You might notice that GFHR looks a little different today – we’ve got new branding! We are so excited to be able to show you our new look, which launched as of the beginning of March. The new brand has been a dream of mine for the last couple of years. Whilst I still love the old branding (and you can find out more about why here) after 15 years, it felt like now was the right time for a change.
Over the last few years particularly, the business has changed. Of course, the fundamentals and values that I have always aspired too are still the same. However the work we have completed on our service offering in the last year or so really reflects the diverse ways in which we can support our clients. This is coupled with the fact that we are now a bigger team, and so I felt it was important to have a brand that reflects the energy and experience we can bring to our clients.
As HR professionals we are inherent problem solvers. However we would rather be working with our clients to prevent problems and be more proactive with our service, whilst still reflecting our flexibility to grow as you grow.
At GFHR, our aim is to work with you and with your business, bringing a professional, and flexible service, but still ensuring we put the “Human” in Human Resources, and that we always consider what is fair for both employer and employee.
The brand development has come from conversations with clients and the team over the last few months, and the amazing work of Leanne and Steph in our team, plus our amazing branding consultant – Fay Hawkins. Thank you to all of them.
We love getting feedback so let us know what you think of the new brand, want to know more about our new services, anything you’d like us to do more of, or things you think we can do better please drop us a line at info@gfhr.co.uk
Gemma
A strong people strategy means a strong business
With the start of a new financial year just around the corner, now is the perfect time to think about your HR or People strategy.
Having an HR strategy is crucial because it aligns your people management practices with your overall business goals.
A strong People Strategy can help with:
1. Attracting and Retaining Talent –ensuring you hire the right people and create a work environment that keeps them engaged and motivated.
2. Workforce Planning – helping you to predict future talent needs and ensuring you have the right skills in place to support business growth.
3. Performance and Productivity –Ensuring performance is managed and employee training initiatives drive productivity.
4. Employee Engagement and Satisfaction – creating a positive workplace culture with highly engaged employees.
5. Compliance and Risk Management – Ensuring your business is legally compliant and minimises risk.
6. Cost Efficiency –helping reduce turnover and improve workforce efficiency, leading to cost savings.
7. Adapting to Change – Businesses face constant change. A proactive HR strategy ensures that you remain agile and resilient to changes in the market
Whether you’re refining your current HR strategy, tackling your first-ever strategic plan or simply too stretched to dedicate hours to planning, we’ve created a guide to make the process easier. Have a read here.
‘Safe leave’ for domestic abuse victims hopes to create a lifeline for survivors
A new bill aimed at granting 10 days’ paid leave per year to domestic abuse victims was introduced to the House of Commons in January.
If passed, the Domestic Abuse (Safe Leave) Bill will give survivors vital time to focus on urgent matters, like finding a safe place to live and protecting their families.
While it’s a great step forward, experts warn that recovery is rarely a quick process. Employers need to see this leave as just one piece of the puzzle, backed by flexible policies, manager training and practical support.
Workplaces can be a lifeline for victims, often their only safe space. This bill sets the stage, but real change will come from ongoing empathy and action.
Read more here.
Does remote working limit career opportunities for women?
Nationwide’s CEO, Debbie Crosbie, suggests that remote working might hold women back in their careers, stressing that workplace presence is key for development and progression. This follows Nationwide’s shift from a ‘work from anywhere’ policy to requiring employees to be in the office two days a week after observing that men were more likely to attend in person.
However, experts point to outdated mindsets like “proximity bias” as the real barrier, calling for equitable policies, shared parenting responsibilities and a shift from presenteeism to performance-based recognition.
For many women, remote work has been a game changer in balancing careers with caregiving. Do you agree with Debbie? Or do you think remote work offers more opportunities for women to thrive?
Read more here.
£29,000
This amount was awarded to 18-year-old advisor, Elizabeth Benassi, for victimisation. The case involved grievances over micromanagement, breaches of trust and unfair treatment, such as being reprimanded for wearing trainers while others were not.
The tribunal noted a “desire to find fault” with Benassi, pointing to a toxic environment and a lack of supportive leadership. Fair, inclusive and consistent policies are key to avoiding alienating young talent and creating a culture of mistrust.
This month saw the first of our quarterly client webinars take place on the subject of ‘Managing Absence in the Workplace’. Thank you to all who attending, we thought there were some really interesting questions asked and hope that you found it a useful session.
Our next quarterly client webinar will be happening in May. If you have any thoughts on topics, you would like us to cover, please do get in contact and we will try to incorporate your ideas.
Upcoming employee awareness dates
Over the next month, there are some awareness dates which you might like to mark in your workplace. Celebrating these days is a great way to improve awareness but can also provide a fantastic opportunity for team building. Here are a couple you might like to think about:
• 7th March – is Employee Appreciation day, an event observed on the first Friday of March, meant for employers to give thanks or recognition to their employees. This doesn’t need to be a big gesture, a simple thank you often means much more.
• 8th March – is International Women’s day. As a female founded business we can’t let this one slip by! International Women’s day has a theme each year, for 2025 it is #AccelerateAction. The purpose of the day is to celebrate women’s achievements, recognise challenges, and focus greater attention on women’s rights.
📌Dates for your diary this month
📅West Kent Expo’25 will take place on Wednesday 12th March at The River Centre, Tonbridge. We will have a stand there so please come and say hello. Entrance is free and tickets can still be booked HERE.
Are you prepared for the National Minimum Wage to go up in April?
The National Minimum Wage (NMW) and National Living Wage (NLW) will rise significantly from 1 April 2025, reflecting changes in the economy.
As an employer, staying informed and ensuring compliance with these new rates is essential.
Here’s what it’s going up to:
National Living Wage (ages 21 and over):
A £0.77 (6.7%) increase, rising from £11.44 to £12.21 per hour.
National Minimum Wage (ages 18-20):
A £1.40 (16.3%) increase, rising from £8.60 to £10.00 per hour.
National Minimum Wage (ages 16-17 and apprentices):
A £1.15 (18%) increase, rising from £6.40 to £7.55 per hour.
How we can help…
Adjusting wages isn’t just about updating payroll. It’s also an opportunity to review contracts, policies and documentation to ensure that everything aligns with the new requirements.
Our team can support you with:
- Reviewing and adjusting salaries.
- Updating employment contracts.
- Ensuring all documentation reflects the changes.
If you need guidance or support in navigating these updates, get in touch with us today. Let us help you to ensure that your business is compliant and your team is supported.
Should an employee always give two weeks’ notice when leaving?
The statutory minimum notice period is one week if the employee has worked for you for at least one month. However, contractual agreements may specify a longer notice period. Always refer to the employment contract for clarity.
Are zero-hour contracts always unfair to employees?
While zero-hour contracts have faced criticism, they can benefit employers and employees when used correctly. For example, they offer flexibility to those who cannot commit to fixed hours, such as students or part-time workers. Proper management and clear communication are key.
Can I ask anything I want during a job interview?
Employment law prohibits certain questions, such as those about a candidate’s age, marital status or plans to have children. These could be considered discriminatory under the Equality Act 2010. Stick to questions directly related to the job role and skills.
