:32:00.0 Europe/London (+00:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
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    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "the-christmas-party-season-is-here"
    -title: "The Christmas party season is here!"
    -content: """
      <h2>Tis the season to be jolly...</h2>\r\n
      <p>and a Christmas party can truly be a fantastic opportunity to thank your team for all their hard work throughout the year. It also gives a space for teams to socialise which enables stronger bonds to be built between colleagues.</p>\r\n
      <p>What’s not to like?</p>\r\n
      <h3>Well, unfortunately, in a small number of cases, it can result in a variety of HR issues to deal with in the new year!</h3>\r\n
      <p>We don’t want to put a ‘downer’ on Christmas parties as we are all for them. In fact, we have a fab one planned for the Taurus HR Solutions team and we can’t wait!</p>\r\n
      <p>It’s just worthwhile being aware of the potential pitfalls and putting in place a few things to ensure all goes smoothly and there are no resultant issues.</p>\r\n
      <p>Discrimination, harassment and grievance cases have been known to occur after a Christmas party.</p>\r\n
      <h3>Just mitigate this happening in the first place.</h3>\r\n
      <p>Did you know that if a misconduct allegation is made about a person’s behaviour at your Christmas party it has to be dealt with as if it had happened in the workplace? Therefore, an employer can end up being tentatively liable for the incident.</p>\r\n
      <h3>Here’s a few things you should do to prevent any such occurrences:</h3>\r\n
      <p>Communicate to your team that any misconduct at a Christmas party would be dealt with in the same way as if it happened at work. This sounds miserable but at least everyone knows where they stand and can be done gently.</p>\r\n
      <p>Try to plan your event with inclusivity in mind: alcohol is often central but there are many various reasons that people do not drink whether that be religious, pregnancy, driving, health reasons, the list goes on. Dietary requirements are important to cater for too. It’s important that everyone is included and feels so.</p>\r\n
      <p>Be mindful of inviting those who are on absence leave, whether that be maternity, parental or sick leave.</p>\r\n
      <p>It’s also important to be considerate of the type of venue and ensure it’s accessible for all your team.</p>\r\n
      <p>No one wants to feel excluded.</p>\r\n
      <h3>Christmas parties are all about inclusion, enhancing work relationships and fun. Make sure yours is.</h3>\r\n
      <p>Christmas parties really can be a great way to end the year on a positive note and by making sure you’ve covered the basics discussed here you are on a good footing to have a great time.</p>\r\n
      <p>We’re planning to go the Crystal Maze Experience and then eat a lot of delicious food!</p>\r\n
      <p>Whatever you choose to do for your Christmas event we’d love to hear about it and if you’d like some employee relations advice or support, just get in touch via our email <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a> or call us on <a href="tel:+443300430897">0330 043 0897</a>.</p>\r\n
      <p>In the meantime, enjoy those Christmas parties!</p>\r\n
      <p>Fa-la-la-la-la, la-la-la-la ♫ ♪ ♬♩ ♫</p>
      """
    -subtitle: null
    -metaTitle: "The Christmas party season is here!"
    -metaDescription: null
    #active: true
    #deleted: false
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App\Twig\Components\NewsThumbnail {#3651
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    +imageUpload: null
    -id: 25
    -excerpt: "<p>Tis the season to be jolly... and a Christmas party can truly be a fantastic opportunity to thank your team for all their hard work throughout the year.</p>"
    -publishDate: DateTime @1700490720 {#3128
      date: 2023-11-20 14:32:00.0 Europe/London (+00:00)
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    -slug: "the-christmas-party-season-is-here"
    -title: "The Christmas party season is here!"
    -content: """
      <h2>Tis the season to be jolly...</h2>\r\n
      <p>and a Christmas party can truly be a fantastic opportunity to thank your team for all their hard work throughout the year. It also gives a space for teams to socialise which enables stronger bonds to be built between colleagues.</p>\r\n
      <p>What’s not to like?</p>\r\n
      <h3>Well, unfortunately, in a small number of cases, it can result in a variety of HR issues to deal with in the new year!</h3>\r\n
      <p>We don’t want to put a ‘downer’ on Christmas parties as we are all for them. In fact, we have a fab one planned for the Taurus HR Solutions team and we can’t wait!</p>\r\n
      <p>It’s just worthwhile being aware of the potential pitfalls and putting in place a few things to ensure all goes smoothly and there are no resultant issues.</p>\r\n
      <p>Discrimination, harassment and grievance cases have been known to occur after a Christmas party.</p>\r\n
      <h3>Just mitigate this happening in the first place.</h3>\r\n
      <p>Did you know that if a misconduct allegation is made about a person’s behaviour at your Christmas party it has to be dealt with as if it had happened in the workplace? Therefore, an employer can end up being tentatively liable for the incident.</p>\r\n
      <h3>Here’s a few things you should do to prevent any such occurrences:</h3>\r\n
      <p>Communicate to your team that any misconduct at a Christmas party would be dealt with in the same way as if it happened at work. This sounds miserable but at least everyone knows where they stand and can be done gently.</p>\r\n
      <p>Try to plan your event with inclusivity in mind: alcohol is often central but there are many various reasons that people do not drink whether that be religious, pregnancy, driving, health reasons, the list goes on. Dietary requirements are important to cater for too. It’s important that everyone is included and feels so.</p>\r\n
      <p>Be mindful of inviting those who are on absence leave, whether that be maternity, parental or sick leave.</p>\r\n
      <p>It’s also important to be considerate of the type of venue and ensure it’s accessible for all your team.</p>\r\n
      <p>No one wants to feel excluded.</p>\r\n
      <h3>Christmas parties are all about inclusion, enhancing work relationships and fun. Make sure yours is.</h3>\r\n
      <p>Christmas parties really can be a great way to end the year on a positive note and by making sure you’ve covered the basics discussed here you are on a good footing to have a great time.</p>\r\n
      <p>We’re planning to go the Crystal Maze Experience and then eat a lot of delicious food!</p>\r\n
      <p>Whatever you choose to do for your Christmas event we’d love to hear about it and if you’d like some employee relations advice or support, just get in touch via our email <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a> or call us on <a href="tel:+443300430897">0330 043 0897</a>.</p>\r\n
      <p>In the meantime, enjoy those Christmas parties!</p>\r\n
      <p>Fa-la-la-la-la, la-la-la-la ♫ ♪ ♬♩ ♫</p>
      """
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    -metaTitle: "The Christmas party season is here!"
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  "article" => App\Entity\News {#3201
    +imageUpload: null
    -id: 31
    -excerpt: "<p>That caught your attention! But women in Iceland did in fact go on strike back in October 2023, including the Prime Minister herself Katrìn Jakaobsdòttir!</p>"
    -publishDate: DateTime @1699875840 {#3183
      date: 2023-11-13 11:44:00.0 Europe/London (+00:00)
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    -slug: "women-on-strike"
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    -content: """
      <h2>That caught your attention!</h2>\r\n
      <p><strong>But women in Iceland did in fact go on strike back in October 2023, including the Prime Minister herself Katrìn Jakaobsdòttir!</strong></p>\r\n
      <p>One of the key items Icelandic women were protesting about was the gender pay gap that persistently seems to still exist there, despite Iceland’s best efforts at tackling this issue.</p>\r\n
      <p>One significant way they have tried to equalise pay between the genders is via legislation. In 2018 it was announced that any business in Iceland with twenty-five or more employees must give equal pay for equal work or they’d get fined.</p>\r\n
      <p>Interestingly, right now, Iceland’s gender pay gap is much slimmer than any other country in the world. However, today it’s still estimated that for every £1 earned by an Icelandic man, an Icelandic woman will earn 90p. The gender pay gap persists and there is still a disparity.</p>\r\n
      <p>Today, in the United Kingdom, the gap remains depressingly wide at 9.4% across private and public organisations. This is the same percentage it stood at back in 2017-18 when employers with 250 or more employees were called to provide data to the government and for it to be published publicly.</p>\r\n
      <p>You might not have 250 odd employees, but you still want to ensure you are a progressive and equal business to work for. It impacts morale, culture, recruitment and retention.</p>\r\n
      <h3>How can you ensure this?</h3>\r\n
      <p>Well, for starters, an annual pay-benchmarking process should already be firmly established within your organisation, ensuring fair pay for fair work, whatever your gender, and whoever you are.</p>\r\n
      <p>In addition, it might be an opportunity to look at - or revisit - creating an action plan and/ or policies that will help improve gender equality in your workplace culture.</p>\r\n
      <p>Having these in place will help with recruitment and retention of staff, as values of being fair and equitable will attract the best people to you. As we know, people are your greatest asset.</p>\r\n
      <p>If you need advice about pay-benchmarking, gender-gap reporting or implementing action plans and policies then do reach out for a chat on <a href="tel:+443300430897">0330 043 0897</a> or email <a href="mailto:laura@taurushr.co.uk">laura@taurushr.co.uk</a></p>
      """
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    -metaTitle: "Women on strike!"
    -metaDescription: null
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    -image: "gender-paygap-strike-sign-2.png"
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      date: 2025-09-17 15:06:39.0 Europe/London (+01:00)
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App\Twig\Components\NewsThumbnail {#3673
  +article: App\Entity\News {#3201
    +imageUpload: null
    -id: 31
    -excerpt: "<p>That caught your attention! But women in Iceland did in fact go on strike back in October 2023, including the Prime Minister herself Katrìn Jakaobsdòttir!</p>"
    -publishDate: DateTime @1699875840 {#3183
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    -slug: "women-on-strike"
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      <h2>That caught your attention!</h2>\r\n
      <p><strong>But women in Iceland did in fact go on strike back in October 2023, including the Prime Minister herself Katrìn Jakaobsdòttir!</strong></p>\r\n
      <p>One of the key items Icelandic women were protesting about was the gender pay gap that persistently seems to still exist there, despite Iceland’s best efforts at tackling this issue.</p>\r\n
      <p>One significant way they have tried to equalise pay between the genders is via legislation. In 2018 it was announced that any business in Iceland with twenty-five or more employees must give equal pay for equal work or they’d get fined.</p>\r\n
      <p>Interestingly, right now, Iceland’s gender pay gap is much slimmer than any other country in the world. However, today it’s still estimated that for every £1 earned by an Icelandic man, an Icelandic woman will earn 90p. The gender pay gap persists and there is still a disparity.</p>\r\n
      <p>Today, in the United Kingdom, the gap remains depressingly wide at 9.4% across private and public organisations. This is the same percentage it stood at back in 2017-18 when employers with 250 or more employees were called to provide data to the government and for it to be published publicly.</p>\r\n
      <p>You might not have 250 odd employees, but you still want to ensure you are a progressive and equal business to work for. It impacts morale, culture, recruitment and retention.</p>\r\n
      <h3>How can you ensure this?</h3>\r\n
      <p>Well, for starters, an annual pay-benchmarking process should already be firmly established within your organisation, ensuring fair pay for fair work, whatever your gender, and whoever you are.</p>\r\n
      <p>In addition, it might be an opportunity to look at - or revisit - creating an action plan and/ or policies that will help improve gender equality in your workplace culture.</p>\r\n
      <p>Having these in place will help with recruitment and retention of staff, as values of being fair and equitable will attract the best people to you. As we know, people are your greatest asset.</p>\r\n
      <p>If you need advice about pay-benchmarking, gender-gap reporting or implementing action plans and policies then do reach out for a chat on <a href="tel:+443300430897">0330 043 0897</a> or email <a href="mailto:laura@taurushr.co.uk">laura@taurushr.co.uk</a></p>
      """
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[
  "article" => App\Entity\News {#3164
    +imageUpload: null
    -id: 3
    -excerpt: "<p>Since Covid19, there has been a real change in the world of work and employees are often looking for flexibility.&nbsp;</p>"
    -publishDate: DateTime @1699288320 {#3170
      date: 2023-11-06 16:32:00.0 Europe/London (+00:00)
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    -slug: "is-a-4-day-week-the-future"
    -title: "Is a 4-day week the future?"
    -content: """
      <h2>Since Covid19, there has been a real change in the world of work and employees are often looking for flexibility.&nbsp;</h2>\r\n
      <p><strong>Remote working is one method of fulfilling this need but the 4-day week is another approach you could take.</strong></p>\r\n
      <p>Back in September, Scotland was in the headlines regarding its introduction of a 4-day week for some public sector workers. It will be interesting to see the results of this trial over the coming months.</p>\r\n
      <p>In the UK, one of the largest trials of a 4-day working week was conducted between June and December of 2022 with 61 companies taking part with 2900 employees participating. The research by an independent research body Autonomy appeared to give very pleasing results.</p>\r\n
      <p>At the end of the six-month period, sickness was reportedly down, workers had created smarter ways to fulfil their roles whilst still being as productive, people cited they felt less stressed and most importantly the businesses still seemed to flourish.</p>\r\n
      <p>There are many advantages it appears to implementing a 4-day working week:</p>\r\n
      <h3>Pros:</h3>\r\n
      <h4>Individual:</h4>\r\n
      <ul><li>A better work-life balance</li><li>Improved health</li><li>More time to spend with family</li><li>Reduced childcare costs</li><li>More time to fulfil caring responsibilities e.g. elderly relatives</li><li>Money saved on commuting costs</li></ul>\r\n
      <h4>Business:</h4>\r\n
      <ul><li>Healthier workforce (both mentally and physically)</li><li>Reduced sickness and absence</li><li>More efficient use of time</li><li>A more engaged workforce</li><li>Business seen as progressive and forward-thinking</li><li>Business may gain and retain key talent</li></ul>\r\n
      <h3>However, there are things that must be considered too when bringing this way of working into an organisation.</h3>\r\n
      <ul><li>What will it actually look like? E.g. 37 hours condensed into 32 hours with no reduction in pay</li><li>Communication needs to be crystal clear.</li><li>Impact on holiday entitlement needs to be thought through.</li><li>What industry are you in? If you are a factory with variable shift patterns it can be much harder to implement than in an office with a standard 9am-5pm work pattern. It can still be done though. Vault Brewing in Edinburgh have managed to do so very successfully.</li><li>With the cost-of-living crisis many people might want to boost their income and do more hours rather than less.</li></ul>\r\n
      <p>There are no definitive conclusions regarding a 4-day working week. Trials continue and the debate for and against will rage on.</p>\r\n
      <p>One thing remains a constant though, business entrepreneurs and leaders are really the only ones who truly know their organisations well enough to decide whether they feel it would work for them. It’s very individual.</p>\r\n
      <p>If you are considering trialling or moving fully to a 4-day working week, Taurus Solutions HR can help you with planning and transitioning.</p>\r\n
      <p>As always, we are here to support you with all your HR needs, so do get in touch on&nbsp;<a href="tel:+443300430897">0330 043 0897</a>&nbsp;or email&nbsp;laura@taurushr.co.uk</p>
      """
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App\Twig\Components\NewsThumbnail {#3693
  +article: App\Entity\News {#3164
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    -id: 3
    -excerpt: "<p>Since Covid19, there has been a real change in the world of work and employees are often looking for flexibility.&nbsp;</p>"
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    -content: """
      <h2>Since Covid19, there has been a real change in the world of work and employees are often looking for flexibility.&nbsp;</h2>\r\n
      <p><strong>Remote working is one method of fulfilling this need but the 4-day week is another approach you could take.</strong></p>\r\n
      <p>Back in September, Scotland was in the headlines regarding its introduction of a 4-day week for some public sector workers. It will be interesting to see the results of this trial over the coming months.</p>\r\n
      <p>In the UK, one of the largest trials of a 4-day working week was conducted between June and December of 2022 with 61 companies taking part with 2900 employees participating. The research by an independent research body Autonomy appeared to give very pleasing results.</p>\r\n
      <p>At the end of the six-month period, sickness was reportedly down, workers had created smarter ways to fulfil their roles whilst still being as productive, people cited they felt less stressed and most importantly the businesses still seemed to flourish.</p>\r\n
      <p>There are many advantages it appears to implementing a 4-day working week:</p>\r\n
      <h3>Pros:</h3>\r\n
      <h4>Individual:</h4>\r\n
      <ul><li>A better work-life balance</li><li>Improved health</li><li>More time to spend with family</li><li>Reduced childcare costs</li><li>More time to fulfil caring responsibilities e.g. elderly relatives</li><li>Money saved on commuting costs</li></ul>\r\n
      <h4>Business:</h4>\r\n
      <ul><li>Healthier workforce (both mentally and physically)</li><li>Reduced sickness and absence</li><li>More efficient use of time</li><li>A more engaged workforce</li><li>Business seen as progressive and forward-thinking</li><li>Business may gain and retain key talent</li></ul>\r\n
      <h3>However, there are things that must be considered too when bringing this way of working into an organisation.</h3>\r\n
      <ul><li>What will it actually look like? E.g. 37 hours condensed into 32 hours with no reduction in pay</li><li>Communication needs to be crystal clear.</li><li>Impact on holiday entitlement needs to be thought through.</li><li>What industry are you in? If you are a factory with variable shift patterns it can be much harder to implement than in an office with a standard 9am-5pm work pattern. It can still be done though. Vault Brewing in Edinburgh have managed to do so very successfully.</li><li>With the cost-of-living crisis many people might want to boost their income and do more hours rather than less.</li></ul>\r\n
      <p>There are no definitive conclusions regarding a 4-day working week. Trials continue and the debate for and against will rage on.</p>\r\n
      <p>One thing remains a constant though, business entrepreneurs and leaders are really the only ones who truly know their organisations well enough to decide whether they feel it would work for them. It’s very individual.</p>\r\n
      <p>If you are considering trialling or moving fully to a 4-day working week, Taurus Solutions HR can help you with planning and transitioning.</p>\r\n
      <p>As always, we are here to support you with all your HR needs, so do get in touch on&nbsp;<a href="tel:+443300430897">0330 043 0897</a>&nbsp;or email&nbsp;laura@taurushr.co.uk</p>
      """
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  "article" => App\Entity\News {#3160
    +imageUpload: null
    -id: 18
    -excerpt: "<p>You may have seen in the news last week that ITV have introduced some new rules regarding workplace relationships following the scandal with This Morning’s presenter Phillip Schofield. A ‘Personal...</p>"
    -publishDate: DateTime @1698681240 {#3163
      date: 2023-10-30 15:54:00.0 Europe/London (+00:00)
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    -slug: "navigating-workplace-relationships"
    -title: "Navigating Workplace Relationships"
    -content: """
      <p>You may have seen in the news last week that ITV have introduced some new rules regarding workplace relationships following the scandal with This Morning’s presenter Phillip Schofield. A ‘Personal Relationships at Work’ policy has been given out to all staff and ITV expects all its staff to declare if they are in a relationship with a fellow member of staff, and if they fail do so they can be dismissed.</p>\r\n
      <p>Some believe this has been quite a drastic step to take. Afterall, we spend a lot of time at work and therefore there is a high chance we will meet and fall in love with a life partner.</p>\r\n
      <p>In fact, we know people do. Let’s face it many of us have friends who met at work, or indeed we ourselves may have met our life partner whilst in the workplace. So, it is very much an HR issue that at some point you will come across.</p>\r\n
      <h2>Relationships can be a tricky one to navigate in the workplace but it can be done successfully.</h2>\r\n
      <p>There is a myriad of things to consider, and it really will depend on each individual case. But here are some things to consider:</p>\r\n
      <ul> <li>Is the couple working in the same department? If so, could one be moved to another department if both are happy to do so? This ensures there is no conflict of interest.</li> <li>Do both people behave appropriately in the workplace?</li> <li>Does one of the couple report into the other? If so, this is plainly an imbalance in power and could cause huge future issues. Clearly, everyone ultimately reports into the CEO. This is where it gets particularly fraught.</li> <li>Does the couple work in the same team? If so, it may cause resentment in the team, as co-workers could perceive the couple as treating each other more favourably than others in their peer group. In addition, work colleagues may feel that the couple ‘gang up’ on others.</li> <li>Have they declared the relationship to HR? This is wise as it means everyone knows where they stand and how best to manage the situation.</li> <li>What happens if this relationship breaks down? How will that impact the wider team? It has been known!</li> </ul>\r\n
      <h2>You can put in place policies and practices to mitigate these situations.</h2>\r\n
      <p>For example:</p>\r\n
      <ul> <li>Compulsory disclosure of any relationships to HR.</li> <li>Do not allow relationships to exist between a manager and a direct report.</li> <li>Ensure managers are properly trained to handle these situations.</li> </ul>\r\n
      <p>If you need advice about how to handle workplace relationships, or you have any other HR issue that is bothering you, as always, please do reach out for a chat on 0330 043 0897 or email <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a></p>
      """
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App\Twig\Components\NewsThumbnail {#3712
  +article: App\Entity\News {#3160
    +imageUpload: null
    -id: 18
    -excerpt: "<p>You may have seen in the news last week that ITV have introduced some new rules regarding workplace relationships following the scandal with This Morning’s presenter Phillip Schofield. A ‘Personal...</p>"
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    -slug: "navigating-workplace-relationships"
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      <p>You may have seen in the news last week that ITV have introduced some new rules regarding workplace relationships following the scandal with This Morning’s presenter Phillip Schofield. A ‘Personal Relationships at Work’ policy has been given out to all staff and ITV expects all its staff to declare if they are in a relationship with a fellow member of staff, and if they fail do so they can be dismissed.</p>\r\n
      <p>Some believe this has been quite a drastic step to take. Afterall, we spend a lot of time at work and therefore there is a high chance we will meet and fall in love with a life partner.</p>\r\n
      <p>In fact, we know people do. Let’s face it many of us have friends who met at work, or indeed we ourselves may have met our life partner whilst in the workplace. So, it is very much an HR issue that at some point you will come across.</p>\r\n
      <h2>Relationships can be a tricky one to navigate in the workplace but it can be done successfully.</h2>\r\n
      <p>There is a myriad of things to consider, and it really will depend on each individual case. But here are some things to consider:</p>\r\n
      <ul> <li>Is the couple working in the same department? If so, could one be moved to another department if both are happy to do so? This ensures there is no conflict of interest.</li> <li>Do both people behave appropriately in the workplace?</li> <li>Does one of the couple report into the other? If so, this is plainly an imbalance in power and could cause huge future issues. Clearly, everyone ultimately reports into the CEO. This is where it gets particularly fraught.</li> <li>Does the couple work in the same team? If so, it may cause resentment in the team, as co-workers could perceive the couple as treating each other more favourably than others in their peer group. In addition, work colleagues may feel that the couple ‘gang up’ on others.</li> <li>Have they declared the relationship to HR? This is wise as it means everyone knows where they stand and how best to manage the situation.</li> <li>What happens if this relationship breaks down? How will that impact the wider team? It has been known!</li> </ul>\r\n
      <h2>You can put in place policies and practices to mitigate these situations.</h2>\r\n
      <p>For example:</p>\r\n
      <ul> <li>Compulsory disclosure of any relationships to HR.</li> <li>Do not allow relationships to exist between a manager and a direct report.</li> <li>Ensure managers are properly trained to handle these situations.</li> </ul>\r\n
      <p>If you need advice about how to handle workplace relationships, or you have any other HR issue that is bothering you, as always, please do reach out for a chat on 0330 043 0897 or email <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a></p>
      """
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  "article" => App\Entity\News {#3139
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    -id: 7
    -excerpt: "<p>If you do not have the appropriate right to work systems in place, it could cost you severely financially. Take a look at the eye-watering increases coming into force.</p>"
    -publishDate: DateTime @1697726820 {#3159
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    -slug: "fines-for-businesses-who-employ-illegal-workers"
    -title: "Fines for businesses who employ illegal workers"
    -content: """
      <h2>If you do not have the appropriate right to work systems in place, it could cost you severely financially.</h2>\r\n
      <h3>Take a look at the eye-watering increases coming into force.</h3>\r\n
      <p>From the beginning of 2024, for each worker found to be illegally employed, the business will be levied at £45,000. Bear in mind that as of writing it is £15,000 for a first-time offence. Come early 2024 it will literally be tripling.</p>\r\n
      <p>For businesses found to have a recurring issue, they can expect a fine of £60,000 per illegal worker employed. Again, tripling from what is around £20,000 currently.</p>\r\n
      <p>Clearly, there are also the added non-direct costs to a business, for example, its reputation. This is a currency that has taken time to build. Reputations can be restored but it takes time to salvage, some even resorting to a costly re-brand in order to distance themselves from the scandal.</p>\r\n
      <h3>It is paramount, therefore, that a right to work check system is properly implemented and strictly adhered to when hiring employees. It’s just not worth getting caught out.</h3>\r\n
      <p>Even if you have a system in place, ask yourself does it still meet the Home Office guidelines correctly? If it does, great you are covered.</p>\r\n
      <p>However, even then, it’s worth revisiting these processes on a regular basis as guidance has changed quite often, especially so in the last few years; the pandemic meant the way supporting documents had to be gathered temporarily changed and also the issue of illegal immigration has become a hugely political ‘hot potato’. With a general election looming at some point in the near future, it may well change again. It’s one of those areas of HR that has to be handled ‘on point’.</p>\r\n
      <p>It also makes sense to keep those involved with administering those checks in your business as up to date as possible as regards the latest Home Office rules and regulations. It also means your team members are keeping their knowledge bang up to date and know they are carrying out their role professionally.</p>\r\n
      <h3>With good intentions, it is still possible to be caught out.</h3>\r\n
      <p>Following the Home Office guidelines isn’t always that easy, we know this at Taurus HR Solutions, as life is never straightforward, and situations can occur that can be difficult to navigate. This is where unintentionally you can fall foul of the system. Don’t let it be you.</p>\r\n
      <h3>Here at Taurus HR Solutions we can audit what you already have in place and ensure that you are meeting the requirements securely; protecting your business and giving you peace of mind.</h3>\r\n
      <p>Remember Taurus HR Solutions has in-house legal knowledge which makes us a unique HR consultancy! Laura is an employment lawyer and an experienced HR consultant.</p>\r\n
      <p>If you need support please get in touch on 0330 043 0897 or email <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a> and we will be happy to guide you on this matter or any other HR issue.</p>
      """
    -subtitle: "Did you know that from the start of 2024, they will be increasing?"
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    -slug: "fines-for-businesses-who-employ-illegal-workers"
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      <h2>If you do not have the appropriate right to work systems in place, it could cost you severely financially.</h2>\r\n
      <h3>Take a look at the eye-watering increases coming into force.</h3>\r\n
      <p>From the beginning of 2024, for each worker found to be illegally employed, the business will be levied at £45,000. Bear in mind that as of writing it is £15,000 for a first-time offence. Come early 2024 it will literally be tripling.</p>\r\n
      <p>For businesses found to have a recurring issue, they can expect a fine of £60,000 per illegal worker employed. Again, tripling from what is around £20,000 currently.</p>\r\n
      <p>Clearly, there are also the added non-direct costs to a business, for example, its reputation. This is a currency that has taken time to build. Reputations can be restored but it takes time to salvage, some even resorting to a costly re-brand in order to distance themselves from the scandal.</p>\r\n
      <h3>It is paramount, therefore, that a right to work check system is properly implemented and strictly adhered to when hiring employees. It’s just not worth getting caught out.</h3>\r\n
      <p>Even if you have a system in place, ask yourself does it still meet the Home Office guidelines correctly? If it does, great you are covered.</p>\r\n
      <p>However, even then, it’s worth revisiting these processes on a regular basis as guidance has changed quite often, especially so in the last few years; the pandemic meant the way supporting documents had to be gathered temporarily changed and also the issue of illegal immigration has become a hugely political ‘hot potato’. With a general election looming at some point in the near future, it may well change again. It’s one of those areas of HR that has to be handled ‘on point’.</p>\r\n
      <p>It also makes sense to keep those involved with administering those checks in your business as up to date as possible as regards the latest Home Office rules and regulations. It also means your team members are keeping their knowledge bang up to date and know they are carrying out their role professionally.</p>\r\n
      <h3>With good intentions, it is still possible to be caught out.</h3>\r\n
      <p>Following the Home Office guidelines isn’t always that easy, we know this at Taurus HR Solutions, as life is never straightforward, and situations can occur that can be difficult to navigate. This is where unintentionally you can fall foul of the system. Don’t let it be you.</p>\r\n
      <h3>Here at Taurus HR Solutions we can audit what you already have in place and ensure that you are meeting the requirements securely; protecting your business and giving you peace of mind.</h3>\r\n
      <p>Remember Taurus HR Solutions has in-house legal knowledge which makes us a unique HR consultancy! Laura is an employment lawyer and an experienced HR consultant.</p>\r\n
      <p>If you need support please get in touch on 0330 043 0897 or email <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a> and we will be happy to guide you on this matter or any other HR issue.</p>
      """
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  "article" => App\Entity\News {#3151
    +imageUpload: null
    -id: 6
    -excerpt: "<p>There has been a real increase in the number of people absent from work due to stress, depression or anxiety.</p>"
    -publishDate: DateTime @1695740760 {#3138
      date: 2023-09-26 16:06:00.0 Europe/London (+01:00)
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    -slug: "building-resilience"
    -title: "Building Resilience"
    -content: """
      <h2>There has been a real increase in the number of people absent from work due to stress, depression or anxiety.&nbsp;</h2>\r\n
      <p><strong>A survey by Simplyhealth (2022), suggested 79% of respondents had been absent from work due to a stress-related conditions.</strong></p>\r\n
      <h3>What does this mean for employers?</h3>\r\n
      <p>There has been a rise in grievances and workplace conflict over the last few years. Not surprising, you may say, given how uncertain and volatile the world has become since the Coronavirus Pandemic. There is no doubt the world of work has been impacted hugely and the fallout economically and socially is still being felt.</p>\r\n
      <p>However, it’s not all ‘doom and gloom’. We can, as business owners and leaders, help turn the tide on these stark numbers.</p>\r\n
      <p>Building resilience in our people and organisations is one important way to stop workplace conflict happening in the first place.</p>\r\n
      <p>Resilience, contrary to what many believe, isn’t about living life under a stone and never having to face difficult situations or stress. Resilience is in fact, more about having the <strong>capacity</strong> to manage those situations and come back from them. This is where employers are crucial in building this within their organisations. It’s not a ‘like to have’, it’s an absolute necessity if you want a healthy and happy workforce. Thereby, reducing the number of workplace conflicts and grievances which end up costing time and money as well as a lot of unhappy, unproductive people which further impacts the business as people leave and recruitment costs eat up valuable time and energy.</p>\r\n
      <p>Afterall, people are your most valuable asset. Get your workplace culture and environment right in the first place.</p>\r\n
      <p>People are your biggest asset, they have been through a lot of stress in the last 3 years, it’s an investment you can’t afford not to take.</p>\r\n
      <h3>Prevention is better than the medicine</h3>\r\n
      <p>Addressing the root cause, as the saying goes, is far better than treating the resulting illness. Some of the ways you can do this are by offering resources, assistance and a positive company culture.</p>\r\n
      <p>Here are some suggestions, but there are many constructive and progressive actions you can take:</p>\r\n
      <ul> <li>Stress management programmes</li> <li>Promoting a genuine work-life balance</li> <li>Providing opportunities for skill development</li> <li>Recognising and rewarding efforts and accomplishments</li> <li>Providing training on effective communication throughout your organisation</li> <li>Reviewing workplace policies and procedures on a regular basis</li> <li>Promoting Diversity and Inclusion</li> <li>Creating a Mediation Programme</li> <li>Looking at flexible working arrangements</li> <li>Offering wellness programmes e.g. an Employment Assistance Programme (EAP)</li> </ul>\r\n
      <p>Individuals, play their part too, and can build resilience in the workplace via self-reflection and self-awareness. Practicing techniques e.g., mindfulness, meditation, stress reduction exercises can also be beneficial. Pursuing professional support as and when is required.</p>\r\n
      <p>But if a situation has developed, mediation is often a good starting point. It’s well worth creating a Mediation Programme within your company. This is something Taurus HR Solutions has experience of. It can open up communication and find a resolution to everyone’s satisfaction. We provide mediation services to employers of all sizes.</p>\r\n
      <p>Being proactive to avoid workplace conflict and grievances arising in the first place really does pay dividends. Given the turmoil of the last three years, never more so.</p>\r\n
      <p>But if you do find you need help with a workplace conflict, complaint or grievance, we can navigate this as a neutral third-party resource.</p>\r\n
      <p>If you need help, with establishing a more healthy and positive work culture or a workplace conflict, do reach out to our team. We’re here to help you!</p>\r\n
      <h3>Get in touch</h3>\r\n
      <p>Would you like a free copy of our guide to workplace conflict? If so, please send us an email on <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a> and we will be happy to help.</p>
      """
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    -slug: "building-resilience"
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      <h2>There has been a real increase in the number of people absent from work due to stress, depression or anxiety.&nbsp;</h2>\r\n
      <p><strong>A survey by Simplyhealth (2022), suggested 79% of respondents had been absent from work due to a stress-related conditions.</strong></p>\r\n
      <h3>What does this mean for employers?</h3>\r\n
      <p>There has been a rise in grievances and workplace conflict over the last few years. Not surprising, you may say, given how uncertain and volatile the world has become since the Coronavirus Pandemic. There is no doubt the world of work has been impacted hugely and the fallout economically and socially is still being felt.</p>\r\n
      <p>However, it’s not all ‘doom and gloom’. We can, as business owners and leaders, help turn the tide on these stark numbers.</p>\r\n
      <p>Building resilience in our people and organisations is one important way to stop workplace conflict happening in the first place.</p>\r\n
      <p>Resilience, contrary to what many believe, isn’t about living life under a stone and never having to face difficult situations or stress. Resilience is in fact, more about having the <strong>capacity</strong> to manage those situations and come back from them. This is where employers are crucial in building this within their organisations. It’s not a ‘like to have’, it’s an absolute necessity if you want a healthy and happy workforce. Thereby, reducing the number of workplace conflicts and grievances which end up costing time and money as well as a lot of unhappy, unproductive people which further impacts the business as people leave and recruitment costs eat up valuable time and energy.</p>\r\n
      <p>Afterall, people are your most valuable asset. Get your workplace culture and environment right in the first place.</p>\r\n
      <p>People are your biggest asset, they have been through a lot of stress in the last 3 years, it’s an investment you can’t afford not to take.</p>\r\n
      <h3>Prevention is better than the medicine</h3>\r\n
      <p>Addressing the root cause, as the saying goes, is far better than treating the resulting illness. Some of the ways you can do this are by offering resources, assistance and a positive company culture.</p>\r\n
      <p>Here are some suggestions, but there are many constructive and progressive actions you can take:</p>\r\n
      <ul> <li>Stress management programmes</li> <li>Promoting a genuine work-life balance</li> <li>Providing opportunities for skill development</li> <li>Recognising and rewarding efforts and accomplishments</li> <li>Providing training on effective communication throughout your organisation</li> <li>Reviewing workplace policies and procedures on a regular basis</li> <li>Promoting Diversity and Inclusion</li> <li>Creating a Mediation Programme</li> <li>Looking at flexible working arrangements</li> <li>Offering wellness programmes e.g. an Employment Assistance Programme (EAP)</li> </ul>\r\n
      <p>Individuals, play their part too, and can build resilience in the workplace via self-reflection and self-awareness. Practicing techniques e.g., mindfulness, meditation, stress reduction exercises can also be beneficial. Pursuing professional support as and when is required.</p>\r\n
      <p>But if a situation has developed, mediation is often a good starting point. It’s well worth creating a Mediation Programme within your company. This is something Taurus HR Solutions has experience of. It can open up communication and find a resolution to everyone’s satisfaction. We provide mediation services to employers of all sizes.</p>\r\n
      <p>Being proactive to avoid workplace conflict and grievances arising in the first place really does pay dividends. Given the turmoil of the last three years, never more so.</p>\r\n
      <p>But if you do find you need help with a workplace conflict, complaint or grievance, we can navigate this as a neutral third-party resource.</p>\r\n
      <p>If you need help, with establishing a more healthy and positive work culture or a workplace conflict, do reach out to our team. We’re here to help you!</p>\r\n
      <h3>Get in touch</h3>\r\n
      <p>Would you like a free copy of our guide to workplace conflict? If so, please send us an email on <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a> and we will be happy to help.</p>
      """
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  "article" => App\Entity\News {#3144
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    -id: 8
    -excerpt: "<p>The surge of artificial intelligence (AI) like OpenAI's ChatGPT in recent years has prompted a growing concern among HR professionals.</p>"
    -publishDate: DateTime @1691176260 {#3233
      date: 2023-08-04 20:11:00.0 Europe/London (+01:00)
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    -slug: "why-chatgpt-will-not-replace-hr-practitioners"
    -title: "Why ChatGPT Will Not Replace HR Practitioners"
    -content: """
      <h2>The surge of artificial intelligence (AI) like OpenAI's ChatGPT in recent years has prompted a growing concern among HR professionals</h2>\r\n
      <p><strong>Will these powerful AI models replace human resources people, like us?&nbsp;</strong></p>\r\n
      <p>This blog aims to allay these fears and emphasise the irreplaceable value of human touch in HR. Here, we discuss grievances, AI information risks, ChatGPT hallucinations, and the unique importance of HR practitioners in the digital era.</p>\r\n
      <h3>\r\n
      </h3>\r\n
      <h3>The Power and Pitfalls of AI in HR</h3>\r\n
      <p>Firstly, let's acknowledge the power of AI models like ChatGPT. They can process vast amounts of information, automate routine tasks, and even assist with grievance procedures, making them an appealing tool for businesses seeking to streamline their operations. However, they come with their fair share of challenges and limitations. One such issue is ChatGPT hallucinations - instances when AI produces responses not grounded in reality, thereby providing inaccurate or irrelevant information. In an HR context, this could lead to serious miscommunications or misinterpretations, with implications for employee relations and legal compliance. Imagine if the wrong outcome was reached in a grievance?</p>\r\n
      <h3>Checking the AI and The Document Dilemma</h3>\r\n
      <p>Secondly, as good as AI might be at processing information, it is susceptible to learning everything, even things that aren't true. In other words, if ChatGPT is fed misinformation, it will propagate this misinformation in its responses. Hence, there is a crucial need for human intervention to check AI-generated responses for accuracy and relevance, something HR practitioners are well-equipped to do given their understanding of the specific organisational context.</p>\r\n
      <p>Moreover, HR practitioners play a vital role in handling and interpreting various documents - from employment contracts to company policies. AI, like ChatGPT, may help in scanning these documents, but it cannot match the human ability to interpret nuances, cultural contexts, and legal implications contained within them.</p>\r\n
      <h3>In-Person Support: The Human Touch</h3>\r\n
      <p>Finally, while ChatGPT can simulate conversations, it can't replace the invaluable in-person support that HR provides. From building a company culture with a smile in a morning, to managing conflict resolution in-person, and providing emotional support, HR practitioners offer a human touch that AI simply cannot replicate. This human-centric approach is key to building trust, understanding, and engagement among employees - which are vital elements to running a successful business.</p>\r\n
      <p>In conclusion, while AI models like ChatGPT can certainly enhance HR processes, they are not set to replace HR practitioners. Rather, they should be viewed as tools to enhance the capabilities of HR, providing more room for strategic work and personalised support. The human factor in HR remains a fundamental and irreplaceable element of successful businesses. Therefore, as business owners, it's vital to strike the right balance between taking advantage of AI capabilities and appreciating the indispensable role of HR practitioners.</p>
      """
    -subtitle: "Embracing the Future:"
    -metaTitle: "Embracing the Future: Why ChatGPT Will Not Replace HR Practitioners"
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    -slug: "why-chatgpt-will-not-replace-hr-practitioners"
    -title: "Why ChatGPT Will Not Replace HR Practitioners"
    -content: """
      <h2>The surge of artificial intelligence (AI) like OpenAI's ChatGPT in recent years has prompted a growing concern among HR professionals</h2>\r\n
      <p><strong>Will these powerful AI models replace human resources people, like us?&nbsp;</strong></p>\r\n
      <p>This blog aims to allay these fears and emphasise the irreplaceable value of human touch in HR. Here, we discuss grievances, AI information risks, ChatGPT hallucinations, and the unique importance of HR practitioners in the digital era.</p>\r\n
      <h3>\r\n
      </h3>\r\n
      <h3>The Power and Pitfalls of AI in HR</h3>\r\n
      <p>Firstly, let's acknowledge the power of AI models like ChatGPT. They can process vast amounts of information, automate routine tasks, and even assist with grievance procedures, making them an appealing tool for businesses seeking to streamline their operations. However, they come with their fair share of challenges and limitations. One such issue is ChatGPT hallucinations - instances when AI produces responses not grounded in reality, thereby providing inaccurate or irrelevant information. In an HR context, this could lead to serious miscommunications or misinterpretations, with implications for employee relations and legal compliance. Imagine if the wrong outcome was reached in a grievance?</p>\r\n
      <h3>Checking the AI and The Document Dilemma</h3>\r\n
      <p>Secondly, as good as AI might be at processing information, it is susceptible to learning everything, even things that aren't true. In other words, if ChatGPT is fed misinformation, it will propagate this misinformation in its responses. Hence, there is a crucial need for human intervention to check AI-generated responses for accuracy and relevance, something HR practitioners are well-equipped to do given their understanding of the specific organisational context.</p>\r\n
      <p>Moreover, HR practitioners play a vital role in handling and interpreting various documents - from employment contracts to company policies. AI, like ChatGPT, may help in scanning these documents, but it cannot match the human ability to interpret nuances, cultural contexts, and legal implications contained within them.</p>\r\n
      <h3>In-Person Support: The Human Touch</h3>\r\n
      <p>Finally, while ChatGPT can simulate conversations, it can't replace the invaluable in-person support that HR provides. From building a company culture with a smile in a morning, to managing conflict resolution in-person, and providing emotional support, HR practitioners offer a human touch that AI simply cannot replicate. This human-centric approach is key to building trust, understanding, and engagement among employees - which are vital elements to running a successful business.</p>\r\n
      <p>In conclusion, while AI models like ChatGPT can certainly enhance HR processes, they are not set to replace HR practitioners. Rather, they should be viewed as tools to enhance the capabilities of HR, providing more room for strategic work and personalised support. The human factor in HR remains a fundamental and irreplaceable element of successful businesses. Therefore, as business owners, it's vital to strike the right balance between taking advantage of AI capabilities and appreciating the indispensable role of HR practitioners.</p>
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      <p>Striking a balance between ensuring staff happiness and maintaining smooth business operations is akin to performing a high-stakes juggling act. But worry not, we have compiled a set of practical strategies to help you manage this situation effectively:</p>\r\n
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      <h3>3. Implement a Holiday Booking System</h3>\r\n
      <p>In today's digital age, an online holiday booking system can streamline the process of managing employee holidays. It enables staff to see when their colleagues have booked time off and makes tracking leave allowances easier for management. We partner with an affordable HR system provider, which allows us visibility of your employee records - really handy if you don't have something readily available but still need our support. We can even migrate you across and handle all the admin for you, that's right - everything!</p>\r\n
      <h3>4. Develop a Contingency Plan</h3>\r\n
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      <h3>5. Encourage Early Holiday Bookings</h3>\r\n
      <p>Encouraging early holiday bookings gives you ample time to plan around absences. While last-minute holiday requests are unavoidable, promoting early bookings can help minimise potential disruptions.</p>\r\n
      <p>At Taurus HR Solutions, we understand that managing holiday requests effectively is just one component of an effective HR strategy. We offer comprehensive HR services, including pay reviews, disciplinary hearings, investigations, employment contracts, managing grievances and much more. We also provide expertise in understanding and adhering to UK employment law, offering both retained and ad-hoc services tailored to your specific needs.</p>\r\n
      <p>Get in touch with us for a free 30-minute call with either Laura or Dylan at Taurus HR Solutions on 0330 043 0897, or email <a href="mailto:hello@taurushr.co.uk">hello@taurushr.co.uk</a>. Our mission is to support your business in creating a satisfying and efficient work environment that both you and your employees will love.</p>
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App\Twig\Components\NewsThumbnail {#3794
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      <p>Striking a balance between ensuring staff happiness and maintaining smooth business operations is akin to performing a high-stakes juggling act. But worry not, we have compiled a set of practical strategies to help you manage this situation effectively:</p>\r\n
      <h3>1. Establish a Clear Holiday Policy</h3>\r\n
      <p>A comprehensive and easily understandable holiday policy sets the foundation for successful holiday request management. It should outline the rules and procedures for requesting time off, ensuring all staff members are familiar with the process and comfortable requesting time off. It should cover practical things such as when an employee is sick if they're actually on holiday and what the arrangements are for time off at Christmas and during other celebrations.</p>\r\n
      <h3>2. Prompt and Fair Review of Holiday Requests</h3>\r\n
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      <h3>3. Implement a Holiday Booking System</h3>\r\n
      <p>In today's digital age, an online holiday booking system can streamline the process of managing employee holidays. It enables staff to see when their colleagues have booked time off and makes tracking leave allowances easier for management. We partner with an affordable HR system provider, which allows us visibility of your employee records - really handy if you don't have something readily available but still need our support. We can even migrate you across and handle all the admin for you, that's right - everything!</p>\r\n
      <h3>4. Develop a Contingency Plan</h3>\r\n
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      <h3>5. Encourage Early Holiday Bookings</h3>\r\n
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      <p>At Taurus HR Solutions, we understand that managing holiday requests effectively is just one component of an effective HR strategy. We offer comprehensive HR services, including pay reviews, disciplinary hearings, investigations, employment contracts, managing grievances and much more. We also provide expertise in understanding and adhering to UK employment law, offering both retained and ad-hoc services tailored to your specific needs.</p>\r\n
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[
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App\Twig\Components\WhatsAppBlock {#3814
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App\Twig\Components\SocialLinks {#4415
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App\Twig\Components\PageHeroThemed {#5266
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App\Twig\Components\SocialLinks {#5399
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]

App\Twig\Components\ContactItem {#6463
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}

[
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]

App\Twig\Components\ContactItem {#6507
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