Author Archives: 121 HR

Furore Over the BBC Gender Pay Gap

A BBC Editor has resigned over unequal pay with male colleagues, stating that the public reaction to her resignation shows there is a “depth of hunger” for “equal, fair and transparent pay”. Carrie Gracie, the BBC’s China Editor, stepped down … Continue reading

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Increased demand for cyber security roles

Demand for cyber security roles is set to boom this year, following several high-profile cyberattacks, research has found. 81% of businesses predict a “significant” increase in cyber security hires next year. Cyber security threats have never been more pervasive and … Continue reading

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Employment Tribunal claims up 66% since fees are abolished!

Recent statistics on employment tribunals have found that the overall number of claims rose 66% in the three months after fees were abolished in July. Employment law experts have warned organisations to scrutinise their employment practices in light of the … Continue reading

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New Year, new staff: Are you hindering diversity with your decisions?

As businesses consider what recruitment needs they have in the New Year, research has found that modern hiring practices are hindering diversity, as 3 out of ten employers have admitted to hiring people ‘just like them’. The study found that … Continue reading

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Recent Employment Tribunal ruling – sleep disorder is a disability

An employee with 23 years’ “loyal” service who was sacked a month after telling his employer that he suffered from a sleep breathing disorder was unfairly dismissed, a tribunal has ruled. The Tribunal heard that the employee worked as a … Continue reading

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Where does the burden of proof lie in discrimination cases? A recent Court of Appeal case debates this question

According to the Court of Appeal, a claimant in a discrimination case must prove the facts on the inference of discrimination before the burden moves to the respondent. This case changes the burden of proof of discrimination in employment claims, … Continue reading

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Are you dreaming of a white Christmas? Read our “snow” guidelines here

The rights and responsibilities of employers and employees in handling ‘snow days’ need to be communicated clearly. According to guidelines from the employment advice and conciliation service Acas, unless commute or travel time is itself considered to be ‘working time’, … Continue reading

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With just five months to go before the General Data Protection Regulation comes into force, we outline what your business need to do

1. Data audit Businesses should prepare to conduct a data audit to identify areas where action is needed to ensure compliance with the General Data Protection Regulation (GDPR). Employers need to understand what staff data is held within the organisation: … Continue reading

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Consider “motherhood” prospects in recruitment and promotion decisions? A quarter of business owners say they do!

Almost one in seven employers say they would be reluctant to recruit a woman they thought might later have children, according to research, that shows an alarming level of everyday maternity discrimination in the labour market. The survey heard that … Continue reading

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Equality and Human Rights Commission action to clamp down on sexual harassment in the workplace

The Equality and Human Rights Commission (ECHR) has taken action to clamp down on sexual harassment at work. The commission has written to the chairs of FTSE 100 companies and other leading employers demanding evidence of what they were doing … Continue reading

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The 121 HR Business Partnership is at the heart of the relationship with our clients.

The partnership brings the benefits of cost-effective HR support and professional advice without the worry of escalating legal fees when issues arise.

 

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121 HR Business Manager is a professional HR service provided to businesses on an outsourced basis. Each business has different needs, therefore we tailor our service and approach to fit perfectly with your organisation.

 

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121 HR Solutions provide a comprehensive range of HR services that can be accessed through the Business Manager package, or more commonly on a short-term project basis. This is useful to organisations that do not employ full-time HR staff and lack the knowledge and skills required.

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