Editor’s Comment: Seeing is believing
Excessive workplace regulation has eroded trust between employers and employees, yet research shows strict supervision is no more effective than autonomy. The challenge lies in balancing necessary rules with allowing workers freedom to perform independently.
What’s the answer? Working with Haemophiliacs
Employers may need to make reasonable adjustments for employees with haemophilia under the Disability Discrimination Act 1995, including flexible working hours, access to treatment facilities, and training first aiders on appropriate care procedures with employee consent.
HR Practitioner’s Diary: Beyond the darkness
Blind adventurer Steve Cunningham holds three world records despite losing his sight at age 12, proving that discrimination—not disability—is the real barrier to achieving potential. This HR practitioner’s account explores how proper workplace support and accommodations enable talented individuals to thrive.
Discrimination: All together now
The Civil Partnership Act, coming into force in December 2005, grants same-sex couples legal recognition equal to marriage and requires employers to treat civil partners and spouses equally in benefits, pensions, and workplace policies to avoid discrimination claims.
Opinion: Breaking down ‘ageist’ barriers
Ageism remains a significant workplace barrier despite rising life expectancy and growing employment among older workers. The article argues for flexible portfolio careers and questions why employers continue age restrictions when demographic shifts demand forward-thinking employment practices.
Stressed and nowhere to go?
Workplace stress and mental health problems are the leading causes of long-term sick leave, yet remain among the most misunderstood and under-resourced health issues facing employers. Effective stress management requires a coordinated approach addressing both clinical and management issues, rather than simple tick-box solutions.
Payroll Tip: Recovery of statutory maternity, paternity and adoption pay
Employers can recover statutory maternity, paternity, and adoption pay at 92% of amounts paid, or 100% plus 4.5% if they qualify for Small Employers’ Relief. Recovery limits apply based on annual National Insurance contributions thresholds.
How to: Motivate the poor performer
Help struggling performers improve with achievable targets, frequent recognition, and special award categories. This guide explains how low-cost incentive programmes can re-energize underperforming employees who often have the greatest potential for development and organizational growth.
Member wire #112 – Maternity horror stories
Around 440,000 women face pregnancy or motherhood discrimination annually, with 30,000 losing their jobs. Despite 25 years of legislation, maternity discrimination remains widespread, prompting HR Zone to investigate real horror stories from affected workers.
How Did I Get Here? Police Training Supervisor, Sergeant Iwan Owen
Sergeant Iwan Owen, named Britain’s Best Boss, leads North Wales Police’s training unit by fostering high trust and autonomy among his staff. He believes effective training comes from empowering committed professionals rather than micromanaging, while maintaining accountability systems that help his team meet all performance targets.
Hard(y) Law Talk: The ‘equality’ treadmill
The UK government introduced the Equality Bill to modernize outdated discrimination laws and establish the Commission for Equality and Human Rights (CEHR). The new body consolidates existing equality commissions and extends protections to cover sexual orientation, religion or belief, and age discrimination for the first time, while promoting human rights.
How to: Manage maternity
Hundreds of thousands of women face discrimination at work while pregnant or on maternity leave each year. Employers must understand statutory maternity rights including leave entitlements, pay, health and safety protections, and anti-discrimination laws to manage pregnancies legally and fairly in the workplace.
News in Brief: The week in HR
This week’s HR news round-up covers critical workplace challenges: HR departments are unprepared for M&A activity despite rising deal frequency, ACAS faces embarrassment over failing to follow their own consultation guidelines during redundancies, and a BA wildcat strike and workplace misconduct case highlight ongoing employment issues.
The Couch?! Interview revelations – from whoppers to fibs
Job interviews often bring out the fibber in us—a survey reveals 96% of UK workers admit to workplace lies when facing pressure. The Couch?! explores common interview fibs, from exaggerated job duties to fabricated skills, examining why high-stakes scenarios push candidates to stretch the truth.
HR Practitioner’s Diary: Ostriches and Tribunals
HR consultant Sue navigates red-tape burdens while addressing critical issues like missing employment contracts, age discrimination legislation, and disability rights changes. Discover why the “Ostrich Syndrome” of informal employment practices leaves businesses vulnerable to tribunal claims.
Colborn’s Corner: HRZone stirs up porn probe
An HRZone discussion about an FHM calendar in an accounting office raises questions about workplace discrimination and HR’s role in addressing inappropriate behavior. The debate reveals tensions between those viewing the display as sexist and those dismissing concerns as overly politically correct, highlighting broader challenges for HR professionals in workplace culture management.
What’s the answer? Changing pay frequency
Changing pay frequency from weekly to monthly requires proper legal notice to employees. Employers can either consult staff and implement the change unilaterally, or request written consent and dismiss those who refuse. Best practice involves giving notice equal to employees’ longest contractual notice period, typically around 12 weeks.
HR Zone Briefing #258 – Why is HR always the first to go?
HR departments face unprecedented cuts across major companies like the BBC and HP. Industry experts suggest HR must adapt and demonstrate measurable value through business partnering to survive organizational restructuring and efficiency initiatives.
HR Business Partnering – What does it really mean?
HR Business Partners act as strategic consultants who help organizations maximize their people’s potential to drive business success. This represents a significant shift from traditional HR roles, requiring professionals to combine deep HR expertise with comprehensive business knowledge and change management capabilities.
Age: The new discrimination
The UK government is implementing age discrimination laws by October 2006, requiring employers to overhaul recruitment, pay, and retirement policies. Employers must remove age-related language from job adverts, use mixed-age interview panels, and ensure all employment decisions are based on merit rather than age.
