“Blake Morgan's HR Consultancy service is a constant and invaluable help to the Diocese of Portsmouth as we seek to be an excellent place of work for all our clergy, staff and volunteers.”
Blake Morgan’s HR Consultancy team combines specialist practical and commercial experience with robust legal advice from our employment lawyers. This means we provide up-to-the-minute expert opinion on all issues relating to HR.
Our experienced HR Consultants provide three main types of HR consultancy:
The HR Consultancy team has extensive experience right across the HR spectrum, with specialist knowledge of the following areas:
Our Strategic Interventions expertise includes:
Our extensive list of HR clients range in size from a multinational manufacturer to not-for-profit organisations, such as the Diocese of Portsmouth and family-owned or owner-managed businesses.
We provide first rate services to the following sectors:
|Education||Industrial & commercial supplies and distribution|
|Care provision||Risk analysis|
|Maintenance services and transport|
Examples of how our HR Consultancy team has provided specialist help include:
What are the perils involved for employers where employees use instant messenger applications to discuss work-related matters?
Are you ready for the April 2019 Employment law developments?
With the deadlines of 30 March and 4 April 2019 for gender pay reporting, we look at recent developments and what employers need to know as they publish their second set of data.
With just on a month to go until the one-off tax charge on disguised remuneration loans comes into effect, there is no sign that HMRC is backing off introducing the measure, or that the concern is going to be effective in stopping this implementation.
Michelle Lawlor-Perkins discusses GDPR six months on in People Management.
If you are a trustee or sponsor of a pension scheme that was contracted out of the state-earnings related scheme before 6 April 1997 this affects you.
New Corporate Governance rules from January this year affect not just quoted companies, but companies with more than 250 employees, with an increased requirement for directors to report on on a variety of matters.
Matthew Smith discusses a recent Supreme Court decision that confirmed a common-sense approach to the meaning of ‘unfavourable treatment’ under section 15 of the Equality Act 2010.
A recent Court of Appeal decision provides useful guidance for employers and held that there is no breach of the implied term of trust and confidence where there is reasonable and proper cause to suspend an employee from work pending investigations.