HR Anchor featured this week in a Wales 247 article about local businesses being here for good. Read more about our efforts by following this link.
We are thrilled to have been shortlisted for the Best HR Initiative in the Wales HR Awards. Victoria Panagakis, Sales & Marketing Executive, Sophie Mamaladze, HR Administrator and Megan Bell, Employment Law Paralegal will be representing HR Anchor at the Wales HR Network, HR Awards 2022 event on Friday 8th July.
Best HR Initiative Finalist
HR Anchor was nominated for its contribution during the Covid 19 pandemic. As the world was changing into unchartered territory the world of business became even more complex. Rules were changing by the minute, laws were being made, businesses were forced to close, and furlough, a previously unknown term, was instantly known by every household across the UK.
Businesses were stuck. They didn’t know where to turn, or what to do. In our locality, tourism is a huge source of income for countless small businesses, the enforced lockdowns and closures left them fearing for their futures. Most didn’t have the funds to seek out legal support for the furloughing of staff, to keep updated on where they stood with the rule changes, and in later days one of the key sectors we work with, the care industry, the “no jab, no job” rules began.
HR Anchor was a brand new business just as the pandemic hit. Rather than focusing on new business growth or profits, Elissa HR Anchor Director saw this as a time to give back to the local community. Alongside her position as head of employment at Gamlins Law, forming HR Anchor and continuing her volunteering with the RNLI she was also very aware of the needs of smaller local businesses who needed support.
Businesses who were having to close, for an unknown amount of time, unsure of the ever-changing new rules and restrictions. Elissa took it upon herself to be there for these smaller businesses. She began making “common queries” videos which were circulated to local businesses for free. HR Anchor designed and distributed lots of precedent documents surrounding redundancy processes, furlough processes, and compulsory vaccinations within care homes precedents, again circulated for free which ensured these local businesses were not only remaining within the law but also protecting their business and ensuring staff were always treated fairly. HR Anchor supported over 1000 businesses over the first 12 months of the pandemic, offering up-to-date advice, and providing useful information to businesses which they could use without any strings attached. This ethical stance meant that businesses survived the pandemic, without firstly making costly mistakes, but also without having to pay for this support which could have also put them out of business.
We received feedback about the support received from HR Anchor during the pandemic. See here what they had to say…
Ashley Dexter, Hurricane Ecommerce
“The onset of the COVID pandemic created grave concern and unsettlement throughout most Companies, to which Hurricane was no different.
The need to act quickly and in line with ever-changing policies meant that constant HR advice was required to support our judgement calls, in protecting both our staff and our business.
Fortunately, we had recently appointed HR Anchor (Elissa Thursfield) as our HR Advisor and I cannot understate how amazing her support was throughout – which resulted in a number of staff being furloughed, but who all did return to work before the end of 2020.
Elissa has a unique ability to carefully balance all aspects of HR, from employment law to wellbeing, in order to provide the best advice you could care to wish for and was a pillar of strength for the whole Hurricane team throughout.”
“The support and guidance Elissa provided to employers through complimentary webinars and virtual 1-2-1 consultations during the pandemic was phenomenal. During a very challenging period, Elissa selflessly gave up her valuable time in the hour of need of many, helping them to navigate unprecedented challenges in uncertain times. Having collaborated with Elissa to deliver numerous events in response to Covid-related HR & business challenges, it was heart-warming to read and hear the extremely appreciative feedback from those that benefited from the sessions, with some making critical business decisions from the advice provided by Elissa, in many cases helping to safeguard jobs and ensure employees were treated fairly.”
Anthony Marshall, Odessa
“We were recruiting ourselves and doing all the HR admin in house but very quickly we realised we needed to concentrate on the business rather than the HR side of things. With such quick growth it became apparent that the policies and contracts we had written ourselves needed checking over by a professional pair of eyes to ensure they were fit for purpose. HR Anchor did this for us. This gave me the peace of mind that we were acting within the lines of the law and they helped us make these documents more specific to our industry. Easier for us and the employees.
Recently, HR anchor have been a god send with helping us with our HR issues. The advice they have provided has meant that the whole situation has become less stressful. Thank you Elissa!”
“We have been working with Elissa for just under two years now and throughout that time we have found her service to be friendly, professional, and very timely.
Like many companies, through the pandemic we were faced with a minefield of rules and regulations. Whenever we needed assistance with interpreting some of the employment issues Elissa was always available. She thoroughly researched new regulations and gave us a ‘plain English’ version enabling us to effectively communicate with our staff.
On a personal level I have found Elissa’s ‘no nonsense’ approach refreshing, and I have no hesitation in approaching her with any employment issues no matter however trivial they seem.”
On 23rd March 2022, Rishi Sunak, Chancellor of the Exchequer, delivered his spring statement to the House of Commons.
The table below shows the new Employment Rates.
Do you need help with your HR?
Book your free initial consultation now Contact us | Free Consulation | 01745 343500 – HR Anchor
Care Homes ‘Under Huge Pressure’ To Meet Covid Jab Deadline
HR Anchor’s Elissa Thursfield featured in The Care Home Environment Magazine and also The Carer
Care home operators are under “huge pressure” to meet the November deadline for workers and volunteers to have been double jabbed, according to human resources consultancy HR Anchor.
From 11 November, the Care Quality Commission will have a duty to monitor care homes in England to ensure they are complying the new vaccination rules.
As of that date, registered managers or providers will need to demonstrate that they are not allowing anyone into their home unless they have been double jabbed or can prove that they fall into one of the groups exempt from being vaccinated.
The new rules also cover other people entering a care home such as tradespeople, healthcare professionals, hairdressers and beauticians.
HR Anchor managing director Elissa Thursfield (pictured) said for owners and managers busy with the day-to-day running of their homes, having to negotiate the “minefield” of vaccination regulations is a “further strain”.
“We are receiving dozens of calls from care home operators and their managers who are under huge pressure to comply with the new regulations when they are enforced from 11 November”, she added.
“This is a sector which is still reeling from the double whammy of the coronavirus pandemic and Brexit and the severe impact both have had on the staffing of homes. The looming 11 November deadline is likely to increase the pressures on staffing at a time when staffing shortages are already a challenge.”
Reasons for exemption currently include those receiving end of life care, people who have some allergies as well as a selection of other very limited reasons. Friends and relatives and residents themselves are also exempt from the regulations.
Exemptions are currently implemented on a self-certification basis, which is expected to be replaced by the NHS COVID Pass.
However, employees are bringing arguments ranging from religious reasons, political and human rights.
Thursfield added: “Exemption from the requirement for vaccination is nothing short of a minefield and operators are right to be wary of taking any actions that may come back to bite them.
“There are a series of processes that must be followed to protect a care home in the event of a decision being taken to dismiss an employee including demonstrating that a home has acted reasonably and following a fair procedure.”
HR Anchor has produced a set of free-to-access template documents and other resources to enable care homes to navigate their way through the new regulations. Contact us for access to these resources.
We held a webinar specifically directed at the care sector, watch it by clicking on the link below
17/08/21 BBC Radio Wales – Listen now
17/08/21 BBC Radio Wales – Listen now
Elissa speaks with the BBC about current rules surrounding the Covid pandemic
£60 fine for not working from home when you can (hranchor.co.uk)
BBC Radio Wales Hutchinson v Asda Stores Ltd (hranchor.co.uk)
The Independent reached out to Elissa last week asking what the potential repercussions of “No Jab, No Job” blanket policies in businesses could be.
Elissa commented
“We’re definitely going to see a lot of employment tribunals on this,” said Elissa Thursfield, head of employment law and a director at Gamlins Law – predicting a wave of vaccine-related discrimination claims in the months ahead.
“Having a blanket policy is almost always dangerous – it’s fraught with legal difficulties,” said Ms Thursfield. “For existing staff, if you don’t have a clause in your contract that says you can receive mandatory instructions on health, which is rare, that’s potentially a breach of contract, as well as the discrimination claims.”
She added: “If the government pushes any further on this, in terms of encouraging employers, they are going to start getting into hot water.”
‘No jab, no job’ policies set to spark deluge of employment tribunals, lawyers warn
For more advice on this and any other employment law topic contact us for a FREE initial consultation.
View our packages and full pricing structure here
The Mirror – Refusing Entre Without A Mask – Elissa Comments…
Elissa’s response below
“Generally premises have the power to dictate that customers follow certain rules for health and safety on their premises. Whilst in England the requirement to wear a mask has been removed, the Government has allowed venues to make their own decisions on whether to continue the practice.
In Wales the mask rules remain in place for now. The exemption lanyards have been a sticky subject for a long while now. They are controversial in some respect as there are no checks on whether those who have them are eligible, as they can be freely downloaded from the internet.
Ultimately a blanket policy of ‘no mask no entrance’ may on the face of it be discriminatory. This would be on the basis of indirect discrimination, a blanket neutral policy applied to everyone, that places disadvantaged groups at a detriment. In this circumstance the ‘detriment’ would be refusal of access to the premises. The disadvantaged groups being people who due to health reasons are unable to wear a mask.
That said, indirect discrimination can be defended if it is a proportionate means of achieving a legitimate aim. So, for example, if a shop keeper decided that masks were compulsory due to the risk assessment that has been conducted in the shop, to keep visitors safe, that could be classed as proportionate means of achieving a legitimate aim.
There are a multitude of different types of face coverings that have been on the market for a while to try and combat the difficulties facing those who cannot wear masks, however it remains a very contentious subject and likely to be more so with the relaxing of the rules in England and the wave of tourists arriving for the summer.”
Elissa later added that the store had made ‘reasonable adjustments’ by offering to bring goods outside for the customer.
The Daily Post contacted HR Anchor solicitor, Elissa this week for advice on mask exemptions and shops refusing entry without masks in Wales where mask wearing is still mandatory. Elissa offered the following advice.
“Generally premises have the power to dictate that customers follow certain rules for health and safety on their premises. Whilst in England the requirement to wear a mask has been removed, the Government has allowed venues to make their own decisions on whether to continue the practice.
In Wales the mask rules remain in place for now. The exemption lanyards have been a sticky subject for a long while now. They are controversial in some respect as there are no checks on whether those who have them are eligible, as they can be freely downloaded from the internet.
Ultimately a blanket policy of ‘no mask no entrance’ may on the face of it be discriminatory. This would be on the basis of indirect discrimination, a blanket neutral policy applied to everyone, that places disadvantaged groups at a detriment. In this circumstance the ‘detriment’ would be refusal of access to the premises. The disadvantaged groups being people who due to health reasons are unable to wear a mask.
That said, indirect discrimination can be defended if it is a proportionate means of achieving a legitimate aim. So, for example, if a shop keeper decided that masks were compulsory due to the risk assessment that has been conducted in the shop, to keep visitors safe, that could be classed as proportionate means of achieving a legitimate aim.
There are a multitude of different types of face coverings that have been on the market for a while to try and combat the difficulties facing those who cannot wear masks, however it remains a very contentious subject and likely to be more so with the relaxing of the rules in England and the wave of tourists arriving for the summer.”