HR’s impact on businesses is much underestimated in ourHRpeople’s opinion. HR doesn’t just keep a business in check, it can actively help it grow. Our team of HR consultants have all been personally responsible for ideating, researching and implementing bespoke strategies for their clients which have directly boosted profits and efficiency.
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Support your team! The UEFA Euro 2024 starts on 14 June and lasts until 14 July. This is good news for football fans but could cause difficulties for employers. Employers could be facing a serious loss of productivity if staff phone in sick or do not turn up for work. Our
Welcome to the May issue of the ourHRpeople Newsletter! This month we are looking at the benefits of executive coaching, with a useful case study. The Power of Executive Coaching: Driving Success for Leaders and Businesses In today’s fast-paced and competitive business landscape, companies of all sizes are constantly seeking ways
With effect from April 2025, employees will qualify for 12 weeks of leave if their child is receiving neonatal care.
Richard Bignell, BA, MCIPD, has hit the ground running in his new role as Area Director for West Sussex at ourHRpeople. Based in Haywards Heath, he joins ourHRpeople after working in human resources for 23 years. Richard started his career working in logistics for GEFCO UK (a wholly owned subsidiary of
There are numerous changes to employee’s rights (mainly) from April 2024. The effects are wide ranging. The year ahead is set to be one of considerable change in the world of Employment Law. Much of the legislative change is being driven by post-Brexit reforms which are only now starting to come into effect.
Welcome to Issue 26 of the ourHRpeople Newsletter, now hosted on our website. This month we are covering: Embracing Compassion –the key to successful HR change projects Holiday pay for irregular and part-year workers – starts April 2024 If you would like to be added the the ourHRpeople mailing list, please email steve@ourhrpeople.co.uk
The Workers (Predictable Terms and Conditions) Act 2023 is expected to come into force in September 2024, and will implement a new statutory right for workers to request a more predictable working pattern.