Suggestions
Sarah Bradley (FCIPD)
HR Specialist with over 20 years of experience in employment law and HR policies.
Sarah Bradley (FCIPD)
Sarah Bradley is the Director Owner of The HR Dept, an outsourced HR service that helps SME businesses with employment law guidance and practical people advice.1235 She has over 25 years of experience in HR and has operated at the Senior Management level.2
Background
- Began working in HR in 2004 after leaving HR Management in retail1
- Became an employment law consultant supporting small businesses, inspired by her husband to get a deeper understanding of the law1
- Set up her own HR and Employment Law Business, The HR Dept, in 20181
Expertise
- Highly qualified and knowledgeable HR Consultant with a deep understanding of HR, employment law, HR policies, HR management, disciplinaries, grievance procedures, redundancy advice, absence management, performance improvement, and mediation1
- Certified Fellow of the Chartered Institute of Personnel and Development (FCIPD)24
- Specializes in employment law, HR consultancy, employee relations, performance management, and employee engagement4
Current Role
Highlights
There has been a lot of talk and speculation in the media recently around sexual harassment following the sacking of Jermaine Jenas with some of the comments I've seen playing down the situation or classing it as 'banter'.
Employers have a legal duty to actively prevent sexual harassment at work and from October 2024 the laws are changing. This could mean that businesses could be subject to hefty financial penalties if a claim is made.
According to the Equality Act 2010 sexual harassment is defined as 'unwanted conduct of a sexual nature which has the purpose or effect of violating the victim’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them' (s26 Equality Act 2010).
From October here's what could happen...
💚 If you do nothing to prevent harassment, you will be considered liable, and the tribunal can bump up any compensation by up to 25%. 💚 If you took some reasonable steps to prevent harassment, you will still be considered liable, but there will be no uplift applied to the compensation awarded. 💚 If you took all reasonable steps to prevent harassment, you’re not liable at all. No payouts.
As an employer, are you confident you can argue the final point?
Better still, do you have the relevant system and procedures in place to ensure harassment doesn't happen in the first place and you can avoid a tribunal?
We offer a variety of training on this topic including e-learning and face-to-face training.
If you have any doubts at all, get in touch to find out more.
#HRSupportLeeds
Grief and bereavement are challenging topics to navigate in the workplace. As an employer, offering the right level of support and managing compassionate leave requires thoughtful consideration.
In our latest blog, we dive into these important issues and provide actionable steps to help you support your employees during difficult times.
#HRSupportLeeds
https://lnkd.in/eTENSxWN
