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)
    }
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    -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>
      """
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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)
    }
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    -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>
      """
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}

[
  "article" => App\Entity\News {#3244
    +imageUpload: null
    -id: 4
    -excerpt: "<p>As a business owner, you not only have your own personal finances to worry about but also your business’s too.</p>"
    -publishDate: DateTime @1684161900 {#3198
      date: 2023-05-15 15:45:00.0 Europe/London (+01:00)
    }
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    -slug: "5-ways-hr-can-stop-your-business-from-losing-money"
    -title: "5 ways HR can stop your business from losing money"
    -content: """
      <h2>As a business owner, you not only have your own personal finances to worry about but also your business’s too.</h2>\r\n
      <p><strong>And recently, you may have been looking at ways to reduce costs and protect your future revenue.</strong></p>\r\n
      <p>HR can play a big part in this and we’ve listed 5 ways HR can stop your business from losing money below.</p>\r\n
      <p>Let’s get started&hellip;</p>\r\n
      <h3>1) Stop wasting your valuable time on stuff someone else can do for you</h3>\r\n
      <p>You’ve heard it before&hellip;time <em>is</em> money. And if you’re spending your time doing the wrong things, you’re wasting money.</p>\r\n
      <p>What’s the answer? You need to delegate more.</p>\r\n
      <p>To do this, think about all of the things you’re doing on a daily basis that could be handled by someone else. Including managing your HR, as this can take up a lot of time and headspace.</p>\r\n
      <p>You could easily delegate tasks like managing holiday requests, back to work interviews after absence, expenses, appraisals and any other big projects you’ve got going on like hiring a new employee.</p>\r\n
      <p>You can either delegate this to a member of the team, find HR software to help you or outsource to a HR consultancy like us.</p>\r\n
      <h3>2) Reduce absence</h3>\r\n
      <p>You may have not thought about it before, but absence is a huge HR cost that could be managed and reduced. And if you have employees regularly off sick, it will pay to try and stop this from happening.</p>\r\n
      <p>In HR, we call this absence management and the course of action depends on why your employees are calling in sick.</p>\r\n
      <p>If they’re calling in sick because of childcare, then this will need to be handled differently than if they’re calling in sick because of stress etc.</p>\r\n
      <p>That’s why, to improve absence management, you must first understand why there is absence to begin with. To understand this, you could start by tracking absences and conducting return to work interviews after each absence to see if there are any common trends that need to be addressed. </p>\r\n
      <h3>3) Avoid costly employee claims</h3>\r\n
      <p>One of the biggest HR costs employers potentially face are employee payouts and tribunal claim awards.</p>\r\n
      <p>The number of employees taking legal action against their employer is massively on the rise and the average payout for a case like unfair dismissal currently stands at over £10,000.</p>\r\n
      <p>If you handle an issue with an employee incorrectly, the risk of them taking action against you is incredibly high. Which is why it’s important for you to follow employment law legislation and Acas guidelines to avoid a costly employee claim.</p>\r\n
      <p>If you have a concern about an employee, it pays to get expert advice first before taking any action.</p>\r\n
      <h3>4) Improve employee productiveness and retention </h3>\r\n
      <p>Unhappy employees take more time off, aren’t as productive, cause more problems and generally leave sooner – all of which costs.</p>\r\n
      <p>To reduce costs, or prevent such costs in the future, it pays to focus on your employee’s happiness. Because happy employees are more motivated, productive and stick around for longer.</p>\r\n
      <p>There’s lots of things to consider here. What’s your company culture like? Do you offer an incentive package? Do you look at employee’s health and wellbeing? Do you check-in with them on a regular basis etc?</p>\r\n
      <p>Much like managing employee absence, it’s key to understand what factors could be causing your team to be unhappy at work and this generally starts with an employee survey.</p>\r\n
      <h3>5) Stay legally compliant</h3>\r\n
      <p>Employment law is there to keep you, your business and your people protected. But it’s constantly changing, so it’s sometimes tricky to stay up to date.</p>\r\n
      <p>It’s really important that as employment law changes, so does your contracts, policies and handbooks because these are what often stand in between you and a costly employee claim.</p>\r\n
      <p>If you take just one thing away from this article, it should be to get your documents sorted and updated now.</p>\r\n
      <h3>We’re here to help</h3>\r\n
      <p>My recommendation would be to find an expert outsourced HR professional who can take care of all of this for you.</p>\r\n
      <p>But by outsourcing it to an HR support company, you’ll have the peace of mind that everything is being dealt with in exactly the right way. Better still, it will save you lots of time and it doesn’t have to cost you a fortune either.</p>\r\n
      <p>If it’s something that you’d like to explore at the moment, we’d love to talk to you about how our HR plan may be able to help you. Just give us a call to arrange a conversation.</p>
      """
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    -metaTitle: "5 ways HR can stop your business from losing money"
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      date: 2025-09-17 15:14:59.0 Europe/London (+01:00)
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App\Twig\Components\NewsThumbnail {#3643
  +article: App\Entity\News {#3244
    +imageUpload: null
    -id: 4
    -excerpt: "<p>As a business owner, you not only have your own personal finances to worry about but also your business’s too.</p>"
    -publishDate: DateTime @1684161900 {#3198
      date: 2023-05-15 15:45:00.0 Europe/London (+01:00)
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    -slug: "5-ways-hr-can-stop-your-business-from-losing-money"
    -title: "5 ways HR can stop your business from losing money"
    -content: """
      <h2>As a business owner, you not only have your own personal finances to worry about but also your business’s too.</h2>\r\n
      <p><strong>And recently, you may have been looking at ways to reduce costs and protect your future revenue.</strong></p>\r\n
      <p>HR can play a big part in this and we’ve listed 5 ways HR can stop your business from losing money below.</p>\r\n
      <p>Let’s get started&hellip;</p>\r\n
      <h3>1) Stop wasting your valuable time on stuff someone else can do for you</h3>\r\n
      <p>You’ve heard it before&hellip;time <em>is</em> money. And if you’re spending your time doing the wrong things, you’re wasting money.</p>\r\n
      <p>What’s the answer? You need to delegate more.</p>\r\n
      <p>To do this, think about all of the things you’re doing on a daily basis that could be handled by someone else. Including managing your HR, as this can take up a lot of time and headspace.</p>\r\n
      <p>You could easily delegate tasks like managing holiday requests, back to work interviews after absence, expenses, appraisals and any other big projects you’ve got going on like hiring a new employee.</p>\r\n
      <p>You can either delegate this to a member of the team, find HR software to help you or outsource to a HR consultancy like us.</p>\r\n
      <h3>2) Reduce absence</h3>\r\n
      <p>You may have not thought about it before, but absence is a huge HR cost that could be managed and reduced. And if you have employees regularly off sick, it will pay to try and stop this from happening.</p>\r\n
      <p>In HR, we call this absence management and the course of action depends on why your employees are calling in sick.</p>\r\n
      <p>If they’re calling in sick because of childcare, then this will need to be handled differently than if they’re calling in sick because of stress etc.</p>\r\n
      <p>That’s why, to improve absence management, you must first understand why there is absence to begin with. To understand this, you could start by tracking absences and conducting return to work interviews after each absence to see if there are any common trends that need to be addressed. </p>\r\n
      <h3>3) Avoid costly employee claims</h3>\r\n
      <p>One of the biggest HR costs employers potentially face are employee payouts and tribunal claim awards.</p>\r\n
      <p>The number of employees taking legal action against their employer is massively on the rise and the average payout for a case like unfair dismissal currently stands at over £10,000.</p>\r\n
      <p>If you handle an issue with an employee incorrectly, the risk of them taking action against you is incredibly high. Which is why it’s important for you to follow employment law legislation and Acas guidelines to avoid a costly employee claim.</p>\r\n
      <p>If you have a concern about an employee, it pays to get expert advice first before taking any action.</p>\r\n
      <h3>4) Improve employee productiveness and retention </h3>\r\n
      <p>Unhappy employees take more time off, aren’t as productive, cause more problems and generally leave sooner – all of which costs.</p>\r\n
      <p>To reduce costs, or prevent such costs in the future, it pays to focus on your employee’s happiness. Because happy employees are more motivated, productive and stick around for longer.</p>\r\n
      <p>There’s lots of things to consider here. What’s your company culture like? Do you offer an incentive package? Do you look at employee’s health and wellbeing? Do you check-in with them on a regular basis etc?</p>\r\n
      <p>Much like managing employee absence, it’s key to understand what factors could be causing your team to be unhappy at work and this generally starts with an employee survey.</p>\r\n
      <h3>5) Stay legally compliant</h3>\r\n
      <p>Employment law is there to keep you, your business and your people protected. But it’s constantly changing, so it’s sometimes tricky to stay up to date.</p>\r\n
      <p>It’s really important that as employment law changes, so does your contracts, policies and handbooks because these are what often stand in between you and a costly employee claim.</p>\r\n
      <p>If you take just one thing away from this article, it should be to get your documents sorted and updated now.</p>\r\n
      <h3>We’re here to help</h3>\r\n
      <p>My recommendation would be to find an expert outsourced HR professional who can take care of all of this for you.</p>\r\n
      <p>But by outsourcing it to an HR support company, you’ll have the peace of mind that everything is being dealt with in exactly the right way. Better still, it will save you lots of time and it doesn’t have to cost you a fortune either.</p>\r\n
      <p>If it’s something that you’d like to explore at the moment, we’d love to talk to you about how our HR plan may be able to help you. Just give us a call to arrange a conversation.</p>
      """
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[
  "article" => App\Entity\News {#3246
    +imageUpload: null
    -id: 26
    -excerpt: "<p>Recruitment is a bit of a nightmare at the moment. There are loads of jobs out there but not enough people to fill them. And the employee’s mindset has completely changed since COVID.</p>"
    -publishDate: DateTime @1684161780 {#3229
      date: 2023-05-15 15:43:00.0 Europe/London (+01:00)
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    -slug: "the-employers-quick-guide-to-effective-recruitment"
    -title: "The employer’s quick guide to effective recruitment"
    -content: """
      <h2>Recruitment is a bit of a nightmare at the moment.</h2>\r\n
      <p><strong>There are loads of jobs out there but not enough people to fill them. And the employee’s mindset has completely changed since COVID.</strong></p>\r\n
      <p>We’re now in a candidate driven market, which makes hiring your next employee more time consuming, difficult and costly.</p>\r\n
      <p>That’s why we’ve created this article for you. Below, we’ll talk you through 7 steps you need to consider when hiring your next employee.</p>\r\n
      <h3>Step one – Identify what you’re looking for </h3>\r\n
      <p>Before you start recruiting, it’s key to understand exactly what you’re looking for, how your new employee will help your business and what skills and attitudes this person will need to do the job.</p>\r\n
      <p>When thinking about what your new candidate, be careful not allow unconscious bias to play a part in any decision making and ensure your recruitment process does not discriminate at any stage.</p>\r\n
      <h3>Step two – create a job description that stands out</h3>\r\n
      <p>You’re competing against every other employer at the moment, so you need to create a job description that stands out for all of the right reasons.</p>\r\n
      <p>Ensure your job description includes all of the information a candidate needs to make a decision, including wage. And try and make your job description reflect the culture of your company.</p>\r\n
      <h3>Step three – Decide how you’re going to advertise your role</h3>\r\n
      <p>The first thing you should consider is whether you could recruit from within your business. Or if you need to bring someone new into the company.</p>\r\n
      <p>Then depending on your industry and the type of candidate you’re looking for you may decide to advertise your role differently.</p>\r\n
      <p>Think about where your ideal candidate will be searching and ensure your advert is seen.</p>\r\n
      <h3>Step four - screen and shortlist</h3>\r\n
      <p>This can often take the most time and this process is high risk in terms of unconscious bias and discrimination.</p>\r\n
      <p>There’s a number of different ways to rule out unconscious bias and discrimination and that’s to remove any personal details from your CVS and screen via skills and experience first.</p>\r\n
      <p>Once you’ve created this shortlist, you can then contact them to arrange an interview.</p>\r\n
      <h3>Step five - Interviews</h3>\r\n
      <p>While you’re on the lookout for the most impressive candidates, you’ll need to also remember that it’s your job to impress the candidates too.</p>\r\n
      <p>It’s very important that you take time to consider the candidate experience if you want to attract and obtain the best talent for your business.</p>\r\n
      <p>Will you hold preliminary telephone calls with candidates? Perhaps you’ll decide to hold short video interviews initially? Or would you prefer a more traditional face-to-face approach from the beginning?</p>\r\n
      <p>You should also consider whether or not you need to conduct any form of trial or testing for candidates. Psychometric testing can be a fantastic way to identify how well your candidate will fit in with the business and complement the skills and personalities you already have within the business.</p>\r\n
      <p>Look at your interview process and document it. Create a timeline that demonstrates exactly how the interview process will play out. You can even share this with your candidates so they know what to expect, and the timeframe in which they should know whether they’ve been successful at each stage.</p>\r\n
      <p>Remember, be as flexible as you can with your candidates. They may be in roles that are tricky to take time away from, so insisting on a particular time or day may prevent you from finding the best fit for your business.</p>\r\n
      <p>You could even try to implement a system where candidates book their own time slot with an online booking system, for ultimate flexibility.</p>\r\n
      <h3>Step six – making an offer</h3>\r\n
      <p>Before you make an offer to your favourite applicant, there are a few things you need to consider.</p>\r\n
      <p>The first is checking references. You’d be surprised at just how many businesses skip this step, only to be shocked later on when something goes awry.</p>\r\n
      <p>Make someone involved in the interview process responsible for following up on the references of your favourite candidate - just make sure not to contact the present employer!</p>\r\n
      <p>You should also keep in mind that your favourite candidate may not have taken the same impression away from their interview with you. Never turn down other candidates before you’ve offered the job to your favourite and they’ve accepted.</p>\r\n
      <p>You may wish to choose a second favourite in case your first decides to take another job, or you may decide that there were no other applicants you liked and instead would start the process again. Just make sure you have a plan before you tell people they were unsuccessful this time.</p>\r\n
      <h3>Step seven - Excellent onboarding</h3>\r\n
      <p>This step is so often forgotten about when it comes to the recruitment process. But it’s one of the most essential parts to get right when welcoming a new employee&hellip; you know what they say about first impressions.</p>\r\n
      <p>You need a solid plan to help welcome and settle a new employee into the business and their role.</p>\r\n
      <p>Think about what they need to be able to start their new job easily. This will include things like introducing them to their new colleagues, showing them around the office, providing them with devices - like laptops and phones- as well as access to all of the systems that they’ll be using for their job.</p>\r\n
      <p>Consider what training they’ll need, and the other roles that they’ll need to interact with or understand in order to do their job properly. Arrange training on systems, and shadowing with colleagues so they’re able to build a good picture of how things work.</p>\r\n
      <p>You should check-in with your new hire regularly for the first week or two. This will not only encourage good communication, but it will also give them ample opportunity to voice any concerns they may have, giving you a chance to make sure everything is exactly as you want and need it to be.</p>\r\n
      <h3>We’re here to help</h3>\r\n
      <p>If you have any questions on recruitment for your business, or you’d like a helping hand, just give us a call to start a discussion.</p>
      """
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    -excerpt: "<p>Recruitment is a bit of a nightmare at the moment. There are loads of jobs out there but not enough people to fill them. And the employee’s mindset has completely changed since COVID.</p>"
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    -slug: "the-employers-quick-guide-to-effective-recruitment"
    -title: "The employer’s quick guide to effective recruitment"
    -content: """
      <h2>Recruitment is a bit of a nightmare at the moment.</h2>\r\n
      <p><strong>There are loads of jobs out there but not enough people to fill them. And the employee’s mindset has completely changed since COVID.</strong></p>\r\n
      <p>We’re now in a candidate driven market, which makes hiring your next employee more time consuming, difficult and costly.</p>\r\n
      <p>That’s why we’ve created this article for you. Below, we’ll talk you through 7 steps you need to consider when hiring your next employee.</p>\r\n
      <h3>Step one – Identify what you’re looking for </h3>\r\n
      <p>Before you start recruiting, it’s key to understand exactly what you’re looking for, how your new employee will help your business and what skills and attitudes this person will need to do the job.</p>\r\n
      <p>When thinking about what your new candidate, be careful not allow unconscious bias to play a part in any decision making and ensure your recruitment process does not discriminate at any stage.</p>\r\n
      <h3>Step two – create a job description that stands out</h3>\r\n
      <p>You’re competing against every other employer at the moment, so you need to create a job description that stands out for all of the right reasons.</p>\r\n
      <p>Ensure your job description includes all of the information a candidate needs to make a decision, including wage. And try and make your job description reflect the culture of your company.</p>\r\n
      <h3>Step three – Decide how you’re going to advertise your role</h3>\r\n
      <p>The first thing you should consider is whether you could recruit from within your business. Or if you need to bring someone new into the company.</p>\r\n
      <p>Then depending on your industry and the type of candidate you’re looking for you may decide to advertise your role differently.</p>\r\n
      <p>Think about where your ideal candidate will be searching and ensure your advert is seen.</p>\r\n
      <h3>Step four - screen and shortlist</h3>\r\n
      <p>This can often take the most time and this process is high risk in terms of unconscious bias and discrimination.</p>\r\n
      <p>There’s a number of different ways to rule out unconscious bias and discrimination and that’s to remove any personal details from your CVS and screen via skills and experience first.</p>\r\n
      <p>Once you’ve created this shortlist, you can then contact them to arrange an interview.</p>\r\n
      <h3>Step five - Interviews</h3>\r\n
      <p>While you’re on the lookout for the most impressive candidates, you’ll need to also remember that it’s your job to impress the candidates too.</p>\r\n
      <p>It’s very important that you take time to consider the candidate experience if you want to attract and obtain the best talent for your business.</p>\r\n
      <p>Will you hold preliminary telephone calls with candidates? Perhaps you’ll decide to hold short video interviews initially? Or would you prefer a more traditional face-to-face approach from the beginning?</p>\r\n
      <p>You should also consider whether or not you need to conduct any form of trial or testing for candidates. Psychometric testing can be a fantastic way to identify how well your candidate will fit in with the business and complement the skills and personalities you already have within the business.</p>\r\n
      <p>Look at your interview process and document it. Create a timeline that demonstrates exactly how the interview process will play out. You can even share this with your candidates so they know what to expect, and the timeframe in which they should know whether they’ve been successful at each stage.</p>\r\n
      <p>Remember, be as flexible as you can with your candidates. They may be in roles that are tricky to take time away from, so insisting on a particular time or day may prevent you from finding the best fit for your business.</p>\r\n
      <p>You could even try to implement a system where candidates book their own time slot with an online booking system, for ultimate flexibility.</p>\r\n
      <h3>Step six – making an offer</h3>\r\n
      <p>Before you make an offer to your favourite applicant, there are a few things you need to consider.</p>\r\n
      <p>The first is checking references. You’d be surprised at just how many businesses skip this step, only to be shocked later on when something goes awry.</p>\r\n
      <p>Make someone involved in the interview process responsible for following up on the references of your favourite candidate - just make sure not to contact the present employer!</p>\r\n
      <p>You should also keep in mind that your favourite candidate may not have taken the same impression away from their interview with you. Never turn down other candidates before you’ve offered the job to your favourite and they’ve accepted.</p>\r\n
      <p>You may wish to choose a second favourite in case your first decides to take another job, or you may decide that there were no other applicants you liked and instead would start the process again. Just make sure you have a plan before you tell people they were unsuccessful this time.</p>\r\n
      <h3>Step seven - Excellent onboarding</h3>\r\n
      <p>This step is so often forgotten about when it comes to the recruitment process. But it’s one of the most essential parts to get right when welcoming a new employee&hellip; you know what they say about first impressions.</p>\r\n
      <p>You need a solid plan to help welcome and settle a new employee into the business and their role.</p>\r\n
      <p>Think about what they need to be able to start their new job easily. This will include things like introducing them to their new colleagues, showing them around the office, providing them with devices - like laptops and phones- as well as access to all of the systems that they’ll be using for their job.</p>\r\n
      <p>Consider what training they’ll need, and the other roles that they’ll need to interact with or understand in order to do their job properly. Arrange training on systems, and shadowing with colleagues so they’re able to build a good picture of how things work.</p>\r\n
      <p>You should check-in with your new hire regularly for the first week or two. This will not only encourage good communication, but it will also give them ample opportunity to voice any concerns they may have, giving you a chance to make sure everything is exactly as you want and need it to be.</p>\r\n
      <h3>We’re here to help</h3>\r\n
      <p>If you have any questions on recruitment for your business, or you’d like a helping hand, just give us a call to start a discussion.</p>
      """
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    -excerpt: "<p>When your staff call in sick, it can cause a real headache. And COVID hasn’t made this any easier. A recent report has shown that requests for sick notes from doctors are up 78%.</p>"
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    -slug: "quick-guide-to-absence-management"
    -title: "Quick guide to absence management"
    -content: """
      <h2>When your staff call in sick, it can cause a real headache.&nbsp;</h2>\r\n
      <p><strong>And COVID hasn’t made this any easier.</strong></p>\r\n
      <p>A recent report has shown that requests for sick notes from doctors are up 78%. And 52% of absence is related to stress, anxiety and depression. </p>\r\n
      <p>All of this unplanned absence is costing small and medium-sized UK businesses in excess of £900 million, annually.</p>\r\n
      <p>With that in mind, is it time that you took a serious look at the ways you can reduce absence in your business?</p>\r\n
      <h3>What is absence management? </h3>\r\n
      <p>Absence - or attendance - management encourages you to look at the ways you can decrease the amount of unplanned absence that occurs in your business.</p>\r\n
      <h3> The effect of unplanned absence</h3>\r\n
      <p>Not only is there a financial cost to unplanned absence (think sick pay, loss of productivity, and disruption), but it can also have a huge impact on the rest of your team, too.</p>\r\n
      <p>When a member of your team is regularly off sick, it can cause the rest of the team to feel resentment towards that person. There will be feelings of dissatisfaction, increased stress (because, remember, it’s these people that will be picking up the slack), and frustration.</p>\r\n
      <p>But high levels of unplanned absence can be a sign of more going on within your business than appears on the surface.</p>\r\n
      <p>Are people off sick because they’re genuinely ill, or is it because they don’t feel competent at their job? Or maybe they are being bullied by a colleague? Perhaps your working environment is just too stressful or even toxic? Are they simply the wrong hire?</p>\r\n
      <p>There’s a whole host of reasons that someone might be off work aside from being unwell. It’s your job to spot patterns or problems. Tracking sickness will help you to do that easily, but more on that later.</p>\r\n
      <h3>Take a look at your policy</h3>\r\n
      <p>When did you last review your sickness policy? Although the details may not have changed, you may have introduced new schemes that should be a part of it. It’s also important that you have things worded correctly so that, while employees know they’re entitled to time off when they’re unwell, they’re aware that the policy shouldn’t be abused. It can be a fine line to tread, which is why it pays to work with an expert HR consultant to do this for you. </p>\r\n
      <h3>Recording unplanned absence</h3>\r\n
      <p>It’s a really good idea that you record any instances of unplanned absence in your business, rather than waiting for someone’s absence to become a problem.</p>\r\n
      <p>By doing this, it means you’ll be able to spot any patterns in absence, and therefore highlight any problems long before you might do otherwise.</p>\r\n
      <p>For example, perhaps someone takes every third Friday off sick, or maybe one of your teams has a much higher rate of absence than the others. When you record this data, it will become really easy to identify areas of concern, and give you a better opportunity to tackle and resolve potential problems.</p>\r\n
      <p>One method that you may use to record and monitor absence is the Bradford Factor. This is a scale that helps you give weighting to any absence to help you spot areas of concern more easily.</p>\r\n
      <p>Simply put, you record instances of absence x days absent over 52 weeks. This means that someone who takes frequent short periods of absence will total a higher score than someone who takes more days over fewer instances.</p>\r\n
      <p>You can apply your own threshold measures to the scale, depending on the potential impact absence will have on your business.</p>\r\n
      <p>It’s worth noting that while the Bradford Factor is fair in a sense (it treats everyone the same), for those employees with disabilities or long-standing issues, for example, it can be unfair. You need to assess each case individually and act reasonably when reading the results, as always.</p>\r\n
      <h3>The cause of absence</h3>\r\n
      <p>While there will certainly be a genuine reason behind most sick days taken, it’s important that you look at the cause behind each absence in your business. Failing to do so could lead to bigger issues within the company that are more difficult to fix.</p>\r\n
      <p>Is absence due to illness or injury? Is it likely to be long or short term? Perhaps someone is taking time off to care for sick children, or parents, or a partner? Maybe someone is being bullied by a colleague? Find out whether your employees need additional support from the business and your managers.</p>\r\n
      <p>You should also be mindful of the ‘isms’.</p>\r\n
      <p>You probably already know about absenteeism. That’s when someone habitually takes sick leave.</p>\r\n
      <p>Then there’s leavism, which is the opposite. It’s where people refuse to take their annual leave, or work instead of resting when they do. A massive three quarters of people have seen leavism taking place in their workplace, and it’s usually most noticeable when people continue to check and reply to emails, check-in on projects, or take work-related calls while off.</p>\r\n
      <p>Finally, there’s presenteeism, which is where an employee continues to present at work, even if they are genuinely ill. Not only is this bad for their health and wellbeing, but it also puts others at risk of illness, which could cause more problems for your business.</p>\r\n
      <p>It’s really important that you and your managers spot any of the ‘isms’ and delicately broach the subject with employees where necessary.</p>\r\n
      <h3>Ill health dismissal</h3>\r\n
      <p>On occasion, it may be your last resort to dismiss an employee on the grounds of ill health. However, it’s vital that this is a last resort measure only, and you take reasonable steps to help get your employee back to work first.</p>\r\n
      <p>These steps may include you approaching their GP for a report on their health (with your employee’s permission), arranging an occupational health assessment, or making reasonable adjustments to enable them to do their job.</p>\r\n
      <p>In some case, this may not work, and it may be your only option to dismiss your employee. In these cases, it’s important to act with sensitivity and fairness. I would strongly recommend taking expert advice and following ACAS rules on this one.</p>\r\n
      <p>The Equality Act 2010 states that a person must not be discriminated against because they have a disability, or someone thinks that they do, or because they are connected to someone with a disability.</p>\r\n
      <h3>5 practical ways you can reduce absence</h3>\r\n
      <p>As a business owner or manager, you can implement things that will help to minimise absence within your business, and it’s easier than you might imagine. Here are 5 of the best&hellip;</p>\r\n
      <h4>1. Be more flexible</h4>\r\n
      <p>It’s something we’re all used to these days, but giving your people a little more flexibility can mean the difference between someone calling in sick with a sniffle, or them working from home instead.</p>\r\n
      <p>It could mean that someone work from 7am - 3pm, so that they can still collect their children from school.</p>\r\n
      <p>These days, people simply don’t have the time to deal with all of their responsibilities in life. Some of the sick days that people take may simply be used to ‘catch up’. So, offering more flexibility, whether that’s bringing in a hybrid working policy, or flexi-time, could dramatically decrease the number of sick days people use.</p>\r\n
      <h4>2. Be clearer with your guidelines </h4>\r\n
      <p>Your people should know that, while you don’t expect them to come into work with the flu, taking a day off for a trivial issue is also unacceptable.</p>\r\n
      <p>Look at ways you can support your team, such as working from home with a bad back, or giving them time off for medical appointments, so they don’t use a whole day sick for a 20-minute appointment.</p>\r\n
      <h4>3. Introduce a wellbeing initiative</h4>\r\n
      <p>Looking out for your peoples’ wellbeing can reduce stress and increase fitness. It’s a no-brainer.</p>\r\n
      <p>If you can afford a grand scheme, like gym memberships, or subscriptions to mental health apps, go for it, but likewise, you don’t have to spend a fortune to make a difference. Encourage people to have catch-up meetings while taking a walk, swap the office doughnuts for a fruit bowl and save the cakes for special occasions only.</p>\r\n
      <p>You could even create a company challenge, to see which team can walk, swim or cycle the most miles each month. Little things can have a big impact.</p>\r\n
      <h4>4. Introduce better communication</h4>\r\n
      <p>Could it be that people take sick leave because they’re unaware of their options?</p>\r\n
      <p>Schedule regular 121 meetings to open lines of honest, confidential communication between employees and managers. And make sure that, if anyone is showing signs of poor mental or physical health, you approach them to see how you can help.</p>\r\n
      <h4>5. Train your managers</h4>\r\n
      <p>Your managers are the frontline in keeping your people well and healthy. They have a lot to deal with, so make sure they’re equipped with the tools they need to identify and tackle any issues in the most sensitive manner. A good balance is crucial to ensure your business isn’t affected with presenteeism or absenteeism.</p>\r\n
      <p>As always, a careful and measured approach is in your best interests when it comes to dealing with absence. If you’d like any further advice, we’d be glad to help. Just give us a call to arrange a conversation.</p>
      """
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    -slug: "quick-guide-to-absence-management"
    -title: "Quick guide to absence management"
    -content: """
      <h2>When your staff call in sick, it can cause a real headache.&nbsp;</h2>\r\n
      <p><strong>And COVID hasn’t made this any easier.</strong></p>\r\n
      <p>A recent report has shown that requests for sick notes from doctors are up 78%. And 52% of absence is related to stress, anxiety and depression. </p>\r\n
      <p>All of this unplanned absence is costing small and medium-sized UK businesses in excess of £900 million, annually.</p>\r\n
      <p>With that in mind, is it time that you took a serious look at the ways you can reduce absence in your business?</p>\r\n
      <h3>What is absence management? </h3>\r\n
      <p>Absence - or attendance - management encourages you to look at the ways you can decrease the amount of unplanned absence that occurs in your business.</p>\r\n
      <h3> The effect of unplanned absence</h3>\r\n
      <p>Not only is there a financial cost to unplanned absence (think sick pay, loss of productivity, and disruption), but it can also have a huge impact on the rest of your team, too.</p>\r\n
      <p>When a member of your team is regularly off sick, it can cause the rest of the team to feel resentment towards that person. There will be feelings of dissatisfaction, increased stress (because, remember, it’s these people that will be picking up the slack), and frustration.</p>\r\n
      <p>But high levels of unplanned absence can be a sign of more going on within your business than appears on the surface.</p>\r\n
      <p>Are people off sick because they’re genuinely ill, or is it because they don’t feel competent at their job? Or maybe they are being bullied by a colleague? Perhaps your working environment is just too stressful or even toxic? Are they simply the wrong hire?</p>\r\n
      <p>There’s a whole host of reasons that someone might be off work aside from being unwell. It’s your job to spot patterns or problems. Tracking sickness will help you to do that easily, but more on that later.</p>\r\n
      <h3>Take a look at your policy</h3>\r\n
      <p>When did you last review your sickness policy? Although the details may not have changed, you may have introduced new schemes that should be a part of it. It’s also important that you have things worded correctly so that, while employees know they’re entitled to time off when they’re unwell, they’re aware that the policy shouldn’t be abused. It can be a fine line to tread, which is why it pays to work with an expert HR consultant to do this for you. </p>\r\n
      <h3>Recording unplanned absence</h3>\r\n
      <p>It’s a really good idea that you record any instances of unplanned absence in your business, rather than waiting for someone’s absence to become a problem.</p>\r\n
      <p>By doing this, it means you’ll be able to spot any patterns in absence, and therefore highlight any problems long before you might do otherwise.</p>\r\n
      <p>For example, perhaps someone takes every third Friday off sick, or maybe one of your teams has a much higher rate of absence than the others. When you record this data, it will become really easy to identify areas of concern, and give you a better opportunity to tackle and resolve potential problems.</p>\r\n
      <p>One method that you may use to record and monitor absence is the Bradford Factor. This is a scale that helps you give weighting to any absence to help you spot areas of concern more easily.</p>\r\n
      <p>Simply put, you record instances of absence x days absent over 52 weeks. This means that someone who takes frequent short periods of absence will total a higher score than someone who takes more days over fewer instances.</p>\r\n
      <p>You can apply your own threshold measures to the scale, depending on the potential impact absence will have on your business.</p>\r\n
      <p>It’s worth noting that while the Bradford Factor is fair in a sense (it treats everyone the same), for those employees with disabilities or long-standing issues, for example, it can be unfair. You need to assess each case individually and act reasonably when reading the results, as always.</p>\r\n
      <h3>The cause of absence</h3>\r\n
      <p>While there will certainly be a genuine reason behind most sick days taken, it’s important that you look at the cause behind each absence in your business. Failing to do so could lead to bigger issues within the company that are more difficult to fix.</p>\r\n
      <p>Is absence due to illness or injury? Is it likely to be long or short term? Perhaps someone is taking time off to care for sick children, or parents, or a partner? Maybe someone is being bullied by a colleague? Find out whether your employees need additional support from the business and your managers.</p>\r\n
      <p>You should also be mindful of the ‘isms’.</p>\r\n
      <p>You probably already know about absenteeism. That’s when someone habitually takes sick leave.</p>\r\n
      <p>Then there’s leavism, which is the opposite. It’s where people refuse to take their annual leave, or work instead of resting when they do. A massive three quarters of people have seen leavism taking place in their workplace, and it’s usually most noticeable when people continue to check and reply to emails, check-in on projects, or take work-related calls while off.</p>\r\n
      <p>Finally, there’s presenteeism, which is where an employee continues to present at work, even if they are genuinely ill. Not only is this bad for their health and wellbeing, but it also puts others at risk of illness, which could cause more problems for your business.</p>\r\n
      <p>It’s really important that you and your managers spot any of the ‘isms’ and delicately broach the subject with employees where necessary.</p>\r\n
      <h3>Ill health dismissal</h3>\r\n
      <p>On occasion, it may be your last resort to dismiss an employee on the grounds of ill health. However, it’s vital that this is a last resort measure only, and you take reasonable steps to help get your employee back to work first.</p>\r\n
      <p>These steps may include you approaching their GP for a report on their health (with your employee’s permission), arranging an occupational health assessment, or making reasonable adjustments to enable them to do their job.</p>\r\n
      <p>In some case, this may not work, and it may be your only option to dismiss your employee. In these cases, it’s important to act with sensitivity and fairness. I would strongly recommend taking expert advice and following ACAS rules on this one.</p>\r\n
      <p>The Equality Act 2010 states that a person must not be discriminated against because they have a disability, or someone thinks that they do, or because they are connected to someone with a disability.</p>\r\n
      <h3>5 practical ways you can reduce absence</h3>\r\n
      <p>As a business owner or manager, you can implement things that will help to minimise absence within your business, and it’s easier than you might imagine. Here are 5 of the best&hellip;</p>\r\n
      <h4>1. Be more flexible</h4>\r\n
      <p>It’s something we’re all used to these days, but giving your people a little more flexibility can mean the difference between someone calling in sick with a sniffle, or them working from home instead.</p>\r\n
      <p>It could mean that someone work from 7am - 3pm, so that they can still collect their children from school.</p>\r\n
      <p>These days, people simply don’t have the time to deal with all of their responsibilities in life. Some of the sick days that people take may simply be used to ‘catch up’. So, offering more flexibility, whether that’s bringing in a hybrid working policy, or flexi-time, could dramatically decrease the number of sick days people use.</p>\r\n
      <h4>2. Be clearer with your guidelines </h4>\r\n
      <p>Your people should know that, while you don’t expect them to come into work with the flu, taking a day off for a trivial issue is also unacceptable.</p>\r\n
      <p>Look at ways you can support your team, such as working from home with a bad back, or giving them time off for medical appointments, so they don’t use a whole day sick for a 20-minute appointment.</p>\r\n
      <h4>3. Introduce a wellbeing initiative</h4>\r\n
      <p>Looking out for your peoples’ wellbeing can reduce stress and increase fitness. It’s a no-brainer.</p>\r\n
      <p>If you can afford a grand scheme, like gym memberships, or subscriptions to mental health apps, go for it, but likewise, you don’t have to spend a fortune to make a difference. Encourage people to have catch-up meetings while taking a walk, swap the office doughnuts for a fruit bowl and save the cakes for special occasions only.</p>\r\n
      <p>You could even create a company challenge, to see which team can walk, swim or cycle the most miles each month. Little things can have a big impact.</p>\r\n
      <h4>4. Introduce better communication</h4>\r\n
      <p>Could it be that people take sick leave because they’re unaware of their options?</p>\r\n
      <p>Schedule regular 121 meetings to open lines of honest, confidential communication between employees and managers. And make sure that, if anyone is showing signs of poor mental or physical health, you approach them to see how you can help.</p>\r\n
      <h4>5. Train your managers</h4>\r\n
      <p>Your managers are the frontline in keeping your people well and healthy. They have a lot to deal with, so make sure they’re equipped with the tools they need to identify and tackle any issues in the most sensitive manner. A good balance is crucial to ensure your business isn’t affected with presenteeism or absenteeism.</p>\r\n
      <p>As always, a careful and measured approach is in your best interests when it comes to dealing with absence. If you’d like any further advice, we’d be glad to help. Just give us a call to arrange a conversation.</p>
      """
    -subtitle: "For business owners or managers"
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  "article" => App\Entity\News {#3201
    +imageUpload: null
    -id: 14
    -excerpt: "<p>Running a business can be really stressful. Especially when you’ve got an employee that’s causing you lots of issues.</p>"
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      date: 2023-05-15 15:32:00.0 Europe/London (+01:00)
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    -slug: "how-to-dismiss-an-employee"
    -title: "How to dismiss an employee"
    -content: """
      <h2>Running a business can be really stressful.</h2>\r\n
      <p><strong>Especially when you’ve got an employee that’s causing you lots of issues.</strong></p>\r\n
      <p>As an employer, it’s likely that at some point you might feel that it would be better for everybody to let an employee go.</p>\r\n
      <p>And in some cases, this might be the right decision.</p>\r\n
      <p>However, there are high risks involved when dismissing an employee. Which is why it’s absolutely essential that you have a valid reason to do so and that you follow a fair procedure every step of the way.</p>\r\n
      <p>If you fail to do this, you risk a tribunal claim which will be even more stressful.</p>\r\n
      <p>That’s why I’ve created this article – to help you understand the steps I would take as an experienced HR expert to help you dismiss an employee.</p>\r\n
      <p>But, make no mistake, if you are planning on dismissing an employee, this guide is no substitute for speaking and getting the advice of a HR expert first.</p>\r\n
      <p>If you find yourself in this position, please get in touch with me today.</p>\r\n
      <h3>Why might you want to let an employee go?</h3>\r\n
      <p>There are so many reasons you may want to dismiss an employee for. Sadly, many of them simply won’t fly when it comes to abiding by employment law.</p>\r\n
      <p>Before you take any action it’s always advisable to do your research and make sure you’re not discriminating against an employee, or acting in a way that could land you in an unfair dismissal case.</p>\r\n
      <p>Some of the acceptable reasons may be&hellip;</p>\r\n
      <ul><li>someone is underperforming</li><li>they’re not a good fit for the business</li><li>they’re causing problems - this may be bullying, harassment, or discrimination, for example</li><li>not being able to do their job properly</li><li>violence, theft, vandalism (gross misconduct)</li><li>statutory restrictions - if a driver loses their license, for example</li></ul>\r\n
      <p>Even in these cases there is still a process that you MUST follow before handing an employee their P45.</p>\r\n
      <h3>Disciplinary procedure - before you begin</h3>\r\n
      <p>Unless you’re dealing with gross misconduct, it’s unlikely that you can jump straight to firing an employee.</p>\r\n
      <p>First, you must follow your disciplinary procedure, as outlined in your own disciplinary policy, and give your employee warnings, as well as the opportunity to put things right (if applicable).</p>\r\n
      <p>Never be tempted to rush this process. As much as you may want the employee out of the business, taking things too quickly can lead you straight to a tribunal.</p>\r\n
      <p>As soon as you begin the process of dismissing an employee you should be taking notes and keeping a record of everything relating to that employee. This includes notes on their misconduct, performance, or other, and any evidence or investigation that you carry out to back up your accusation.</p>\r\n
      <p>Written notes can be used as evidence that you’ve followed procedure correctly, and that you’ve carried out a fair process while trying to avoid dismissal.</p>\r\n
      <p>If you can’t clearly prove the reason for dismissal, you may be accused of not acting fairly or not having a valid reason for your action.</p>\r\n
      <p>Ask yourself: “Why do I need to fire this employee?”</p>\r\n
      <p>If you can’t simply explain the reason and evidence why, it’s possible that your motivation is unfair or even discriminatory. It is absolutely vital that you’re not discriminating against any protected characteristics, such as age, religion, or gender. Again, such motivation could land you at a tribunal.</p>\r\n
      <p>Remember, while employees with 2 or more years of continuous service have a legal right to challenge your decision to dismiss them, but if the reason is discriminatory, anyone with any length of service can challenge you.</p>\r\n
      <h3>The process</h3>\r\n
      <p>Once you’ve investigated and gathered any evidence you feel is necessary, you’ll need to arrange a disciplinary meeting. This should be in private, away from other employees’ eyes and ears.</p>\r\n
      <p>You must invite your employee to attend the meeting, in writing. A letter should inform them of the time and date of the meeting, advise them of their right to be accompanied, and it should also state that dismissal could be a potential outcome of the meeting.</p>\r\n
      <p>Outline the reasons for the meeting and why dismissal is a consideration. You should also provide the evidence you have so that your employee has time to review it before the meeting. </p>\r\n
      <p>When the meeting begins, it’s your job to explain the allegations to your employee. Be as detailed and specific as you can, go over the evidence from your investigation, and give them the opportunity to comment and respond to it all.</p>\r\n
      <p>At this stage it’s very important to take notes. In fact, you should ideally have a note-taker present to allow you to give your full attention to the meeting. This person can also act as a witness on your behalf.</p>\r\n
      <p>Expect there to be an emotional response from your employee. While this is normal, it’s important that you aren’t swayed by this and remain on track with your objectives. Have them written down in front of you as a memory aid if you think you might need it.</p>\r\n
      <p>Once you’ve explained things to your employee and given them suitable opportunity to respond, you should adjourn the meeting. This is to give you adequate time to consider what they’ve told you and to make a final decision.</p>\r\n
      <p>Explain what will happen to your employee and let them know how long it will take you to come to a decision. It could be later the same day, the next day, or even in a few days’ time. As long as you don’t have an unnecessary delay, while also giving yourself ample time to fully consider the situation. Of course, the complexity of the situation may also have bearing on how long your decision may take. Just make sure to keep your employee informed of when the outcome meeting will take place.</p>\r\n
      <p>Remember, you will need to make a fair decision that is consistent with how you’ve acted in the past. If you’ve had a similar situation, it’s a good idea to look at how you dealt with that so that you don’t act unfairly.</p>\r\n
      <p>You may find that, when it’s time for the outcome meeting, you still haven’t made a decision and you need additional time to gather more evidence or investigate further. That’s ok, but you need to communicate this with your employee as soon as possible and notify them of the new meeting.</p>\r\n
      <p>Whatever your decision - to keep your employee or to dismiss them - you need to reiterate your reasoning and inform them of what is expected next. If you keep your employee this may involve a performance improvement plan, for example.</p>\r\n
      <p>Follow everything up in writing, and repeat what was discussed at the meeting. Remind your employee of their right to appeal and the date that this must be done by. If you’re dismissing your employee, you’ll need to inform them of their last day of employment, pay arrangements including annual leave, and the return of any work property.</p>\r\n
      <h3>Think of everyone else</h3>\r\n
      <p>If you’re running a small business, it’s highly likely that someone being dismissed will have an impact on the team.</p>\r\n
      <p>Once you’ve made your decision and informed the employee in question of the outcome, you should also let everyone else know what’s happening.</p>\r\n
      <p>Without going into unnecessary detail, inform the team that their colleague will be leaving, and reassure them that it’s not a company issue, but an individual one. Explain that their jobs aren’t at risk, and remind them of the consequences of serious behaviour and poor performance.</p>\r\n
      <p>You may also wish to invite anyone to speak with you privately if they have any further concerns or questions.</p>\r\n
      <p>Remember, it’s a stressful process, whether it’s the first time or the 10th. However, taking the right time to carefully plan your disciplinary process and meetings will help to ensure you take all the correct steps and don’t act unreasonably at any stage. Failing to act fairly or without discrimination can have serious consequences for your business, so prepare well.</p>\r\n
      <p>If you’d like some expert guidance and advice, we’re always available to help. Just give us a call.</p>
      """
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    -metaTitle: "How to dismiss an employee"
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App\Twig\Components\NewsThumbnail {#3670
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    +imageUpload: null
    -id: 14
    -excerpt: "<p>Running a business can be really stressful. Especially when you’ve got an employee that’s causing you lots of issues.</p>"
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    -slug: "how-to-dismiss-an-employee"
    -title: "How to dismiss an employee"
    -content: """
      <h2>Running a business can be really stressful.</h2>\r\n
      <p><strong>Especially when you’ve got an employee that’s causing you lots of issues.</strong></p>\r\n
      <p>As an employer, it’s likely that at some point you might feel that it would be better for everybody to let an employee go.</p>\r\n
      <p>And in some cases, this might be the right decision.</p>\r\n
      <p>However, there are high risks involved when dismissing an employee. Which is why it’s absolutely essential that you have a valid reason to do so and that you follow a fair procedure every step of the way.</p>\r\n
      <p>If you fail to do this, you risk a tribunal claim which will be even more stressful.</p>\r\n
      <p>That’s why I’ve created this article – to help you understand the steps I would take as an experienced HR expert to help you dismiss an employee.</p>\r\n
      <p>But, make no mistake, if you are planning on dismissing an employee, this guide is no substitute for speaking and getting the advice of a HR expert first.</p>\r\n
      <p>If you find yourself in this position, please get in touch with me today.</p>\r\n
      <h3>Why might you want to let an employee go?</h3>\r\n
      <p>There are so many reasons you may want to dismiss an employee for. Sadly, many of them simply won’t fly when it comes to abiding by employment law.</p>\r\n
      <p>Before you take any action it’s always advisable to do your research and make sure you’re not discriminating against an employee, or acting in a way that could land you in an unfair dismissal case.</p>\r\n
      <p>Some of the acceptable reasons may be&hellip;</p>\r\n
      <ul><li>someone is underperforming</li><li>they’re not a good fit for the business</li><li>they’re causing problems - this may be bullying, harassment, or discrimination, for example</li><li>not being able to do their job properly</li><li>violence, theft, vandalism (gross misconduct)</li><li>statutory restrictions - if a driver loses their license, for example</li></ul>\r\n
      <p>Even in these cases there is still a process that you MUST follow before handing an employee their P45.</p>\r\n
      <h3>Disciplinary procedure - before you begin</h3>\r\n
      <p>Unless you’re dealing with gross misconduct, it’s unlikely that you can jump straight to firing an employee.</p>\r\n
      <p>First, you must follow your disciplinary procedure, as outlined in your own disciplinary policy, and give your employee warnings, as well as the opportunity to put things right (if applicable).</p>\r\n
      <p>Never be tempted to rush this process. As much as you may want the employee out of the business, taking things too quickly can lead you straight to a tribunal.</p>\r\n
      <p>As soon as you begin the process of dismissing an employee you should be taking notes and keeping a record of everything relating to that employee. This includes notes on their misconduct, performance, or other, and any evidence or investigation that you carry out to back up your accusation.</p>\r\n
      <p>Written notes can be used as evidence that you’ve followed procedure correctly, and that you’ve carried out a fair process while trying to avoid dismissal.</p>\r\n
      <p>If you can’t clearly prove the reason for dismissal, you may be accused of not acting fairly or not having a valid reason for your action.</p>\r\n
      <p>Ask yourself: “Why do I need to fire this employee?”</p>\r\n
      <p>If you can’t simply explain the reason and evidence why, it’s possible that your motivation is unfair or even discriminatory. It is absolutely vital that you’re not discriminating against any protected characteristics, such as age, religion, or gender. Again, such motivation could land you at a tribunal.</p>\r\n
      <p>Remember, while employees with 2 or more years of continuous service have a legal right to challenge your decision to dismiss them, but if the reason is discriminatory, anyone with any length of service can challenge you.</p>\r\n
      <h3>The process</h3>\r\n
      <p>Once you’ve investigated and gathered any evidence you feel is necessary, you’ll need to arrange a disciplinary meeting. This should be in private, away from other employees’ eyes and ears.</p>\r\n
      <p>You must invite your employee to attend the meeting, in writing. A letter should inform them of the time and date of the meeting, advise them of their right to be accompanied, and it should also state that dismissal could be a potential outcome of the meeting.</p>\r\n
      <p>Outline the reasons for the meeting and why dismissal is a consideration. You should also provide the evidence you have so that your employee has time to review it before the meeting. </p>\r\n
      <p>When the meeting begins, it’s your job to explain the allegations to your employee. Be as detailed and specific as you can, go over the evidence from your investigation, and give them the opportunity to comment and respond to it all.</p>\r\n
      <p>At this stage it’s very important to take notes. In fact, you should ideally have a note-taker present to allow you to give your full attention to the meeting. This person can also act as a witness on your behalf.</p>\r\n
      <p>Expect there to be an emotional response from your employee. While this is normal, it’s important that you aren’t swayed by this and remain on track with your objectives. Have them written down in front of you as a memory aid if you think you might need it.</p>\r\n
      <p>Once you’ve explained things to your employee and given them suitable opportunity to respond, you should adjourn the meeting. This is to give you adequate time to consider what they’ve told you and to make a final decision.</p>\r\n
      <p>Explain what will happen to your employee and let them know how long it will take you to come to a decision. It could be later the same day, the next day, or even in a few days’ time. As long as you don’t have an unnecessary delay, while also giving yourself ample time to fully consider the situation. Of course, the complexity of the situation may also have bearing on how long your decision may take. Just make sure to keep your employee informed of when the outcome meeting will take place.</p>\r\n
      <p>Remember, you will need to make a fair decision that is consistent with how you’ve acted in the past. If you’ve had a similar situation, it’s a good idea to look at how you dealt with that so that you don’t act unfairly.</p>\r\n
      <p>You may find that, when it’s time for the outcome meeting, you still haven’t made a decision and you need additional time to gather more evidence or investigate further. That’s ok, but you need to communicate this with your employee as soon as possible and notify them of the new meeting.</p>\r\n
      <p>Whatever your decision - to keep your employee or to dismiss them - you need to reiterate your reasoning and inform them of what is expected next. If you keep your employee this may involve a performance improvement plan, for example.</p>\r\n
      <p>Follow everything up in writing, and repeat what was discussed at the meeting. Remind your employee of their right to appeal and the date that this must be done by. If you’re dismissing your employee, you’ll need to inform them of their last day of employment, pay arrangements including annual leave, and the return of any work property.</p>\r\n
      <h3>Think of everyone else</h3>\r\n
      <p>If you’re running a small business, it’s highly likely that someone being dismissed will have an impact on the team.</p>\r\n
      <p>Once you’ve made your decision and informed the employee in question of the outcome, you should also let everyone else know what’s happening.</p>\r\n
      <p>Without going into unnecessary detail, inform the team that their colleague will be leaving, and reassure them that it’s not a company issue, but an individual one. Explain that their jobs aren’t at risk, and remind them of the consequences of serious behaviour and poor performance.</p>\r\n
      <p>You may also wish to invite anyone to speak with you privately if they have any further concerns or questions.</p>\r\n
      <p>Remember, it’s a stressful process, whether it’s the first time or the 10th. However, taking the right time to carefully plan your disciplinary process and meetings will help to ensure you take all the correct steps and don’t act unreasonably at any stage. Failing to act fairly or without discrimination can have serious consequences for your business, so prepare well.</p>\r\n
      <p>If you’d like some expert guidance and advice, we’re always available to help. Just give us a call.</p>
      """
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[
  "article" => App\Entity\News {#3164
    +imageUpload: null
    -id: 13
    -excerpt: "<p>The Equality Act of 2010 firmly protects employees' rights within the workplace in relation to pay.</p>"
    -publishDate: DateTime @1680956640 {#3170
      date: 2023-04-08 13:24:00.0 Europe/London (+01:00)
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    -slug: "equal-pay-discussions"
    -title: "All about the money, money, money"
    -content: """
      <h2>Equal Pay Discussions</h2>\r\n
      <p><strong>The Equality Act of 2010 firmly protects employees' rights within the workplace in relation to pay. It strongly prohibits any type of contractual provisions that would seek to restrict an employee from disclosing their salary or requesting information about another colleague’s wages; as this could indicate a correlation between having/not having a certain protected characteristic (eg sex, race) and earning potential. Beyond safeguarding basic disclosure, it also provides redress for those who suffer victimisation due to making relevant pay inquiries.</strong></p>\r\n
      <p>Having a pay secrecy clause in an employment contract may be commonplace, but employers should exercise caution. If employees are discussing their wages to investigate potential discrimination based on protected characteristics: such as gender, race or disability - then the clause's enforceability and disciplinary action against those involved is unlawful victimisation.</p>\r\n
      <p>When examining a situation leading to potential disciplinary action, it is essential for employers to be aware of the fine line between relevant pay disclosures and those that are not. Looking at the facts, such as who was involved in any given discussion about pay, what words were said, by whom under what circumstances should all be taken into account before forming your opinion. Contractual clauses enforcing secrecy will likely lack validity when an employee looks at their own or another's salary for the purposes of discovering whether discrimination is taking place.</p>
      """
    -subtitle: null
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App\Twig\Components\NewsThumbnail {#3690
  +article: App\Entity\News {#3164
    +imageUpload: null
    -id: 13
    -excerpt: "<p>The Equality Act of 2010 firmly protects employees' rights within the workplace in relation to pay.</p>"
    -publishDate: DateTime @1680956640 {#3170
      date: 2023-04-08 13:24:00.0 Europe/London (+01:00)
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    -slug: "equal-pay-discussions"
    -title: "All about the money, money, money"
    -content: """
      <h2>Equal Pay Discussions</h2>\r\n
      <p><strong>The Equality Act of 2010 firmly protects employees' rights within the workplace in relation to pay. It strongly prohibits any type of contractual provisions that would seek to restrict an employee from disclosing their salary or requesting information about another colleague’s wages; as this could indicate a correlation between having/not having a certain protected characteristic (eg sex, race) and earning potential. Beyond safeguarding basic disclosure, it also provides redress for those who suffer victimisation due to making relevant pay inquiries.</strong></p>\r\n
      <p>Having a pay secrecy clause in an employment contract may be commonplace, but employers should exercise caution. If employees are discussing their wages to investigate potential discrimination based on protected characteristics: such as gender, race or disability - then the clause's enforceability and disciplinary action against those involved is unlawful victimisation.</p>\r\n
      <p>When examining a situation leading to potential disciplinary action, it is essential for employers to be aware of the fine line between relevant pay disclosures and those that are not. Looking at the facts, such as who was involved in any given discussion about pay, what words were said, by whom under what circumstances should all be taken into account before forming your opinion. Contractual clauses enforcing secrecy will likely lack validity when an employee looks at their own or another's salary for the purposes of discovering whether discrimination is taking place.</p>
      """
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[
  "article" => App\Entity\News {#3160
    +imageUpload: null
    -id: 27
    -excerpt: "<p>As a manager or a leader of a team, it’s vital to make sure your employees’ wellbeing is a priority. A happy and healthy team is more productive.</p>"
    -publishDate: DateTime @1679777040 {#3163
      date: 2023-03-25 20:44:00.0 Europe/London (+00:00)
    }
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    -slug: "the-importance-of-wellbeing-at-work"
    -title: "The Importance of Wellbeing at Work"
    -content: """
      <p>As a manager or a leader of a team, it’s vital to make sure your employees’ wellbeing is a priority. A happy and healthy team leads to a more productive work environment and company success. People often focus on the perks and benefits that an employer can offer, like free snacks or free yoga, to improve their workplace satisfaction. However, those things often have minimal impact on people in the long term. What people want is a manager who listens to them and understands their needs. In this blog post, we will cover practical ideas for how to be a better manager and connect with your team better. We’ll explore how to understand what motivates your people and how to get the best from your employees while improving their wellbeing in the workplace.</p>\r\n
      <h3>Understand What Motivates Your People</h3>\r\n
      <p>One of the best ways to improve wellbeing in the workplace is to understand what motivates your people. Each employee’s individual motivations will be different, so it’s essential to take the time to get to know each person in your team. To do this, you can schedule one-to-one meetings or ask them to complete anonymous feedback surveys. Once you understand their motivators, tailor your approach to suit each individual. For example, if someone is motivated by personal development, offer additional training courses, or if someone is motivated by recognition, give positive feedback in public.</p>\r\n
      <h3>Connect With Your People Better</h3>\r\n
      <p>It is crucial to connect with your people, and you can do this by actively listening to them. Don't just listen to what they are saying, but hear what they mean, and ask questions if you aren't sure. This is about them, it is their time, and it is important to acknowledge their opinion, even when you don't agree with it. Empathy and supportive listening can go a long way in improving wellbeing in the workplace. You can also connect with your people by providing personal support. If someone in your team is going through a difficult period, take the time to support them, let them know you are there if they need you and care from a distance, if required.</p>\r\n
      <h3>Empower Your People</h3>\r\n
      <p>As a manager, it’s easy to fall into the trap of micromanaging your team and wanting people to do things in a way that suits you; perhaps this stems from previous bad experiences. However, this can be detrimental to your employees’ wellbeing. Instead, empower your people by giving them autonomy in their work. Set them tasks where making a mistake isn't critical, let them do it their way and give them your support. If they don't succeed the first time then reassure them and let them have another attempt. Doing so will give them a sense of ownership and responsibility over their tasks, which will ultimately lead to greater job satisfaction. Employees who feel trusted to make their own decisions, be creative and innovative are more likely to be happy and motivated in the workplace.</p>\r\n
      <h3>Create a Positive Working Environment</h3>\r\n
      <p>Creating a positive work environment can improve wellbeing in the workplace tenfold. Start by creating an open and honest organisational culture. Encourage conversation and dialogue between team members, and if there is gossip then make sure you address it without delay. Your team need to feel positive about coming to work and they need to feel you are looking out for them if there is to be trust between you. Make everyone feel like they are part of the company's vision or mission, explain to them how important their role is and the difference they personally make. When people are invested in a cause, they feel purposeful, and it increases sensitivity to the success and failures of the company. A positive work environment generates positive feelings between employees and a strong culture ends up driving the team. Don't forget to try and connect outside of work, once in a while, a bit of money spent on a team meal or a team event such as bowling can really foster those deeper relationships.</p>\r\n
      <h3>Promote Wellness at Work</h3>\r\n
      <p>According to research, employers who promote wellness initiatives experience lower absenteeism rates and increased job satisfaction levels. Offering practical wellness initiatives such as mental health support and flexible working opportunities can help employees feel valued and taken care of. In addition, providing support for those with mental health issues is becoming increasingly important. Whilst we know that Employee Assistance Programmes can seem like a positive step, some employers are noticing the uptake on them is fairly low. Why not consider partnering with a trusted counsellor or a network of counsellors and setting aside a specific budget? This way, it facilitates a conversation between a manager and an employee, which might just be enough for the employee to ask for the help they need. As a manager, your job isn't to solve all the problems, but you have a duty of care and that may involve signposting the employee to the correct support and help.</p>\r\n
      <h3>Conclusion</h3>\r\n
      <p>Wellbeing in the workplace should be a priority for all managers and leaders. Listening to employees, understanding their individual motivators, connecting with them, empowering them, and promoting wellness in the workplace can make a significant difference in improving employee wellbeing. Remember that people don’t want free fruit; they want to feel valued, respected, and heard. By creating a positive working environment and culture, we can all contribute to the overall success of the company, and ensure the well-being of our teams.</p>
      """
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    -excerpt: "<p>As a manager or a leader of a team, it’s vital to make sure your employees’ wellbeing is a priority. A happy and healthy team is more productive.</p>"
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      date: 2023-03-25 20:44:00.0 Europe/London (+00:00)
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    -slug: "the-importance-of-wellbeing-at-work"
    -title: "The Importance of Wellbeing at Work"
    -content: """
      <p>As a manager or a leader of a team, it’s vital to make sure your employees’ wellbeing is a priority. A happy and healthy team leads to a more productive work environment and company success. People often focus on the perks and benefits that an employer can offer, like free snacks or free yoga, to improve their workplace satisfaction. However, those things often have minimal impact on people in the long term. What people want is a manager who listens to them and understands their needs. In this blog post, we will cover practical ideas for how to be a better manager and connect with your team better. We’ll explore how to understand what motivates your people and how to get the best from your employees while improving their wellbeing in the workplace.</p>\r\n
      <h3>Understand What Motivates Your People</h3>\r\n
      <p>One of the best ways to improve wellbeing in the workplace is to understand what motivates your people. Each employee’s individual motivations will be different, so it’s essential to take the time to get to know each person in your team. To do this, you can schedule one-to-one meetings or ask them to complete anonymous feedback surveys. Once you understand their motivators, tailor your approach to suit each individual. For example, if someone is motivated by personal development, offer additional training courses, or if someone is motivated by recognition, give positive feedback in public.</p>\r\n
      <h3>Connect With Your People Better</h3>\r\n
      <p>It is crucial to connect with your people, and you can do this by actively listening to them. Don't just listen to what they are saying, but hear what they mean, and ask questions if you aren't sure. This is about them, it is their time, and it is important to acknowledge their opinion, even when you don't agree with it. Empathy and supportive listening can go a long way in improving wellbeing in the workplace. You can also connect with your people by providing personal support. If someone in your team is going through a difficult period, take the time to support them, let them know you are there if they need you and care from a distance, if required.</p>\r\n
      <h3>Empower Your People</h3>\r\n
      <p>As a manager, it’s easy to fall into the trap of micromanaging your team and wanting people to do things in a way that suits you; perhaps this stems from previous bad experiences. However, this can be detrimental to your employees’ wellbeing. Instead, empower your people by giving them autonomy in their work. Set them tasks where making a mistake isn't critical, let them do it their way and give them your support. If they don't succeed the first time then reassure them and let them have another attempt. Doing so will give them a sense of ownership and responsibility over their tasks, which will ultimately lead to greater job satisfaction. Employees who feel trusted to make their own decisions, be creative and innovative are more likely to be happy and motivated in the workplace.</p>\r\n
      <h3>Create a Positive Working Environment</h3>\r\n
      <p>Creating a positive work environment can improve wellbeing in the workplace tenfold. Start by creating an open and honest organisational culture. Encourage conversation and dialogue between team members, and if there is gossip then make sure you address it without delay. Your team need to feel positive about coming to work and they need to feel you are looking out for them if there is to be trust between you. Make everyone feel like they are part of the company's vision or mission, explain to them how important their role is and the difference they personally make. When people are invested in a cause, they feel purposeful, and it increases sensitivity to the success and failures of the company. A positive work environment generates positive feelings between employees and a strong culture ends up driving the team. Don't forget to try and connect outside of work, once in a while, a bit of money spent on a team meal or a team event such as bowling can really foster those deeper relationships.</p>\r\n
      <h3>Promote Wellness at Work</h3>\r\n
      <p>According to research, employers who promote wellness initiatives experience lower absenteeism rates and increased job satisfaction levels. Offering practical wellness initiatives such as mental health support and flexible working opportunities can help employees feel valued and taken care of. In addition, providing support for those with mental health issues is becoming increasingly important. Whilst we know that Employee Assistance Programmes can seem like a positive step, some employers are noticing the uptake on them is fairly low. Why not consider partnering with a trusted counsellor or a network of counsellors and setting aside a specific budget? This way, it facilitates a conversation between a manager and an employee, which might just be enough for the employee to ask for the help they need. As a manager, your job isn't to solve all the problems, but you have a duty of care and that may involve signposting the employee to the correct support and help.</p>\r\n
      <h3>Conclusion</h3>\r\n
      <p>Wellbeing in the workplace should be a priority for all managers and leaders. Listening to employees, understanding their individual motivators, connecting with them, empowering them, and promoting wellness in the workplace can make a significant difference in improving employee wellbeing. Remember that people don’t want free fruit; they want to feel valued, respected, and heard. By creating a positive working environment and culture, we can all contribute to the overall success of the company, and ensure the well-being of our teams.</p>
      """
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    -excerpt: "<p>Giving feedback is an essential part of being a leader, but it's also one of the hardest things to do. It can be difficult to find the right words, and...</p>"
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    -slug: "why-giving-feedback-seems-so-terrifying"
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    -content: """
      <p>Giving feedback is an essential part of being a leader, but it's also one of the hardest things to do. It can be difficult to find the right words, and even more difficult to deliver them in a way that won't offend or alienate employees. Feedback is a necessary part of any business, so why does it have to be so terrifying? Let's explore some of the reasons why giving feedback can be such a challenge.</p>\r\n
      <h2>We've all been there - we're in a meeting, or working on a project, and someone says something that lands the wrong way.</h2>\r\n
      <p>Even the best teams can experience conflict; it's nearly inevitable when different individuals with their unique styles and methods come together. It's important to remember to stay professional while dealing with conflict in the workplace, as it is not always easy to do so. Good communication and an understanding of different conflict management styles can help diffuse a situation before it becomes detrimental to operations. No matter how frustrating or difficult the conflict may be, taking steps to manage and sort out the conflict will help keep everyone focused on achieving the common goal.</p>\r\n
      <h2>It's natural to want to avoid conflict, but giving feedback is essential to effective communication and collaboration.</h2>\r\n
      <p>When having to give feedback, the fear of having a grievance raised or not being liked can be a real issue. It's only natural then to want to avoid potential conflict by burying your head in the sand and hoping that the other person doesn't take offence. Despite this fear, it's essential to effective communication and collaboration that we give direct and honest feedback; this provides us with a healthy dialogue which facilitates understanding and encourages teamwork. Feedback should be approached with kindness rather than fear, offering criticism in an approachable way can be a real positive for both sides when trying to work together towards an outcome.</p>\r\n
      <h2>Feedback can be difficult to give, but it's important to remember that it's not personal.</h2>\r\n
      <p>Giving feedback can be an awkward part of a managerial role. However, it is important to remember that providing feedback is not a personal attack - rather, it is part of the process of ensuring both parties understand exactly where they stand. Feeding back respectfully is a gift to the other person as it allows them to have clarity in their goals and recognise areas to improve upon. When feedback is given with respect and consideration, the situation becomes an opportunity for growth and development rather than tension or confrontation.</p>\r\n
      <h2>When you're feeling anxious about giving feedback, try to focus on the positive aspects of why you're doing it.</h2>\r\n
      <p>Giving feedback to someone can often be a daunting prospect, but it is a key part of the professional world that should not be overlooked. There are some simple steps to take to make sure your feedback is seen in a positive light and to help control any anxiety you may feel about giving it. Firstly, keep in mind that if you give feedback to an employee or colleague, it is to help them get better and to properly retain them in the business - at the end of the day, giving accurate and helpful feedback shows that you care enough to help them develop and get better. Taking these steps will not only improve morale on both parts but also shows that you are good at your job.</p>\r\n
      <h2>Keep in mind that feedback is a two-way street - be open to receiving feedback as well as giving it.</h2>\r\n
      <p>Receiving feedback can be tough because it can be difficult to hear criticism, especially if it is couched in negatives. But it is important to keep in mind that constructive criticism is essential - it presents an opportunity for you to improve on your work. It is part of reciprocal feedback which helps employees feel valued; it is as important to be open to receiving it as it is to give it. The more open and willing we are to listen and learn from it, the greater success we will have in our roles as business leaders.</p>\r\n
      <h2>Finally, don't forget to thank the person for their willingness to listen to your feedback!</h2>\r\n
      <p>When providing feedback to someone, being humble is an important trait to have. Even if you think you know the correct approach, it's important to remember that we can't always be right and that each person is entitled to their own opinions. It's also polite to show appreciation for being heard and being allowed to provide feedback. That's why it's a good idea to thank the person for being willing to listen, which will make the whole experience more pleasant.</p>\r\n
      <p>If you're struggling with giving feedback, remember that you're not alone. It can be difficult to give feedback, but it's essential to effective communication and collaboration. Keep in mind that feedback is a two-way street - be open to receiving feedback as well as giving it. Finally, don't forget to thank the person for their willingness to listen to your feedback! If you need help with giving or receiving feedback, contact us today to book a free evaluation of your current HR needs.</p>
      """
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      <p>Giving feedback is an essential part of being a leader, but it's also one of the hardest things to do. It can be difficult to find the right words, and even more difficult to deliver them in a way that won't offend or alienate employees. Feedback is a necessary part of any business, so why does it have to be so terrifying? Let's explore some of the reasons why giving feedback can be such a challenge.</p>\r\n
      <h2>We've all been there - we're in a meeting, or working on a project, and someone says something that lands the wrong way.</h2>\r\n
      <p>Even the best teams can experience conflict; it's nearly inevitable when different individuals with their unique styles and methods come together. It's important to remember to stay professional while dealing with conflict in the workplace, as it is not always easy to do so. Good communication and an understanding of different conflict management styles can help diffuse a situation before it becomes detrimental to operations. No matter how frustrating or difficult the conflict may be, taking steps to manage and sort out the conflict will help keep everyone focused on achieving the common goal.</p>\r\n
      <h2>It's natural to want to avoid conflict, but giving feedback is essential to effective communication and collaboration.</h2>\r\n
      <p>When having to give feedback, the fear of having a grievance raised or not being liked can be a real issue. It's only natural then to want to avoid potential conflict by burying your head in the sand and hoping that the other person doesn't take offence. Despite this fear, it's essential to effective communication and collaboration that we give direct and honest feedback; this provides us with a healthy dialogue which facilitates understanding and encourages teamwork. Feedback should be approached with kindness rather than fear, offering criticism in an approachable way can be a real positive for both sides when trying to work together towards an outcome.</p>\r\n
      <h2>Feedback can be difficult to give, but it's important to remember that it's not personal.</h2>\r\n
      <p>Giving feedback can be an awkward part of a managerial role. However, it is important to remember that providing feedback is not a personal attack - rather, it is part of the process of ensuring both parties understand exactly where they stand. Feeding back respectfully is a gift to the other person as it allows them to have clarity in their goals and recognise areas to improve upon. When feedback is given with respect and consideration, the situation becomes an opportunity for growth and development rather than tension or confrontation.</p>\r\n
      <h2>When you're feeling anxious about giving feedback, try to focus on the positive aspects of why you're doing it.</h2>\r\n
      <p>Giving feedback to someone can often be a daunting prospect, but it is a key part of the professional world that should not be overlooked. There are some simple steps to take to make sure your feedback is seen in a positive light and to help control any anxiety you may feel about giving it. Firstly, keep in mind that if you give feedback to an employee or colleague, it is to help them get better and to properly retain them in the business - at the end of the day, giving accurate and helpful feedback shows that you care enough to help them develop and get better. Taking these steps will not only improve morale on both parts but also shows that you are good at your job.</p>\r\n
      <h2>Keep in mind that feedback is a two-way street - be open to receiving feedback as well as giving it.</h2>\r\n
      <p>Receiving feedback can be tough because it can be difficult to hear criticism, especially if it is couched in negatives. But it is important to keep in mind that constructive criticism is essential - it presents an opportunity for you to improve on your work. It is part of reciprocal feedback which helps employees feel valued; it is as important to be open to receiving it as it is to give it. The more open and willing we are to listen and learn from it, the greater success we will have in our roles as business leaders.</p>\r\n
      <h2>Finally, don't forget to thank the person for their willingness to listen to your feedback!</h2>\r\n
      <p>When providing feedback to someone, being humble is an important trait to have. Even if you think you know the correct approach, it's important to remember that we can't always be right and that each person is entitled to their own opinions. It's also polite to show appreciation for being heard and being allowed to provide feedback. That's why it's a good idea to thank the person for being willing to listen, which will make the whole experience more pleasant.</p>\r\n
      <p>If you're struggling with giving feedback, remember that you're not alone. It can be difficult to give feedback, but it's essential to effective communication and collaboration. Keep in mind that feedback is a two-way street - be open to receiving feedback as well as giving it. Finally, don't forget to thank the person for their willingness to listen to your feedback! If you need help with giving or receiving feedback, contact us today to book a free evaluation of your current HR needs.</p>
      """
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  "article" => App\Entity\News {#3151
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    -excerpt: "<p>Small businesses are often hesitant to use a human resources consultant, believing that they can handle HR themselves, which we often hear. However, there are several good reasons to consider.</p>"
    -publishDate: DateTime @1676527560 {#3138
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    -slug: "why-using-a-hr-consultant-is-important"
    -title: "Why using a HR Consultant is important"
    -content: """
      <p><strong>Small businesses are often hesitant to use a human resources consultant, believing that they can handle HR themselves, which we often hear. However, there are several good reasons to consider using an HR consultant.&nbsp;</strong></p>\r\n
      <p>Firstly, HR consultants have a wealth of experience and knowledge about HR best practices. This experience is acquired through working with multiple businesses and across multiple sectors. They can help you develop policies and procedures that will protect your business and ensure compliance with employment laws. Additionally, HR consultants can provide valuable insights into employee motivation, helping free up your time to focus on your business. When choosing an HR consultant, be sure to select someone who is a good fit for your company culture and who has the experience and expertise you need. With the right HR consultant in your team, you'll be able to achieve the results you want to see much quicker.</p>\r\n
      <p><strong>Things to consider:</strong></p>\r\n
      <ul> <li>Does your HR consultant have sector experience?</li> <li>Can anyone recommend them that you know?</li> <li>Do they have any public reviews or recommendations?</li> <li>What qualifications do they have?</li> <li>What experience do they have?</li> </ul>\r\n
      <p>HR is broad and varied, and HR consultants are not all equally skilled. Some have many years of experience but have only ever worked in one field. Others may have a shorter experience but spanning more sectors and more specialisms. The cheapest HR consultant isn’t always the best option, they may lack valuable skills and expertise which are required.</p>\r\n
      <h3><strong>You can't afford to waste time on managing HR issues yourself</strong></h3>\r\n
      <p>As a small business owner, you know the value of your time. You are constantly looking for ways to maximise the potential of both you and your team. That's why it's important to outsource HR to a professional who can help you understand how to get the best from your people. Outsourcing this area of expertise can help you stay focused on your mission. Investing in HR support can have meaningful impacts upon engagement levels, generating newfound trust and loyalty. This will result in valuable rewards over time; both bottom line and employee happiness.</p>\r\n
      <h3><strong>A HR consultant can help you identify potential HR problems before they become bigger issues</strong></h3>\r\n
      <p>Working with an HR consultant can be an invaluable resource for HR departments in larger companies who are looking to avoid the pitfalls of potential problems. Intervening before they become larger issues is essential for the business to function properly. Not only do HR consultants provide insight and experience that in-house teams may not have, but they can work alongside managers and leaders to proactively train them in areas like compliance or performance management. Additionally, HR consultants can often provide guidance to help create an encouraging workplace providing practical advice on achieving this.</p>\r\n
      <h3><strong>A good HR consultant will be an expert in employment law and will keep up with changes in legislation, so you don't have to</strong></h3>\r\n
      <p>This year is sure to bring many changes in employment law. Ensuring that you are on top of things is a must for any business. It is not just employment laws and regulations that employers must be aware of, but also health and safety standards, remuneration, benefits requirements and more. That's why having a consultant who is an expert in this area can be invaluable. Not only will they keep up with the changes in legislation so you don't have to, but at the same time they can provide your business with strategic guidance and insights into the trends affecting businesses everywhere today. Investing in an experienced HR consultant could help make sure that your business makes the most of new opportunities and navigates quickly away from risks.</p>\r\n
      <h3><strong>A consultant can provide impartial advice when dealing with difficult employee situations such as disciplinary action or performance reviews</strong></h3>\r\n
      <p>As any business owner knows, dealing with difficult employee situations is never easy. That's why it pays to consult with an expert who can provide impartial advice and avoid any bias. With their professional insight, an HR consultant can help you avoid potentially disastrous missteps when navigating disciplinary action or performance reviews. By providing valuable guidance, a HR consultant can make sure that the best interests of your employees and business are served at all times.</p>\r\n
      <p>Taurus HR Solutions is proud of its reputation and positive feedback as a HR consultancy, which you can find <a href="https://www.yell.com/biz/taurus-hr-solutions-lincoln-10479601/">here</a>.</p>\r\n
      <p>As a business owner, your time is valuable. By using an HR consultant, you can focus on running your business. Leave the HR management to someone else who has years of practical experience and insight. Why not make a call to us today? We can help you protect your business while freeing up your time to do what you do best – running your company.</p>
      """
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App\Twig\Components\NewsThumbnail {#3754
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    -excerpt: "<p>Small businesses are often hesitant to use a human resources consultant, believing that they can handle HR themselves, which we often hear. However, there are several good reasons to consider.</p>"
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    -slug: "why-using-a-hr-consultant-is-important"
    -title: "Why using a HR Consultant is important"
    -content: """
      <p><strong>Small businesses are often hesitant to use a human resources consultant, believing that they can handle HR themselves, which we often hear. However, there are several good reasons to consider using an HR consultant.&nbsp;</strong></p>\r\n
      <p>Firstly, HR consultants have a wealth of experience and knowledge about HR best practices. This experience is acquired through working with multiple businesses and across multiple sectors. They can help you develop policies and procedures that will protect your business and ensure compliance with employment laws. Additionally, HR consultants can provide valuable insights into employee motivation, helping free up your time to focus on your business. When choosing an HR consultant, be sure to select someone who is a good fit for your company culture and who has the experience and expertise you need. With the right HR consultant in your team, you'll be able to achieve the results you want to see much quicker.</p>\r\n
      <p><strong>Things to consider:</strong></p>\r\n
      <ul> <li>Does your HR consultant have sector experience?</li> <li>Can anyone recommend them that you know?</li> <li>Do they have any public reviews or recommendations?</li> <li>What qualifications do they have?</li> <li>What experience do they have?</li> </ul>\r\n
      <p>HR is broad and varied, and HR consultants are not all equally skilled. Some have many years of experience but have only ever worked in one field. Others may have a shorter experience but spanning more sectors and more specialisms. The cheapest HR consultant isn’t always the best option, they may lack valuable skills and expertise which are required.</p>\r\n
      <h3><strong>You can't afford to waste time on managing HR issues yourself</strong></h3>\r\n
      <p>As a small business owner, you know the value of your time. You are constantly looking for ways to maximise the potential of both you and your team. That's why it's important to outsource HR to a professional who can help you understand how to get the best from your people. Outsourcing this area of expertise can help you stay focused on your mission. Investing in HR support can have meaningful impacts upon engagement levels, generating newfound trust and loyalty. This will result in valuable rewards over time; both bottom line and employee happiness.</p>\r\n
      <h3><strong>A HR consultant can help you identify potential HR problems before they become bigger issues</strong></h3>\r\n
      <p>Working with an HR consultant can be an invaluable resource for HR departments in larger companies who are looking to avoid the pitfalls of potential problems. Intervening before they become larger issues is essential for the business to function properly. Not only do HR consultants provide insight and experience that in-house teams may not have, but they can work alongside managers and leaders to proactively train them in areas like compliance or performance management. Additionally, HR consultants can often provide guidance to help create an encouraging workplace providing practical advice on achieving this.</p>\r\n
      <h3><strong>A good HR consultant will be an expert in employment law and will keep up with changes in legislation, so you don't have to</strong></h3>\r\n
      <p>This year is sure to bring many changes in employment law. Ensuring that you are on top of things is a must for any business. It is not just employment laws and regulations that employers must be aware of, but also health and safety standards, remuneration, benefits requirements and more. That's why having a consultant who is an expert in this area can be invaluable. Not only will they keep up with the changes in legislation so you don't have to, but at the same time they can provide your business with strategic guidance and insights into the trends affecting businesses everywhere today. Investing in an experienced HR consultant could help make sure that your business makes the most of new opportunities and navigates quickly away from risks.</p>\r\n
      <h3><strong>A consultant can provide impartial advice when dealing with difficult employee situations such as disciplinary action or performance reviews</strong></h3>\r\n
      <p>As any business owner knows, dealing with difficult employee situations is never easy. That's why it pays to consult with an expert who can provide impartial advice and avoid any bias. With their professional insight, an HR consultant can help you avoid potentially disastrous missteps when navigating disciplinary action or performance reviews. By providing valuable guidance, a HR consultant can make sure that the best interests of your employees and business are served at all times.</p>\r\n
      <p>Taurus HR Solutions is proud of its reputation and positive feedback as a HR consultancy, which you can find <a href="https://www.yell.com/biz/taurus-hr-solutions-lincoln-10479601/">here</a>.</p>\r\n
      <p>As a business owner, your time is valuable. By using an HR consultant, you can focus on running your business. Leave the HR management to someone else who has years of practical experience and insight. Why not make a call to us today? We can help you protect your business while freeing up your time to do what you do best – running your company.</p>
      """
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[
  "article" => App\Entity\News {#3144
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    -excerpt: "<p>We were recently approached by the BBC for our thoughts on Jeremy Hunt's plans to get more people who have retired early to return to the workforce.</p>"
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      <h3>We were recently approached by the BBC for our thoughts on Jeremy Hunt's plans to get more people who have retired early to return to the workforce to help revive the economy.</h3>\r\n
      <p>Anyone looking for work was promised it would be worth their while.</p>\r\n
      <p>We provided a number of tips for those seeking work, they included:</p>\r\n
      <ul><li>Focusing on ability and not age.</li><li>Being open about any relevant health concerns</li><li>Updating your skills.</li><li>Asking to work flexibly if you need to.</li><li>Reinventing yourself.</li><li>Not underselling yourself.</li></ul>\r\n
      <p>You can read the article here: <a href="https://www.bbc.co.uk/news/business-64625372" target="_blank" rel="noreferrer noopener">https://www.bbc.co.uk/news/business-64625372</a></p>\r\n
      <p>We recently prepared a blog on retirement, you can find that <a href="https://taurushr.co.uk/retirement">here</a>.</p>\r\n
      <p>For any HR consultancy needs that you or your business have, we are here to help! Get in touch today: laura@taurushr.co.uk</p>
      """
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App\Twig\Components\NewsThumbnail {#3773
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      <h3>We were recently approached by the BBC for our thoughts on Jeremy Hunt's plans to get more people who have retired early to return to the workforce to help revive the economy.</h3>\r\n
      <p>Anyone looking for work was promised it would be worth their while.</p>\r\n
      <p>We provided a number of tips for those seeking work, they included:</p>\r\n
      <ul><li>Focusing on ability and not age.</li><li>Being open about any relevant health concerns</li><li>Updating your skills.</li><li>Asking to work flexibly if you need to.</li><li>Reinventing yourself.</li><li>Not underselling yourself.</li></ul>\r\n
      <p>You can read the article here: <a href="https://www.bbc.co.uk/news/business-64625372" target="_blank" rel="noreferrer noopener">https://www.bbc.co.uk/news/business-64625372</a></p>\r\n
      <p>We recently prepared a blog on retirement, you can find that <a href="https://taurushr.co.uk/retirement">here</a>.</p>\r\n
      <p>For any HR consultancy needs that you or your business have, we are here to help! Get in touch today: laura@taurushr.co.uk</p>
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[
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    -excerpt: "<p>Apparently, it is becoming increasingly common for employees to delay their retirement plans with the cost-of-living crisis being so prevalent.</p>"
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    -slug: "hr-consultant-lincolnshire"
    -title: "Retirement"
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      <h3>Apparently, it is becoming increasingly common for employees to delay their retirement plans with the cost-of-living crisis being so prevalent.&nbsp;</h3>\r\n
      <p><strong>Research suggests up to 2.5 million older employees are looking to delay. How can a business deal with this? Read on to find out more from our experts.</strong></p>\r\n
      <p>Of the 2.5 million older employees who plan to delay their retirement, 1.7 million of them expect they may need to work indefinitely to substitute their income, either on a part-time or full-time basis.</p>\r\n
      <p>The remaining 800,000 people surveyed expect to delay their retirement by another three years, if not longer.</p>\r\n
      <p>Whilst these decisions are understandable, as a business you still need to know what to plan for and this can push you into the tricky ground of age discrimination if you were to directly ask this.</p>\r\n
      <p>This would apply if you were to:</p>\r\n
      <ul> <li>Make jokes about retirement or somebody being an older employee</li> <li>Put pressure on an employee to retire</li> <li>Suggest that retirement is the best option</li> <li>Force an employee to retire, or</li> <li>Hold the employee to a previously planned retirement date, whether they want to or not.</li> </ul>\r\n
      <h3>Having the conversation</h3>\r\n
      <p>How are you able to understand retirement plans without putting yourself at risk of a claim? The best way to do this is to phrase it differently.</p>\r\n
      <p>“What are your plans over the next five years?” is a perfectly reasonable question to ask, that you would ask of other employees <em>irrespective of their age.</em></p>\r\n
      <p>In interviews, it is fairly common to ask this question, so performance reviews and general business discussions are no exception to this. If you don’t want to ask about five-year plans, you could vary this and ask about a one-year, medium-term or long-term plan (for example). The key thing is to ask the same question that would apply to all.</p>\r\n
      <h3>Do I need a policy?</h3>\r\n
      <p>Not necessarily, ask yourself, what will I get from having a policy? Sometimes it’s easy to think as a business there should be a policy for everything, but this also runs the risk of you having so many policies to comply with that employees never bother to read them.</p>\r\n
      <p>It is much better to treat all employees in exactly the same way and avoid making retirement a “label” rather, ask the same questions of everyone as part of performance reviews and future plans, don’t single out one single employee because of their age.</p>\r\n
      <p>There is nothing stopping you having the discussion if the employee raises it with you, such as during an informal discussion. But let them instigate it in the first place.</p>\r\n
      <h3>Ewart v University of Oxford</h3>\r\n
      <p>An Employment Tribunal found that the University of Oxford’s policy of mandatory retirement at 68 years old could not be justified.</p>\r\n
      <p>Professor Ewart worked as an associate professor in the department of atomic and laser physics at the University of Oxford. His performance was not under question.</p>\r\n
      <p>The University operated an Employer Justified Retirement Age policy. This required all its academics and researchers to retire on 30 September (the end of the academic year) preceding their 68th birthday unless they were able to make a successful application for an extension.</p>\r\n
      <p>Professor Ewart was granted a two-year extension, and then the policy changed, which made extensions more restrictive.</p>\r\n
      <p>As a result, Professor Ewart made a second application seeking to extend his position until 2020, and he was unsuccessful despite having compelling reasons. He appealed to his employer, but it was rejected, so he was forced to retire in September 2017.</p>\r\n
      <p>Because the university could not show that this was a proportionate means of achieving a legitimate aim, they found in favour of Professor Ewart and upheld his claim of direct age discrimination.</p>\r\n
      <p>Here are some really useful links for you to support older employees in the workplace:</p>\r\n
      <p>Here are some really useful links for you to support older employees in the workplace:<br><a href="https://ageing-better.org.uk/blogs/how-support-your-older-workers">https://ageing-better.org.uk/b...</a></p>\r\n
      <p>Here are some really useful links for you to support older employees in the workplace:<br><a href="https://ageing-better.org.uk/blogs/how-support-your-older-workers">https://ageing-better.org.uk/b...</a></p>\r\n
      <p><a href="https://ageing-better.org.uk/blogs/how-support-your-older-workers">https://ageing-better.org.uk/blogs/how-support-your-older-workers</a></p>\r\n
      <p><a href="https://www.ageuk.org.uk/information-advice/work-learning/looking-for-work/">https://www.ageuk.org.uk/information-advice/work-learning/looking-for-work/</a></p>\r\n
      <p><a href="https://www.ageuk.org.uk/information-advice/work-learning/technology-internet/">https://www.ageuk.org.uk/information-advice/work-learning/technology-internet/</a></p>
      """
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App\Twig\Components\NewsThumbnail {#3793
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    -slug: "hr-consultant-lincolnshire"
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      <h3>Apparently, it is becoming increasingly common for employees to delay their retirement plans with the cost-of-living crisis being so prevalent.&nbsp;</h3>\r\n
      <p><strong>Research suggests up to 2.5 million older employees are looking to delay. How can a business deal with this? Read on to find out more from our experts.</strong></p>\r\n
      <p>Of the 2.5 million older employees who plan to delay their retirement, 1.7 million of them expect they may need to work indefinitely to substitute their income, either on a part-time or full-time basis.</p>\r\n
      <p>The remaining 800,000 people surveyed expect to delay their retirement by another three years, if not longer.</p>\r\n
      <p>Whilst these decisions are understandable, as a business you still need to know what to plan for and this can push you into the tricky ground of age discrimination if you were to directly ask this.</p>\r\n
      <p>This would apply if you were to:</p>\r\n
      <ul> <li>Make jokes about retirement or somebody being an older employee</li> <li>Put pressure on an employee to retire</li> <li>Suggest that retirement is the best option</li> <li>Force an employee to retire, or</li> <li>Hold the employee to a previously planned retirement date, whether they want to or not.</li> </ul>\r\n
      <h3>Having the conversation</h3>\r\n
      <p>How are you able to understand retirement plans without putting yourself at risk of a claim? The best way to do this is to phrase it differently.</p>\r\n
      <p>“What are your plans over the next five years?” is a perfectly reasonable question to ask, that you would ask of other employees <em>irrespective of their age.</em></p>\r\n
      <p>In interviews, it is fairly common to ask this question, so performance reviews and general business discussions are no exception to this. If you don’t want to ask about five-year plans, you could vary this and ask about a one-year, medium-term or long-term plan (for example). The key thing is to ask the same question that would apply to all.</p>\r\n
      <h3>Do I need a policy?</h3>\r\n
      <p>Not necessarily, ask yourself, what will I get from having a policy? Sometimes it’s easy to think as a business there should be a policy for everything, but this also runs the risk of you having so many policies to comply with that employees never bother to read them.</p>\r\n
      <p>It is much better to treat all employees in exactly the same way and avoid making retirement a “label” rather, ask the same questions of everyone as part of performance reviews and future plans, don’t single out one single employee because of their age.</p>\r\n
      <p>There is nothing stopping you having the discussion if the employee raises it with you, such as during an informal discussion. But let them instigate it in the first place.</p>\r\n
      <h3>Ewart v University of Oxford</h3>\r\n
      <p>An Employment Tribunal found that the University of Oxford’s policy of mandatory retirement at 68 years old could not be justified.</p>\r\n
      <p>Professor Ewart worked as an associate professor in the department of atomic and laser physics at the University of Oxford. His performance was not under question.</p>\r\n
      <p>The University operated an Employer Justified Retirement Age policy. This required all its academics and researchers to retire on 30 September (the end of the academic year) preceding their 68th birthday unless they were able to make a successful application for an extension.</p>\r\n
      <p>Professor Ewart was granted a two-year extension, and then the policy changed, which made extensions more restrictive.</p>\r\n
      <p>As a result, Professor Ewart made a second application seeking to extend his position until 2020, and he was unsuccessful despite having compelling reasons. He appealed to his employer, but it was rejected, so he was forced to retire in September 2017.</p>\r\n
      <p>Because the university could not show that this was a proportionate means of achieving a legitimate aim, they found in favour of Professor Ewart and upheld his claim of direct age discrimination.</p>\r\n
      <p>Here are some really useful links for you to support older employees in the workplace:</p>\r\n
      <p>Here are some really useful links for you to support older employees in the workplace:<br><a href="https://ageing-better.org.uk/blogs/how-support-your-older-workers">https://ageing-better.org.uk/b...</a></p>\r\n
      <p>Here are some really useful links for you to support older employees in the workplace:<br><a href="https://ageing-better.org.uk/blogs/how-support-your-older-workers">https://ageing-better.org.uk/b...</a></p>\r\n
      <p><a href="https://ageing-better.org.uk/blogs/how-support-your-older-workers">https://ageing-better.org.uk/blogs/how-support-your-older-workers</a></p>\r\n
      <p><a href="https://www.ageuk.org.uk/information-advice/work-learning/looking-for-work/">https://www.ageuk.org.uk/information-advice/work-learning/looking-for-work/</a></p>\r\n
      <p><a href="https://www.ageuk.org.uk/information-advice/work-learning/technology-internet/">https://www.ageuk.org.uk/information-advice/work-learning/technology-internet/</a></p>
      """
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App\Twig\Components\WhatsAppBlock {#3813
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}

App\Twig\Components\SocialLinks {#4414
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[
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App\Twig\Components\SocialLinks {#5398
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App\Twig\Components\ContactItem {#6494
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App\Twig\Components\ContactItem {#6538
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