HR Services

We frequently see restrictive covenants that look impressive, but when they are analysed they offer little or no protection, generally because they have not been constructed specifically for the role they relate to.  Unfortunately, this often doesn’t become apparent until an employee leaves the company.

We all have sympathy for employees who are genuinely unwell and the majority of clients that I work with are a particularly sympathetic bunch, who sometimes get taken for a bit of a ride because of it.

Introducing RWA Insight - our new online content and thought leadership platform that focuses on the key areas of Insurance Broking, Business Consultancy, Workplace Learning and Human Resources.

When it comes to recruitment and building a team, how often do you spend time looking at an individual’s strengths and skills for the role?

The recent case of the lorry driver who killed a family of four while using his mobile phone has led to calls for tougher penalties. An important but often overlooked aspect to this case is the risks employers are exposed to when requiring employees to drive for work reasons.

We are all guilty of it – working through lunch hours, working late, not taking breaks – and there is often an underlying culture in firms that if you do take breaks, you’re not ‘pulling your weight’. Following a recent Employment Appeal Tribunal (EAT) ruling, you might want to reconsider the way you treat employees taking breaks.

For the past six months or so, I have been periodically bringing my dog into the workplace. 

Learning is innate - we learn all of the time and our development does not have to be just professional, it can also be personal.

For many firms, the appraisal system (or performance review) is often just another form filling exercise. The most frequent complaint (from employees) is that although they ‘go through the motions’ annually, nothing ever comes of their appraisal.